Executive Management Level Research Articles

Do institutional cultures serve as impediments for women's advancement towards leadership in South African higher education?

The South African higher education sector has undergone various changes over the past 24 years. As far back as 1997, several policies that advocated for equity and redress were introduced. The introduction of these policies, in conjunction with the Employment Equity Act (1998), has not fully addressed the gender imbalances at executive management level in universities. This article delves into cultural and structural constructs in higher educational institutions that impact on women and leadership. It further explores how women in leadership describe the general organisational culture and the manifestations thereof. Critical realism is used as a theoretical lens to analyse the influence and impact of institutional cultures on women in leadership. Women leaders are confronted with the culture of exclusion in the form of male dominance, silencing of women’s voices and male patterns of networking. The article further advocates for extended leadership programmes that are specifically designed for women to change the status-quo. Such programmes can only be effectively implemented within an organisational culture that embraces gender equality and actively pursues recognition of women as equal members of society and other institutions, including institutions of higher learning.

Workplace spirituality in the public sector: a study of US water and wastewater agencies

Purpose This paper aims to understand water and wastewater industry leaders’ perceptions of the current and future role of workplace spirituality, including the challenges and benefits of incorporating workplace spirituality in government utilities. Design/methodology/approach The Delphi technique was used to gather input and gain consensus from an expert panel of executive level managers. Findings The panel achieved consensus that workplace spirituality is evident in a higher sense of purpose for those working in the water and wastewater industry which is likely to be the greatest future benefit of workplace spirituality in the industry. Other central themes included making a positive environmental impact, going beyond compliance, collaborating with the community, creating a connection to peers and encouraging organizational belonging. Consensus was also achieved regarding obstacles to workplace spirituality’s future role in the industry, including concerns about terminology and the need for supportive leadership. Practical implications The water and wastewater industry face challenges including climate change, rising costs, aging infrastructure, increased regulatory requirements and a rapidly changing workforce. Workplace spirituality seems likely to support the industry in facing these challenges and can be promoted through encouraging a sense of purpose and meaning, collaborating with the community and recruiting individuals with resonant values and sense of calling. Originality/value Workplace spirituality has received growing attention in the private sector. However, workplace spirituality research in the public sector is minimal. This expert panel of top leaders from US water and wastewater agencies provide insight into the role of workplace spirituality in the public sector.

Can revenue management be integrated with customer relationship management?

PurposeThe purpose of this study is to understand how and to what extent Hong Kong hotels have integrated customer relationship management (CRM) into their revenue management (RM) practices at individual customer level.MethodSemi-structured interviews were used to gather information from experienced interviewees holding hotel RM- and marketing-related executive positions. In total, 11 revenue and 9 marketing executives were interviewed in 2016-2017 over a period of 13 weeks. The data were transcribed and then Nvivo was used for data organization and analysis.FindingsThe hotels do not systematically segment customers by value because of restraints on the RM systems’ capabilities and the industry’s conventional segmentations. The revenue and marketing executives’ attitudes toward integration, IT system infrastructure support to enable integration, loyalty and membership programs as a means for integration and executive management level support for integration influence the hotel’s potential for RM and CRM integration.Research Limitations/implicationsOnly the perspectives of revenue and marketing executives were considered. Incorporating the insights of different parties may achieve a more comprehensive result. In addition, because it seems that there is no systematic RM and CRM integration within the Hong Kong hotel industry, relevant decision-makers’ opinions toward the practice may change once they evaluate the performance of the pioneering practitioner.OriginalityThis study reveals what has been done in practice to integrate RM and CRM compared with the theoretical approach, proposes an integration framework and discusses the potential for further development together with the challenges to integration.

