Team Supervisors Research Articles

Potential for improving routine immunisation waste management using measles vaccination campaign 2017 in Kebbi State, Nigeria

BackgroundImmunisation activities generate sharps and infectious non-sharp waste that have harmful impact on the community and health care workers if disposed of improperly, leading to carbon mono oxide (CO) emissions which contribute to global warming. Health care waste is not effectively managed, especially in some developing countries. However, measles supplemental immunisation activities (SIAs) are used to strengthen routine immunisation system, including waste management. The waste management planning provides an opportunity to build capacity, mobilize resources and strengthen structures to ensure continual disposal of routine immunisation waste. MethodsWe reviewed the Kebbi State and LGA routine immunisation waste management situation and identified existing gaps; developed and implemented the plan for waste management, including strengthening routine immunisation waste management. The process included, reactivation of measles technical coordination committee, mobilizing resources for funding, and sustenance of immunisation waste management. The health care workforce was trained in safe immunisation waste disposal practices. ResultsImmunisation waste management committee and the structure was established and strengthened at the state and LGA levels and a total cost of 11,710.70 USD was expended on injection waste management, with an average cost per injection of 0.01 USD. A total of 11,829 safety boxes were incinerated in the state, including those generated from routine immunisation sessions. Twenty-one Local Immunisation Officers, 1097 and 2192 team supervisors and healthcare worker vaccinators respectively were trained on immunisation waste disposal. ConclusionImmunisation waste management strategies protect healthcare workers and reduce the adverse impact on the environment. Improving key areas such as human and financial resources ensures accountability towards sustainable healthcare waste management.

Practice and Exploration on the Construction of Supervisor Team for Masters of Medicine under the Mode of Double Track Integration

Objective: Explore the new system for constructing a supervisor team of masters of medicine under the mode of double track integration. Methods: Based on the current construction of supervisor team for masters of medicine under the mode of double track integration, this paper tries to find proper methods to improve the construction of supervisor team for masters of medicine proceed from the discipline development, academic level, clinical and scientific research system, supervisor teaching arrangement, and transformation ability of science and technology. Results: Under the mode of double track integration, five aspects of the supervisor training system, selection system, supervisor group system, course leader system, and industry-study-research mode need to be integrated efficiently, thereby providing strong support for the development of masters of medicine supervisor team. Conclusion: In view of the current construction of the supervisor team for masters of medicine under the mode of double track integration, further integration will provide a feasible direction for the construction of the supervisor team for masters of medicine.

Communal support, work attitude, stress and job outcome across gender

Studies related to communal support, work attitude, stress and job outcome have been done individually in the past. But very less rather no attention was given to study the interrelation between them specially with reference to gender. The Purpose of the study is to explore the difference between male and female IT employees on four variables i.e., communal support, work attitude, stress and job outcome. These four variables were further divided into sub variables. communal support (supervisory support and team support), work attitude (organization commitment and job satisfaction), stress (role ambiguity, role conflict and work overload) and job outcome (turnover intention). Methodology: For the study, 138 IT employees were the participants for the study. The survey data was analyzed using SPSS software to draw a meaningful conclusion. 4 Hypotheses were framed. These hypotheses were partially accepted and rejected. The findings include that female enjoy a higher degree of supervisory support and role ambiguity. On the other hand, team support, organizational commitment, job satisfaction, role conflict, work overload and turnover intention were found to have no significant difference in gender. JEL Classification: I24, I31, J28, L81.

Attending work with chronic pain is associated with higher levels of psychosocial stress

ABSTRACT Background and Aims: Much is known about the impact of pain in terms of medical costs and missed work. Less is known about its associations when individuals are present for work. This study examines “presenteeism” by analyzing the psychosocial costs of pain in the workplace, using the 2015 European Working Conditions Survey (EWCS). Methods: We conducted cross-sectional analysis of 2384 individuals with chronic pain and 2263 individuals without pain (matched by age and sex) using data from the 2015 EWCS. We compared groups in terms of the following psychosocial factors: supervisor support, job responsibility, team cohesion, discrimination, threats/abuse, job competency, job reward, sexual harassment, stress, and job security. The groups were also compared in terms of days lost due to illness. Results: People with pain were 64% less likely to view their job as rewarding (odds ratio [OR] = 0.61; 95% confidence interval [CI], 0.57–0.65), 47% more likely to be subjected to threats/abuse in the workplace (OR = 0.68; 95% CI, 0.63–0.73), 30% more likely to report poor supervisor support (OR = 0.77; 95% CI, 0.73–0.82), and 28% more likely to perceive discrimination in the workplace (OR = 0.78; 95% CI, 0.71–0.85). People with pain missed approximately nine more days of work per year than respondents without pain. Conclusions: Chronic pain was associated with lower vocational fulfillment and feelings of being ostracized in the workplace. These findings suggest that the presence of pain in the workplace goes well beyond lost productivity due to absenteeism.

