Participative management practices between United States parent companies in the maquiladora industry and their Mexico assembly plants were investigated for this study. It was hypothesized that managers of parent maquiladora companies in the United States encouraged greater levels of worker participation than did expatriate managers in Mexican subsidiaries. However, the findings of this study indicate that expatriate managers in a number of the Mexico subsidiaries are currently implementing employee involvement approaches. In some instances, highly participative team-based approaches are being used.

The International Organization for Standardization (ISO) has been facilitating the coordination of industrial standards since 1947 (ISO, 2007), and for many years ISO 9001 has been the most popular standard in the area of quality improvement and management. However many companies face difficulties when implementing it and/or passing the time, a difference between the procedures and the actual processes, which could bring major consequences. The main purpose of this study is to extend the theory of the process of documentation by analyzing the nature of this gap and its causes, create a model to reduce this problem and justify it by studying our problem consequences. The research itself follows the model designed. It starts with document research and on-site observations that revealed several improve opportunities for our case company (Alstom Power Sweden). The results show how important the employee involvement and the management encouragement are for the beneficial use of ISO9001. It also demonstrates that the real value of the documented procedures is the findings during the “making of” and its revisions. Nevertheless, besides analyzing the particular opportunities and giving suggestions for solution, we modeled the vicious cycle that in the general case, organizations might deal with and gave recommendations to break it.

<p>The International Organization for Standardization (ISO) has been facilitating the coordination of industrial standards since 1947 (ISO, 2007), and for many years ISO 9001 has been the most popular standard in the area of quality improvement and management. However many companies face difficulties when implementing it and/or passing the time, a difference between the procedures and the actual processes, which could bring major consequences.</p><p>The main purpose of this study is to extend the theory of the process of documentation by analyzing the nature of this gap and its causes, create a model to reduce this problem and justify it by studying our problem consequences.</p><p>The research itself follows the model designed. It starts with document research and on-site observations that revealed several improve opportunities for our case company (Alstom Power Sweden). The results show how important the employee involvement and the management encouragement are for the beneficial use of ISO9001. It also demonstrates that the real value of the documented procedures is the findings during the “making of” and its revisions.</p><p>Nevertheless, besides analyzing the particular opportunities and giving suggestions for solution, we modeled the vicious cycle that in the general case, organizations might deal with and gave recommendations to break it.</p>

To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

Mergers and acquisitions (M&amp;A) is a widely used strategy, however, the failure rate is high, and especially in the acquired firm, acquisitions often result in higher turnover rates. There is a lack of understanding of psychological processes causing employee turnover. Therefore, the purpose of this study is to gain a deeper understanding of employees’ psychological processes that determine employee retention following an acquisition, which will be achieved by studying the relationship between perceived psychological ownership and employee retention from the perspective of employees at the acquired firm. Nine interviews were conducted with employees at two acquired firms, one finance firm and one IT consultancy firm. Using a conceptual model, employees’ psychological processes are analyzed. The data illustrates that psychological ownership, commitment, and involvement decreased due to loss of control and changed feelings towards the organizations. In conclusion, it was found that there was a loss in psychological ownership for most respondents, which further decreased their commitment and involvement, leading to their resignation. The respondents who chose to stay indicated higher psychological ownership and higher commitment. The findings support the conceptual model and contribute to more understanding of employees' psychological processes in acquisitions.

Forskning visar på betydande fördelar för företag som involverar sina kunder i de värdeskapande processerna, och som tar tillvara på sina anställdas kreativitet och kunskap. Tyvärr så misslyckas många företag med detta. Franchiseformatet har ökat i popularitet, och formatets styrkor bygger på den ömsesidiga delningen av kunskap som sker mellan franchisor och franchisetagare. Relationen till franchisetagaren är mångsidig. Franchisetagaren är en kund i värdekedjan, men kan även betraktas som en medarbetare i det hänseende att man representerar varumärket utåt och har närmast kontakt med slutkonsumenten. Litteraturen argumenterar för att franchisetagare bör betraktas som samskapare av värde, snarare än passiva operanda resurser. På det svenska franchiseföretaget ICA fanns en önskan om att ta reda på mer om hur kommunikationen i företaget ser ut mellan centralorganisationen och butiksägarna, de så kallade handlarna i frågor som rör innovations- eller produktutvecklingsprocessen. De önskade också en rekommendation på hur kommunikationen kan utvecklas för framtiden. Därför genomfördes en empirisk studie på de två avdelningarna med öppna och semi-strukturerade intervjuer. Kartläggningen av de befintliga kanalerna visar på att kommunikationen idag saknar en ordentlig struktur och att ICA saknar ett utvecklat digitalt system för att kunna föra en öppen dialog och dela kunskap mellan ICA centralt och franchisetagarna. Studien visar också på fördelar som en större inkludering skulle innebära. För framtida kommunikation önskade de anställda kanaler för både allmän kommunikation men också möjligheter för en mer exklusiv dialog med utvalda franchisetagare. Studien rekommenderar ICA ett nytt synsätt på frågor om involvering, transparens och dialog med franchisetagare. Studien föreslår även ett antal konkreta verktyg som tar hänsyn till de önskemål, krav och förutsättningar som identifierats  hos de anställda. / Research suggests several benefits for companies that choose to include their customers in the product development process. It also reveals that making use of the employees’ creativity and knowledge is essential to become successful in the market. Unfortunately, many companies fail to do so. The format of franchising has increased in popularity. The strengths of the format are built on the sharing of knowledge between the franchisor and the franchisees.  The franchisees can be seen as customers who purchase the products, but also as an employee since they represent the company and have direct access to information about the end consumer’s situation and needs. Therefore, the franchisors should start to view their franchisees as co-creators of value and integrators of resources. The Swedish franchise network ICA wish to find out more about what the communication between the franchisor and franchisee looks like today, concerning questions relating to the innovation or product development process. They also wish for a recommendation on how this can be improved in the future. An empirical study was therefore conducted at the two departments, with open and semi structured interviews. The mapping of the existing communication channels showed that the communication lacked a proper structure and that ICA lacks a developed digital system in order to maintain an open dialogue and share knowledge between ICA centrally and the franchisees. It also showed that a greater inclusion would result in several benefits. For future communication, the employees wanted channels for both general communication with the network as a whole, as well as opportunities for a more exclusive dialogue with selected franchisees. The study recommends a new approach to integration, transparency and dialogue with franchisees for ICA. The study also proposes a number of concrete tools that takes into account the wishes, requirements and conditions identified by the employees.