Impact of Applying Internal Marketing on Workers’ Organizational Commitment at MTN Yemen

This study aimed to investigate the impact of internal marketing (all its dimensions of training, empowerment, motivation, teamwork, internal communication, administrative support and marketing information) on the organizational commitment of workers at MTN Yemen. The focus was on these types of organizational commitment: emotional, normative and continuity. The study adopted the descriptive method, and used a questionnaire to collect data. The population consisted of 250 employees who represent all administrative staff in the middle and executive management levels in the main office of the company in the capital city of Sana’a. A simple random sample of (152) participants was selected. 152 questionnaires were distributed but only 107 were returned. The study results revealed that there is a positive effect of applying internal marketing with all its dimensions on the organizational commitment of the company workers. The level of applying the internal marketing practice by the administrative leaders of the company is high, and the level of the organizational commitment of the employees of the company and its various types is also high. The study recommended that more attention should be given to the dimensions of internal marketing by the administrative leaders in the company. They are also recommended to implement policies and programs more effectively, as this would lead to more improvement in the organizational commitment by the employees. Keywords: Internal marketing, Organizational commitment, MTN Yemen.

Problems Associated with Liquidity Management of Commercial Banks of Bangladesh

Liquidity Management is the key to the success or failure of commercial banks irrespective of nature, sizes, and kinds. Although, liquidity is not directly link the generation of profits, but it enables commercial banks to use the funds for generating profits by maintaining economic size of liquidity. Liquidity management, being an integral part of commercial banks, faces numerous problems of different categories. So, a commercial bank has to identify the problems associated with liquidity planning and controlling in order to ensure more effective liquidity management. In view of this, the current study has been undertaken to identify some important problems associated with liquidity management of samples of fifty executive level managers of some private commercial banks in Bangladesh formed by employing sophisticated Varimax Rotated factor Analysis. The study has found that Regulatory and Policy Related Problems, Debt Instrument Problems and Foreign Exchange Market Related Problems are the main warnings that hinder the liquidity position of commercial banks. Keywords: Liquidity, Government Policy and Regulation, Debt Instrument and Foreign Exchange Market DOI : 10.7176/RJFA/10-4-10

The Effect of Quality of Work Life on Employee Engagement in the Egyptian Electricity Transmission Company (An Applied Study)

Purpose: Quality of Work Life (QWL) is a philosophy, a set of principles, which holds that employees are the most important resource in the organization, as the basis underlying QWL is the humanization of work which means developing a work environment that ensures dignity to the employees, stimulates their creative abilities, and facilitates self-growth. The purpose of this study therefore is to demonstrate the influence of QWL on Employee Engagement (EE) in Egyptian Electricity Transmission Company (EETC). Design/methodology/approach: The present study is an empirical study which is based on descriptive analytical method. Particularly, the research offers a holistic approach that takes human nature into account, presenting a proposed theoretical framework for the logical relationship between the research variables. The research population is represented in the electricity sector, while; the research sample is represented in EETC. In order to collect data effectively; the study follows the method of a comprehensive survey across all managers at higher, middle and executive management levels in the research sample under investigation. Findings: There are various results for this study, most important of which is decreasing in the degree of employee-organization alignment, as the results of the study reveal that QWL in the EETC needs to be improved, where the analysis showed the declining of all dimensions of QWL in the EETC. The findings also identify the important relationship between QWL and EE in the EETC, as there is a direct strong relation between QWL and EE. Thus, the more engaged employee in each dimension of QWL, the higher their personal engagement will be. Research limitations/implications: The limitations of this research are recognized, in particular the sample of this study was derived from mangers’ of public sector in Egypt, thus the findings of the study cannot be generalized until we include private sector. Nevertheless, the research is intended to identify the important relationship between QWL and EE, shed the light for the need for further researches. Consequently, the study offers a number of significant findings that contribute more broadly to QWL literature. Conclusions: Overall, results support the effect of QWL on EE, and the study recommends creating an organizational culture that put more focus on strategies that enhance QWL dimensions for the purposes of quality of life in the work place, to reach highly EE scores that a business hopes to achieve.