Analysis of Village Fund Supervision in Gampong Geulumpang Tujoh, Matangkuli District (Study at the Inspectorate of North Aceh Regency)

Supervision of village funds is an action in the management of village funds carried out by government officials. This is because village funds are funds sourced from the State Revenue and Expenditure Budget intended for villages through the Regency / City Regional Revenue and Expenditure Budget and are used to finance government administration, development and community and community empowerment. The purpose of this study was to determine the supervision of village funds carried out by the Inspectorate at Gampong Geulumpang Tujoh, North Aceh Regency. The type of research is using a qualitative approach. Data analysis used data reduction, data presentation and drawing conclusions or verification. The results of this study were the supervision of village funds carried out by the Inspectorate at Gampong Geulumpang Tujoh, Matangkuli District, North Aceh Regency, carried out in several stages, namely inherent supervision, functional supervision, legislative supervision and community supervision and the obstacles faced by the inspectorate in monitoring village funds in Gampong. Geulumpang Tujoh, Matangkuli District, North Aceh Regency, is that there is no element of accuracy of village funds, is not timely in providing village fund information and is not objective in managing village funds. It is hoped that the obstacles in the supervision of village funds carried out by the Inspectorate of North Aceh Regency should require a special budget provided by the central government to further support the implementation of supervision of village funds carried out by the North Aceh District inspectorate, besides that the North Aceh Inspectorate needs to add members to each supervisory team so that the inspection can run thoroughly.

Personality Traits Composition and Team Performance

Research Question: This paper investigates a relationship between the composition of personality traits of team members and teamwork performance as well as team behavioural competences. Motivation: Our primary motivation was to link and integrate organizational psychology and the field of management science. The study builds on existing literature that highlights the influence of personality factors and their composition on group processes. As stated in the literature, personality traits determine individual behaviour in work environment and therefore influence group processes and group performance (Barric, Steward, Neubert, & Mount, 1998). According to that, if we can determine such combinations of personality traits of team members that contribute to better or worse team performance, we can raise the team’s efficiency to a maximum. Idea: The main idea of ​​the research was to examine whether there is a combination of personality traits in a team that influences team performance. The importance of this topic is reflected in the increasing attention paid by organizations to working teams and their formation in order to increase productivity, so the adequate selection criteria of team members is of great importance. Data: The research was conducted in one Telecommunication Company. The final sample consisted of 20 teams formed by 87 subjects (42 male and 45 female). Every team consisted of 4-6 members and the team supervisor. The teams were generally similar in terms of education. Tools: Personality traits of team members were measured with the instrument based on the Big five model. We used the average values of the team member’s personality traits as the predictors, and team work performance as criteria. Beside descriptive statistics, we used correlation analysis and canonical and quasi canonical correlation analyses. Findings: Our findings mostly agree with similar studies in other countries - the average group result of Extraversion and Openness proved to be very important for the teamwork performance. The results strongly support the existence of one general personality factor which is connected to the teamwork performance. It therefore confirms a hypothesis that adequately formed teams contribute considerably to the success of an organization. Contribution: Perhaps the most important contribution of this paper lies in the fact that there are very few similar studies in our area and including our population, and the practical implications for management are huge.