This dissertation consists of three independent studies - two empirical studies and one literature review - that examine different issues regarding the involvement of employees in innovation within the growing open innovation environment. In particular, I focus on the different facets and vital enablers that influence involving the general workforce in innovation, among which trust plays a critical role for their active involvement and their decision to contribute to innovation. In the first study, the focus is on a powerful set of enablers of high involvement innovation, namely; the new corporate web technologies, and their role in accelerating a wider base of collective innovation. The second study then examines the involvement of a very specialized category of the workforce in innovation which is the highly qualified external workforce. Those employees represent a rich yet underexplored resource of employee innovation. Finally, in the third study, I focus on exploring the different roles played by innovation intermediaries and argue that intermediaries could take a more active role in open innovation, through proposing the ‘trust incubator’ role. New insights coming from this thesis advance the current discussion of actively and effectively involving employees in innovation, as well as uncover important and current related issues and allow us to draw conclusions that are useful for both research and practice.

Today the global market is changing to increased competition, short product life cycles and mass customisation. Therefore, the pressure on manufacturing companies to become more flexible in their production has increased. As a response to this increased pressure, many companies have implemented automation solutions to achieve the required flexibility and stay competitive. Small and medium-sized enterprises (SMEs) are particularly under pressure, because they are usually subcontractors to large companies which trigger and promote high-mix and low-volume production. The literature shows that there are couple of reasons, for example poor management skills, impacting SMEs' behaviour and the way they run businesses. Moreover, the academia uncovers the misassumption that the conceptual frameworks, organisational theories, and processes developed through researching large companies are directly applicable and relevant to SMEs. The truth is SMEs run the business and adopt models and theories differently from larger counterparts. Therefore, the purpose of this study is to increase knowledge about managing successful implementation of flexible automation projects in companies with a high mix, low volume production. The methodological approach of this work was theoretical and empirical driven. The theory part includes a literature review, and the empirical section includes a single case study and experts involvement. Thereby five key words for flexible automation could be identified which built the basis for the research. The outcome of the study is 21 general recommendations regarding implementing flexible automations at SMEs with high mix, low volume production. These recommendations have been developed to help SMEs in their journey with automation as they can be used as a road map to cover the implementation process, before, during and after.

Background: This thesis is a collaboration between the researcher and the company of SkiStar AB, located on the destination of Åre, Sweden. The study builds upon previous internal quantitative research conducted by the company, where the areas of waste management, recycling, and coworker inclusion showed potential for improvement. The behavioral economic concept of nudging is used as the theoretical standpoint, to discover if changes in the staff accommodation can facilitate sustainable decisions and behaviors. Five interviews are conducted, in order to gain an in-depth understanding of the employee's behavior regarding source sorting and waste management as well as a more detailed and personal view of the current situation.  Purpose: By exploring the current situation of the employees and their behavior around waste management and combining this information with the theoretical foundation of nudging, this study aims to investigate and examine how nudging can be used as a tool in order to include the employees in a company's sustainability efforts. Methodology: The research is a qualitative study with an exploratory nature, where five in-depth interviews builds knowledge and creates understanding for the current situation. Thematic analysis is used to find patterns and relationships to analyze and validate the raw data, which later is developed into a first-order analysis, close to the raw material. Later a final analysis and application to the theoretical framework are conducted to fully explore the research questions and create suggestions for the company.  Conclusion: The research presents suggestions and appropriate nudging techniques to concretize and guide how nudging can be used as a tool when providing staff accommodation. The research proposes nudging techniques such as change of default option, simplifications and usage of social norms can be implemented to steer the waste management behavior in a sustainable direction, and by that, include the coworkers in the company's sustainability efforts, as well as contribute to a more sustainable destination and planet.