How expected outcomes, stakeholders, and institutions influence corporate social responsibility at different levels of large basic needs firms

AbstractA firm's choice to practice corporate social responsibility (CSR) is commonly explained using insights from institutional theory or stakeholder management. However, we do not know how important external pressures are at the executive level and individual manager level in a firm's choice to engage in particular CSR activities. Nor do we know how important these external pressures are in comparison with other attributes of CSR activities that can influence this choice, such as costs or expected returns of an activity. Finally, we do not know whether all firms respond in the same way to these influences. Hence, we ask the following: How do the outcomes and pressures for a CSR activity influence the choice of that particular activity by different classes of large basic needs industry firms? Using a choice experiment, we study the CSR activities of 402 firms in the energy, packaged foods, and pharmaceutical industries. We demonstrate that expected outcomes, rather than institutions or stakeholders, drive the choice of an activity. Firms invest differing amounts of funds into a particular activity. Although institutions and stakeholders explain the overall CSR strategy of the firm, they do not explain their choices for specific activities.

Analysis of Information Systems Capabilities and Performance of Firms in Telecommunications Industry, Kenya

In the 21st century where economies are driven majorly by knowledge and information-based service businesses, telecommunication industries are playing a critical economic role both regionally and globally. In Kenya, with a combined subscription rate of 37.8 million based on a 2016/17 Communication Authority of Kenya report of 2017, Safaricom Kenya Limited controls about 71.2% of the subscribers, Airtel Kenya Limited is second with 17.6% with Telkom Kenya coming third with 7.4%. Finserve East Africa (Equitel) a new entrant in the market controls 3.8% of subscribers. These figures points to the fact that only Safaricom seems to be the only firm performing well. This reality forms the basis of establishing whether their difference in performance is attributable to their information systems capabilities. The purpose of this study was to analyse the relationship IS capabilities and performance of firms in the telecommunications industry in Kenya. It was anchored on Resource-Based Theory and guided by a conceptual framework with the dependent variable being firm performance while independent variable was IS capabilities. Correlational and survey research designs were used. The population of the study was 408 staff comprising all executive, management and operational level managers from the business and IT sections in each firm. A sample of 202 staff was drawn through proportionate stratified random sampling method. Primary data was collected using structured questionnaire and an interview schedule. Reliability of the research instrument was tested against Cronbach’s alpha coefficient where a reliability score of 0.814 was achieved while validity was gauged through research experts’ opinions. Data was analysed using both descriptive and inferential statistics. The findings established that IS capabilities and firm performance have a weak relationship (r = 0.409, p<0.05) which means that whenever firms in industry invested on market based IS capabilities there was a small improvement on their performance and therefore firms should invest in the development of market based IS capabilities since they have significant influence on their performance. This study may be useful to industry players by gaining better understanding on various information system resources that they can utilize to improve and sustain their performance besides policy formulation. By advancing a model that depicts the relationship between information systems resources and firm performance, this study may make a significant contribution to theory building in the field of information systems.

What makes representation of executive women in business happen?

PurposeThe purpose of this paper is to identify the underlying organisational features, according to the gendered organisation theory, that have contributed to high levels of representation of women executives, contrary to the trend in the South African financial services industry.Design/methodology/approachA critical realist approach was employed, using semi-structured interviews, based on a theoretical framework of the gendered organisation. Data were aligned to the theoretical levels of critical realism.FindingsThe research found that the pool from which the successful candidates were appointed was influenced by two features. The first was the perceived attractiveness of the organisation as an employer, composed of organisational prestige, opportunity for altruism, and the sex of the CEO. The second was the role of the CEO as gatekeeper, most notably the CEO’s network and the impact of the similar-to-me paradigm during selection.Originality/valueThe utilisation of critical realism as an approach allowed for organisational features embedded in the theory of the gendered organisation to be identified and gives an indication of how the number of women at executive management level may be increased. The salient factors are the role the woman CEO played in the inclusion of more women at the executive level by virtue of her being a woman, and the attractiveness of the organisation to women employees. Organisational features identified were gendered towards the feminine.