Turnover intent of new workers: social exchange perspectives

PurposeThis paper aims to investigate the impact of task interdependence and leader–member exchange, as social exchange variables, on affective commitment and turnover intent of new workers in an industry with high attrition rates. In addition, the paper examines the mediating effects of affective commitment.Design/methodology/approachThe present study drew insights from the literature to formulate hypotheses that link the two social exchange variables on affective commitment and turnover intent. Through the utilization of the data collected from 441 call center agents working for eight call centers in the Philippines, the hypotheses were tested and analyzed using structural equation modeling.FindingsThe results reveal that task interdependence and leader–member exchange are positive antecedents of affective commitment and negative predictors of turnover intent. Further analysis reveals that affective commitment fully mediates the effects of the two social exchange variables on turnover intent.Practical implicationsThe results imply that call centers can help improve new workers' affective commitment and reduce their turnover intent through job designs that can facilitate high task interdependence. Furthermore, training team leaders or supervisors to develop leadership styles that are more focused on people and relationships may also increase the agents' commitment and reduce their quit intention.Originality/valueThis paper is the first to demonstrate that social exchange variables can also impact the affective commitment and turnover intent of new workers in an industry known to have heavy supervisorial monitoring, high demands in terms of work quotas and high turnover rates.

The experimental application of popular machine learning algorithms on predictive maintenance and the design of IIoT based condition monitoring system

With the fourth industrial revolution, which has become increasingly widespread in the manufacturing industry, traditional maintenance has been replaced by the industrial internet of things (IIoT) based on condition monitoring system (CMS). The IIoT concept provides easier and reliable maintenance. Unlike traditional maintenance, IIoT systems that perform real-time monitoring can provide great advantages to the company by notifying the related maintenance team members of the factory before a serious failure occurs. It is very important to detect faulty bearings before they reach the critical level during the rotation. In this study, an industry 4.0 compatible, IIoT based and low-cost CMS was created and it consists of three main parts. Firstly experimental setup, secondly IIoT based condition monitoring application (CMA) and finally machine learning (ML) models and their evaluation. The experimental setup contains mechanical and electronic materials. Although the most common method used in the classification of bearing damage is vibration data, it observed that characteristics such as sound level, current, rotational speed, and temperature should be included in the data set in order to increase the success of the classification. All these data were collected from the setup, which is 6203 type bearing connected to the universal motor shaft. The designed CMA provides real-time monitoring and recording of the data, which comes wirelessly from the setup, on a mobile device that has an Android operating system. The CMA can also send SMS and e-mail notifications to maintenance team supervisors over mobile devices in case critical thresholds are exceeded. Lastly, the data collected from the experimental setup was modeled for classification with popular ML algorithms such as support vector machine (SVM), linear discrimination analysis (LDA), random forest (RF), decision tree (DT), and k-nearest neighbor (kNN). The models were evaluated with accuracy, precision, TPR, TNR, FPR, FNR, F1 score and, Kappa metrics. During the evaluation of all models, it was observed that with the increase in the number of features in the data set, the accuracy, sensitivity, TPR, TNR, F1 score and Kappa metrics increased above 99% at 95% confidence interval, and FPR and FNR metrics fell below 1%. Although ML models gave successful results, LDA and DT models gave results much faster than others did. On the other hand, the classification success of the LDA model is relatively low. However, DT model is the optimum choice for CMS due to its convenience in determining threshold values, and its ability to give fast and acceptable classification rates.

THE ROLE OF ETHICAL LEADERSHIP IN PROMOTING EMPLOYEE INNOVATIVE WORK BEHAVIOR MEDIATED BY THE PERCEIVED MEANINGFUL WORK AMONG THE ICT SECTOR STAFF IN OMAN

The ICT sector in Oman has a lot of potentials to grow and contribute to the employment creation and diversification of the economy of the country. The sector also faces global international competition and requires to give greater attention to the creative potential of its staff to compete. In the present study, we investigated how ethical leadership can influence employee innovative work behavior with the mediating role of perceived meaningful work. By using the survey method as a primary method of data collection, we generated a useable sample of 121 participants belonged to the ten selected ICT firms. We utilized the SmartPLS version 3 for data analysis. The analysis included an assessment of the measurement model for testing the reliability, convergent validity, and discriminant validity of the constructs for which we found satisfactory results. The second stage of analysis included an assessment of the structural model for hypothesis testing. We found that ethical leadership has positive and significanteffects on employee innovative work behavior (?=1.77, P<.05); and perceived meaningful work (?=.815, P<.05). We did not find significant effects of perceived meaningful work on employee innovative work behavior (?=-.077, P>.05). The analysis of indirect effects for testing the mediation hypothesis shows that perceived meaningful work does not work as a mediator between the relationship of ethical leadership and employee innovative work behavior (?=-.634, P>.05). Our findings imply that ICT firms should develop ethical leadership behavior among the supervisory staff, line managers, and team leaders to facilitate favorable employee outcomes in this particular context. Keywords:Ethical Leadership, Innovative Work Behavior, Creativity, Meaningful Work, ICT, Oman

Project Management (PM) Tools: Awareness, Acceptance of Learningand Use, User Selected Tools, and Usage Degree in Egypt: The Case Study of College of Management and Technology (CMT)

This research aims to examine Project Management (PM) tools considering the awareness, acceptance of learning and use, user-selected tools, and usage degree in the College of Management and Technology (CMT), in light of the Unified Theory of Acceptance and Use of Technology (UTAUT). Having most of HE community members in the same age range, although their diversity of awareness, motives to learn and use, tools selection reasons, usage degree of PM tools, and software encourage conducting such research. The research targets the project team leaders, supervisors, and managers (majored students and staff members) as PM tools' end-users. The research participants belonged to three departments in the CMT. The presence of courses with projects in their study plans was the selection reason. Thus supports the variability of end-users back-grounds, interests, learning competencies, readiness, and project sector. The participants were surveyed through a designed questionnaire. Some surveying questions were changed and analyzed independently in accordance to the participants' group. The sample reached 113 participants - 86 students and 27 staff members, a descriptive analysis, correlation, and chi-square tests were conducted. The research discussed the relationships between the awareness, acceptance of learning and use, user-selected tools, and usage degree and concluded that the enhancement of end-user learning and adoption practices relied on distinguishing the impacts of individuals' factors based on their belonged group. Such a step may support team leaders, supervisors, and managers with a guide on how to encourage end-user learning and adoption.

Supply chain leadership, transparency, workforce development and collaboration through control tower implementation

Supply chains can be broad and spread over huge numbers of departments and across multiple sites and countries. Being able to have sight and scope of the performance of each area of the supply chain at any given time is key to an efficient successful functioning supply chain. This paper reviews how we implemented a control tower structure within the supply chain at Dormakaba UK. Dormakaba is a worldwide organisation manufacturing access solutions with presence in over 130 countries. Within the UK, the company employs over 500 across two main sites and eight satellite sites, with a turnover of over £85m. Understanding data flow within all areas and getting engagement with operational team members and supervisors is very important. Supervisors need to deal with operational data on a day-to-day basis, yet at the same time interact with managers and organisational goals, which makes their engagement paramount. The operational data is managed and viewed on a departmental control tower by each separate supervisor, which automatically feeds a manager and director level control tower, so that all people at all levels can view relevant performance and predicted performance against agreed key performance indicators (KPIs) in all supply chain areas. Regular meetings to review control towers invariably drive discussions on improvement ideas and projects, so an additional tool for collaboration was required. We adopted Microsoft Teams as a tool to log and review improvement ideas, task management and to chat to our teams across sites and departments. Obviously, there are always options to improve the structure and the ongoing challenge is to drive automated data across all departments at source, while always seeking to improve fast adoptive collaboration across the supply chain in order to be as proactive as possible in continuous improvement.

Biopestisida Nabati dari Tumbuhan Tradisional Asal Gorontalo di Desa Mustika, Boalemo

VEGETABLE BIOPESTICIDE FROM GORONTALO TRADITIONAL PLANTS IN MUSTIKA VILLAGE, BOALEMO. Most of the villagers of Mustika are farmers who use chemical pesticides in dealing with pests that have negative effects on plants, the environment and public health, so biopesticides are needed as a substitute for these chemical pesticides. Tombili and tubile are plants that are often found in Mustika Village, and can be used as biopesticides. This method of service is through the preparation and briefing stages as well as the implementation phase of the program. In the preparation stage, an initial survey of the location of the Community Service Program is carried out. The surveyed location is in the village of Mustika, Kec. Paguyaman, Kab. Boalemo The debriefing phase of the Community Service Program Supervisor team to equip students with biopesticides. At the implementation stage the program begins with the preparation and application of rice plants. The yields obtained by the largest grain of tombili water extracted dried rice were at a concentration of 0.01%, with a dry grain weight of 7.998 kg/ha, while for tubile extract the largest weight of dry grain was at a concentration of 0.25% with a weight of dry grain as much as 9.331 Kg / Ha. For the control or untreated rice produces dry rice of 2,666 kg/ha, whereas for samples using chemical pesticides, 6,665 kg / ha of dry rice were produced.