Why are there so few female leaders in higher education

A significant gender imbalance remains at executive management level within higher education despite a number of initiatives to increase the number of women in the leadership pipeline and ensure they are better prepared for these roles. This article presents findings from a recent study on the appointment of deputy and pro vice-chancellors in pre-1992 English universities that provide fresh insights into why this might be the case. These findings challenge the notion of women’s missing agency - characterized by a lack of confidence or ambition and a tendency to opt out of applying for the top jobs – as an explanation for their continued underrepresentation. Rather, they highlight the importance of three structural factors associated with the selection process: mobility and external career capital, conservatism, and homosociability. An approach of ‘fixing’ the women is therefore unlikely to be sufficient in redressing the current gender imbalance within university executive management teams.

The message and the messenger

Purpose The purpose of this paper is to develop understanding of the “HRM process” as defined by Bowen and Ostroff (2004). The authors clarify the construct of “HRM philosophy” and suggest it is communicated to employees through “HRM messages”. Interrelationships between these concepts and other elements of the HRM-performance relationship are explored. The study identifies commonalities in the HRM philosophy and messages underscoring high-performing HRM systems, and highlights the function of a “messenger” in delivering messages to staff. Design/methodology/approach Case study of eight Australian hospitals with top performing HRM systems. Combines primary interview data with independent healthcare accreditor reports. Findings All cases share an HRM philosophy of achieving high-performance outcomes through the HRM system and employees are provided with messages about continuous improvement, best practice and innovation. The philosophy was instilled primarily by executive-level managers, whereby distinctiveness, consensus and consistency of communications were important characteristics. Research limitations/implications The research is limited by: omission of low or average performers; a single industry and country design; and exclusion of employee perspectives. Practical implications The findings reinforce the importance of identifying the HRM philosophy and its key communicators within the organisation, and ensuring it is aligned with strategy, climate and the HRM system, particularly during periods of organisational change. Originality/value The authors expand Bowen and Ostroff’s seminal work and develop the concepts of HRM philosophy and messages, offering the model to clarify key relationships. The findings underscore problems associated with a best practice approach that disregards HRM process elements essential for optimising performance.

Character Traits Of Effective Executives: A Phenomenological Study Of Ceos In Ghana

Leadership in organizations has been widely studied in the literature. However, scant research could be found exploring the critical personality characteristics business executives need to have in order to lead corporate organizations more effectively. This qualitative, phenomenological study was designed to investigate the lived experience of top-level business leaders in leadership roles. Ten Chief Executive Officers of Ghana Club 100 were interviewed and told their experience as leaders. The email and face-to-face interview transcripts were coded and analyzed for themes. The following personality attributes emerged from the study which were found to support and promote strong executive effectiveness: integrity, forward-looking, selfconfidence, emotional intelligence and maturity, and caring for others. The study significance provides information to Board of Directors of Ghanaian Corporations in the selection, promotion, and training of executive-level managers, and potentially lower the costs associated with losing highpotential executive leaders. The study findings could also help business schools and management consultants to focus better on preparing business leaders for the future. A major limitation of the study was the small sample size, which may require caution in generalizing the findings to the entire population. The current study is one of the first to be carried out in Ghana on leader personality traits.