Team monitoring useful or not useful?

The present study attempts to investigate the mediating role of team monitoring in intra-team trust and team effort relationship. Intra-team trust influences coordination between team members while team monitoring is a process to assess and evaluate team processes and performance. This research analyzes whether team monitoring influences trust-effort relationship in ongoing teams of organizations in Pakistan. A field survey approach was used to test the research hypothesis. Data were collected from a sample of 100 team members and supervisors of 20 ongoing teams in organizations of different sectors. In order to explain the association between variables, the model was tested using Structural Equation Modeling (SEM) using AMOS. The findings showed that hypothesized model fit reasonably well based on comparison fit indices. The results show that team monitoring has a significant influence on the relationship between intra-team trust and team effort for teams operational in chosen organizations. The study adds valuable insights to the existing literature on team dynamics by analyzing the aforementioned relationships in South Asian organizational context.

Peranan Pramuwisata Dan Pemerintah Dalam Mencegah Pelecehan Kepariwisataan Budaya Bali

Bali adalah salah satu tujuan wisata paling populer di dunia. Model pariwisata yang dikembangkan di Bali adalah Wisata Budaya Bali yang didasarkan pada filosofi Tri Hita Karana yang merupakan sumber ajaran Hindu. Munculnya fenomena pemandu ilegal yang tidak bersertifikat dalam menjelaskan keunikan Wisata Budaya Bali, memiliki implikasi untuk pelecehan budaya Bali ke dalam latar belakang penulisan penelitian ini. Studi ini berfokus pada meneliti peran pemandu dan pemerintah dalam mencegah pelecehan terhadap Wisata Budaya Bali. Dalam penelitian ini, ada dua formulasi masalah yang dipelajari; apa prosedur sertifikasi kompetensi panduan di Provinsi Bali dan bagaimana pengawasan Panduan Pemerintah di Provinsi Bali. Metode penelitian yang digunakan dalam penelitian ini adalah metode penelitian normatif dengan fokus mempelajari legislasi dan literatur yang relevan dengan topik penelitian. Berdasarkan ketentuan Pasal 15 Peraturan Provinsi Bali Nomor 5 Tahun 2016 Tentang Pemandu Wisata, diketahui bahwa kewenangan pengawasan pemandu dimiliki oleh Gubernur Provinsi Bali yang dilakukan oleh departemen. Namun, ketentuan Pasal 15 (5) Peraturan Daerah Provinsi Bali Nomor 5 Tahun 2016 tentang Panduan menyebutkan bahwa Gubernur Provinsi Bali membentuk tim pemandu untuk melakukan pengawasan pemandu. Selanjutnya, Peraturan Provinsi Bali Nomor 5 Tahun 2016 Tentang Panduan tidak menjelaskan lebih lanjut mekanisme kerja tim pengawas, oleh karena itu pemerintah perlu membentuk peraturan yang lebih ketat terkait dengan pengawasan panduan untuk menjaga citra Wisata Budaya Bali dan memberikan perlindungan hukum untuk pemandu wisata bersertifikat di Provinsi Bali.

\u201cI need to take care of myself\u201d: a qualitative study on coping strategies, support and health promotion for social workers serving refugees and homeless individuals

BackgroundSocial workers provide support for various groups of clients, such as refugees and homeless people. Refugees and homeless individuals represent particularly vulnerable groups in precarious living conditions. Therefore, social workers serving these clients are likely to be confronted with extensive job demands. The aim of this study was to investigate the coping strategies of social workers serving refugees and homeless individuals and to explore their support sources and health promotion offers at work as well as their respective needs.Methods26 semi-structured qualitative interviews were carried out with social workers in Berlin and Hamburg and analysed according to Mayring’s qualitative content analysis.ResultsThe respondents reported various coping strategies to deal with their job demands which involved both problem-oriented (e.g. time management, setting boundaries, seeking support in conflict situations) and emotion-focused approaches (e.g. self-care, distance from work, leisure activities). In addition, they emphasised various sources of workplace (social) support, e.g. provided by team members, supervisors, and other institutions. However, unmet needs for support were also formulated by the workers, e.g. in terms of individual supervision and regular exchange. Furthermore, several employees did not know about any health promotion offers at their workplace and expressed a desire for structural and behavioural health promotion measures.ConclusionsIn view of the diverse needs of the workers, the results can provide a basis to design needs-based health promotion interventions for staff in social work.