SYNTHESIS OF NONLINEAR ALGORITHMS FOR MULTIMODE CONTROL OF TRANSPORT ENTERPRISES IN AN INDETERMINATE STATE

Modern living conditions and growing uncertainties in the decision in choosing strategy conduct for transport enterprises, define the trend to create automatic systems of decision-making and forecasting. The fundamental and powerful argument for the creation of fuzzy logic systems is the reduction of costs (resource consumption) now as a result of economic and technological activities. Rational use of resources now depends on the basic performance management system. The proposed methods of information processing in the existing algorithms cannot solve this problem in its entirety, so synthesis proposed new algorithms and approaches that are used to build neural networks, with the possibility of learning. In this article we consider the problem of synthesis of nonlinear algorithms for multi-mode process control (transport company) in the state space. A new algorithmic approach to the synthesis of the non-linear multi-mode controller for TP (transport companies), the disclosure of which is given in the form of a set of linear models is presented. At the executive management level to ensure solved the problem of maintaining high-precision settings to (dynamically changing object) with given constraints on the dynamic characteristics of the system. For example, TP, these restrictions are related to ensuring high reliability of functioning of the ACS (automatic control system). Design decisions at the executive level of the synthesis process control algorithms are implemented on the basis of algorithms that satisfy the principle of minimal complexity. A characteristic feature of the search task of project solutions at the executive level is the need to take account of the nonlinear nature of the work of TP in different modes of operation, which significantly complicates the problem of defining the optimal solution.

Winning in Acquisitions and Divestitures: Advice to Young Professionals in a Changing Company Landscape

Technical Leaders Andy Rogers, vice president of business development at Encana, shares his thoughts on the current state of the industry and provides career advice to young professionals amid the acquisitions and divestitures (A&D) landscape. The low commodity prices of 2015 have left some companies financially challenged and others with opportunities for business growth by means of A&Ds. For young professionals working in the industry, this can mean many things, such as the opportunity to work in a new asset or technology area, changing career streams, and even the opportunity to return to school. Professionals are always looking to “work the right asset.” One does not necessarily want to be working an asset that might be divested by a company. Conversely, one does not necessarily want to work at a company that might be acquired by another company. What are some indicators that the asset on which one is working may be acquired or divested? At the working level, you are probably not in tune with the strategic decisions that executive level managers are making. However, if you pay attention to the company’s strategic messages, you can potentially identify the direction in which the company is headed. For example if your company has sent out a strategic plan to “balance their strategic mix,” it is a good indicator that the company is trying to be oilier or gassier, depending on its current portfolio. If the company is trying to become oilier, it does not take a genius to figure out that the company has to sell its gassier assets and/or aggressively develop or buy more oil assets. That is one of the more obvious scenarios one can identify. Alternatively, keeping up with the headlines allows you to identify whether or not a company is financially stressed. Clearly, there have to be some changes in order for that company to continue to survive. In that situation, likely the company will have to sell some assets to sure up their balance sheet. Can there be winners and losers when it comes to A&D? There is only one case where there is a clear winner and loser. In a majority of cases, the goal is a win-win scenario for both the divesting and acquiring company. If you think about why people sell assets, there are probably three or four reasons to engage in a mergers and acquisitions (M&A) transaction.

Social Network Metrics: The Boardex Case Study

Social networks and methods for their analysis have attracted considerable interest in various research areas. One type of social networks that has been the subject of extensive analysis, especially in the corporate governance literature, is networks between company directors and firms, between directors and between firms (board interlock). The purpose of this paper is to discuss social network metrics for such types of networks and examine their interpretation and correlations from a domain-specific viewpoint. This work will help position, review and compare previous literature, especially in finance/corporate governance area that examines such types of networks.For the purposes of this paper, the BoardEx dataset is used to define the social networks between directors and firms and their corresponding metrics. This dataset keeps information about individuals, mainly from USA and Europe, who work in publicly quoted firms and major private firms at board and executive management levels. The information includes in-depth profiles such as academic qualifications, current and past job positions, membership to professional and other bodies, peer esteem indicators such as awards and honorary positions, etc.In addition to a detailed description of the dataset, the different types of networks that could be created are defined based on network theory. Furthermore, five node level metrics have been chosen to be analysed, namely degree, closeness, betweenness, eigenvector and clustering coefficient. These metrics are defined theoretically based on the network theory literature and their application and interpretation is elaborated. Finally, the correlations between these metrics is discussed theoretically and exemplified through the case study.

Strategy implementation and organizational levels: resourcing for innovation as a case

Purpose– The purpose of this paper is to further the understanding of the link between human capital and strategy across hierarchies.Design/methodology/approach– Using data on personality traits as a proxy for strategy implementation success, empirical data included 1,738 Operational Personality Questionnaire personality traits assessments in one large multinational firm. Respondents spanned from top-management to white-collar employees. Besides personality traits, measures include employment level and employment status. In addition, a total of 43 interviews were performed on the employee-level, with middle managers, with senior managers, and with executive-level managers.Findings– After a strategic shift, successful implementation of a human resource management (HRM) strategy decreased down through the hierachies. This has implications for a firm trying to realign its resources to a new strategy. If the strategic shift is large, this will pose a great problem as human capital further down in the hierarchy will not be aligned to the new strategy, but rather be aligned to the old strategy.Research limitations/implications– The findings are discussed using the concept of the strategic centre of gravity. The authors elaborate on the concept in terms of the origin, mass, and inertia of the strategic centre of gravity.Practical implications– A successful strategic shift in this sense will to a great extent depend on how successful the implementation is at lower levels of hierarchy, thus pointing to the importance to considering this when designing and pursuing strategic change.Originality/value– The research contributes to the HRM literature by furthering the understanding of aligning human capital on different organizational levels to strategy and by developing the concept of the strategic centre of gravity.

Practo Technologies: the online way of life!

Subject area Innovation, information technology, e-marketing and sales, strategy and entrepreneurship. Study level/applicability The case is intended for use in advanced graduate and executive education level management and technical programs of study. The case is high inter-disciplinary appropriate for all courses dealing in use of innovation, information technology, entrepreneurship, marketing and sales and strategy. Case overview Practo Technologies Pvt Ltd is a company established in 2008 by entrepreneurs Shashank, N.D. along with Abhinav Lal. At Practo Technologies engineers practice to create technology that supports healthcare industry. In India, there is not enough assistance given to the patients in terms of searching for appropriate doctors and fixing an appointment with them easily. The patient's data lie scattered in reports and the patient's medical history goes unrecorded. Practo provides a robust platform for doctors and patients to collaborate together under one umbrella. It provides patients with open basket of doctor profiles and special search based on doctor's specialty. The case showcases the journey of transformation healthcare sector in India has gone through. The change was resisted, it never came that easy! The case explores issues in implementing information technology for clinics and hospitals in India. This case illustrates interesting facts Indian healthcare and the preparation they need to equip with to manage global technology tide. Expected learning outcomes The case can be used for teaching service innovation. Managing innovative practices and low-cost online business models is illustrated. In particular, it deals with how the early start up employs innovation to set up new working ideas. The case is designed to stimulate discussions of broad array of issues regarding deployment of IT services specifically in the hospitals and clinics across India. Evaluate the advantages and liabilities of expanding globally at a very early start up stage. The case focuses on Practo early development with only concept in hand and transforming it into a profit generating business. Evaluate the advantages and challenges of innovation, technology development, deployment and training of manpower to use it. The case offers students opportunity to understand and take view of strategically building early start up and management of concerns with no prior experience. To identify business opportunities and explore various possibilities of expansion into IT healthcare business. The students are given base to explore sales and marketing strategies for online model. The students get overview of cutting edge business offerings and surviving the dynamic competition in the era of globalization. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Human Resources Approach Regarding Combating Compulsive Bureaucracy in Governmental Institutions