SWAB team instead of SWAT team: Medical students as a frontline force during the COVID-19 pandemic.

A Special Weapons and Tactics (SWAT) team is trained to deal with troubling situations. The severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) pandemic confronted health care systems with different challenges. In Europe, the first coronavirus disease 2019 (COVID-19) patients presented in late February 2020. Our region was amongst the most severely affected in central Europe. Therefore, frontline operations, such as emergency departments (ED), were highly stressed by immediate demand for diagnostic swab-testing, and additional personnel were urgently needed within a short time. In the meantime, clinical activities of medical students were on hold, and teaching had to be restructured to online formats. However, we expected that medical students would benefit tremendously from learning opportunities through active involvement in the COVID-19 pandemic. The Corona Task Force (CTF) established a trained team (ie, the SWAB team), ‘armed’ with swabs in a nearby Triage Test Centre (TTC) to evaluate hundreds of patients per day with appropriate structural and personal protective equipment (PPE). This TTC was set up in the church next to our ED, with the structure to ensure social distancing. The first SWAB team consisted of physicians from different specialties and nurses. As these professionals were urgently needed for other duties, we actively asked medical students from Years 2 to 6 via email for their volunteered support in the workforce and experienced great willingness to help. To cover medical students' needs, they received a working contract with appropriate insurance. Working in two shifts of 12 students each, a total of 936 shifts were staffed by medical students. The CTF developed a training curriculum on history taking, testing with nasal and oropharyngeal swabs, including knowledge of social distancing, disinfection, hygiene, self-protection and careful handling of PPE. Furthermore, teaching on the spot was provided daily by one clinician, who remained as a supervisory team member, focusing on COVID-19, triage processes, test strategies, clinical manifestations and therapeutic options. From 9 March to 15 April 2020, the SWAB team provided over 6700 swabs. Although we recognise restructuring of medical education to online formats as an inevitable approach in a pandemic, the active involvement of medical students as frontline support confirmed our expectations of a valuable learning experience. Reflecting on this intervention, we draw several conclusions. First, this intervention was feasible and safe. The number of tests the SWAB team provided was very high, but no incidence occurred. Particularly, we did not discover any medical student with symptoms of COVID-19. Second, similar to a SWAT team, a SWAB team can be continuously trained and adjusted to be able to respond quickly to changing situations. To meet these training challenges, we established a supervisory system, where more experienced team members took care of less experienced staff. Third, we judged the inclusion of medical students in these demanding situations as adequate, as we saw motivated learners in an unusual environment. Staying in daily contact, we were pleased by the optimism and the willingness to comply with regulations and difficult frontline scenarios. Although we cannot foresee how these encounters will influence medical students going forward, the impacts of this experience on the individuals’ emotional well-being and also clinical competence in their role as health advocates merit further investigation, which we plan as a next step.

Rapport-building in luxury fashion retail: a collectivist culture case

PurposeLuxury companies have expanded globally, but little attention is given to the difficulties associated with expansion to culturally different countries, especially when focusing on training salespeople in rapport-building behaviors. To address this discussion, we answer these research questions: (1) Does the luxury fashion brand country of origin affect the rapport-building strategies of salespeople?; (2) How do luxury fashion employees classify customers from collectivistic cultures with emerging economies, such as that in Brazil?; and (3) What are the rapport-building strategies used by these salespeople for each of these luxury fashion customer segments?Design/methodology/approachThe authors conducted in-depth interviews with salespeople, managers and team supervisors from four global luxury retailers from Britain, France and Italy that operate in Brazil. In total, the authors interviewed 20 employees with an average of greater than 7 years of experience in luxury sales. The authors based their analysis on a theoretically generated coding guide and content analysis theories.FindingsWhen expanding to culturally different countries, retail companies should adopt glocal strategies, especially when luxury is involved and when customers demand exclusive attention from companies. Additionally, the authors suggest that the effectiveness of rapport building strategies is culturally dependent and should be adapted to the microlevel, especially for continental countries that are culturally diverse.Research limitations/implicationsThis is employee-view research, with no inputs from customers or corporate managers. Luxury fashion brand stores did not grant permission for official research within their employees nor the observation of their customers during in-store interactions. Researchers interviewed employees as individual professionals, and their identities will remain anonymous.Practical implicationsWhen expanding to culturally different countries, luxury retailers should give special attention to the adaption of sales strategies, training and sales guidelines.Originality/valueThis study focuses on customer-employee rapport from the company's perspective.

Diversity climate perceptions and its impact on multicultural team innovation and performance

PurposeThis study aims to examine the influence of diversity climate perceptions (DCPs) on team member’s contribution to team innovation and team performance in a multicultural team (MCT). The authors also investigate the moderating effect of cultural intelligence on these relationships.Design/methodology/approachThe authors draw upon the interactional model for cultural diversity to build their hypotheses. Data was gathered from 43 teams consisting of 217 members using a structured questionnaire. Ratings were obtained from both team members and supervisors. The data collected was analyzed using structural equation modeling.FindingsResults indicated that when team members have positive DCPs, it had a positive impact on their innovation and performance in the team. Cultural intelligence was also found to have a direct impact on team member innovation but not on team member performance. Furthermore, cultural intelligence was found to positively moderate the DCPs – team member performance relationship but not the DCPs – team member innovation relationship.Practical implicationsManaging diversity is a key concern for organizations worldwide given the exponentially rising cultural diversity within the workforce. This study would enable practitioners to understand that developing positive DCPs and cultural intelligence of team members are critical to the success of MCTs.Originality/valueLiterature has documented mixed results pertaining to team diversity and its effect on performance, resulting in scholars urging the need to explore how the negative effects of team diversity can be mitigated. This research establishes that positive DCPs and cultural intelligence as two key factors contributing to the performance of MCTs.

APPRAISAL OF ON-SITE SANITATION FACILITIES AND SOLID WASTE MANAGEMENT IN PUBLIC PLACES WITHIN AKURE MUNICIPALITY, NIGERIA

Public places within Nigeria are ever humming with tremendous activity and accordingly reflecting growth and development of the host cities. The ensuing channelization demands of these centres calls for apposite sanitation to enhancing efficient operation and utilization. This study was undertaken to assess the present status of onsite sanitation facilities in public places within Akure, to trace problems related to sanitation and solid waste management. Logical sampling methods were used to sample the users and passers-by of selected public places. Primary data were acquired from scrutinizing sanitation facilities, employing questionnaire, and interviewing the chief players- drivers and traders- in these centres. Qualitative and quantitative data obtained from both primary and secondary sources were employed for this study. Survey facts were analyzed using descriptive statistical method while Grading of Recommendations, Assessment, Development, and Evaluation (GRADE) was further utilized in results analysis. The outcomes showed existing sanitary facilities are insufficient to match the populace, and a poor maintenance of these facilitates credited to unavailability of dedicated management staff coupled with flawed maintenance and monitoring by local authorities. This is occasioned by lower than normal patronage. Further, the general experience of the respondent with regard to these facilities were rather unpleasant. Combating strategies to the established challenges in the selected centres are active governmental involvement in restructuring these places in conformity with standard requirements; community support programs, and a supervisory team routinely overseeing the reliability and development of sanitation facilities.

Does cultural intelligence promote cross-cultural teams' knowledge sharing and innovation in the restaurant business?

PurposeThis research investigates knowledge sharing and innovation on the part of culturally diverse teams in the restaurant business and their relation to cultural intelligence (CQ), in which CQ was conceptualized as a team-level variable.Design/methodology/approachSurvey data were collected from 103 cross-cultural teams in restaurants located in five popular tourist destinations in Thailand and were derived from multiple sources to prevent common method bias. The data that measured team CQ and knowledge sharing were collected from all members in each team and were averaged to create aggregate measures at the team level, while the team supervisor evaluated the teams' innovative performance. Partial least squares structural equation modeling was used in the data analysis.FindingsThe results indicated that those teams that demonstrated high CQ tended to exhibit a greater degree of team knowledge sharing and receive higher evaluations of their innovative performance than did those that demonstrated low CQ. The results also showed that team knowledge sharing mediated the relation between team CQ and innovation.Originality/valueCQ's contribution in cross-cultural teams measured at the team level contributes additional knowledge to prior CQ research that rarely has investigated the phenomenon at the aggregate level.