Abstract Public sector organizations continue to be resistant to change. Previous studies regarding work satisfaction (a subject about which this study offers new data) revealed a certain amount of toxicity in organizational life. We propose some methods for reorganizing centralized organizations in which human resources structures are divided between the deciding players and the ones carrying out the tasks; between the executive management level and operational level. The autocratic, bureaucratic and compulsive type of leadership that does not succeed in adopting and making the correct models of Webber's rational-legal system more efficient characterizes public sector management in Romania. The methodology results contain some approaches regarding the inadequate reduction of the rapport of power within the organizations: an insignificant union life in which the rights of the employee are inadequately defended and in which decentralization, the transfer of power, and participative management are just a desiderate. The public sector also needs solutions for the resolution of conflicts which are accentuated by the inadequate motivation of the employees, neglecting the management's motivational/mobilizing purpose. Ultimately the hands-off leadership type, without an affective implication on behalf of the public sector's managers must be replaced with a hands-on (in) type leadership and its associated characteristics. All these realities are ocurring in a period of significant change in our organizations and our communities. The need for focused leadership is critical and challenging for all. As we examine our current environment and look to the future, we must develop specific approaches and strategies that will enable the program to grow and to be sustainable. Most importantly, we must keep the focus on the consumers we serve and the staff and the stakeholders who are integral to our continued viability. Now is the time when our rehabilitated organizations need bold leaders who are able to shape and implement a courageous vision for the future and make decisions, with full collaboration from colleagues, employees and community constituencies. The changes in our environment are substantive. Using past practices is not sufficient to address future challenges and opportunities. The vision today's leaders must look to is the future in order to ensure a solid infrastructure and strong cadre of qualified personnel who will ensure life and vitality to the vision. The paper establishes solutions for combating resistance to change and reconsiders managing in public sector as a leadership process.

Valuing older workers in the voluntary sector

Purpose – This paper reports on research into the employment of older workers, paid and unpaid, in the voluntary sector. It draws on six case studies which were the research focus. The research was designed to test the hypothesis that the voluntary sector has been in the forefront of utilising the knowledge, skills and talents of older workers and to draw out practical guidance for other organisations in this and other sectors. Design/methodology/approach – The author consulted over 30 people with a known interest in older workforce issues and/or employment in the voluntary sector and, from these discussions, identified six organisations to be the subject of structured telephone interviews. The interviewees were all at chief executive or senior management level. Findings – The research confirmed that older workers, whether they are paid employees or volunteers, are of great value to the voluntary sector. This is because of their life experience and skills and, particularly in the case of volunteers, their availability and flexibility. The six organisations on which the research focused provided excellent examples of good practice. However, this does not generally involve employment policies and practices with a specific focus on older workers but, rather, policies and practices which embrace older workers. Originality/value – Earlier research has usually focused on the private and public sectors. South East England Forum on Ageing wanted this project to focus specifically on the voluntary sector and this decision was vindicated by the fact that, in searching the literature and discussions with authorities, the author did not identify previous research on older workers specifically focused on this sector.

Automating attendance recording of contingent labours at a large construction site

Subject area Operations and human resourcing. Study level/applicability This case study is intended for use in graduate, executive level management and doctoral programs. The case study illustrates a combined IT and HR driven participative management control system in a flexible organization structure. It is intended for a class discussion rather than to illustrate either effective or ineffective handling of an administrative situation. Case overview The case describes the situation of managing unskilled workforces (≥14,000 workers) during the construction phase of the 4 × 250MW power plants both for purposes of turnout as well as due compensation, in the event of an accident. The approved labour forces appointed for 45 × 8 h. Man-days after a rigorous fitness test and approvals of the safety officer are allocated housing and other necessary amenities and a commensurate compensation system. Expected learning outcomes These include: illustrating typical organizational responsibility structure at a construction site of a large power plant; illustrating the planning and administrative control mechanism in implementing strategy at a construction site of a large power plant; offering students the opportunity to understand and view a typical operational (project) structure; allowing students to speculate adaptations in the wake of an ever-changing business and company environment; and providing an opportunity to introduce a power scenario in India, Indian labour laws and radio frequency identification technology and to relate this to the case in context. Supplementary materials Teaching notes are available; please consult your librarian for access.