<p>The popularity of Just-In-Time (JIT) methods in manufacturing has been rising steadily for the last two decades. U-shaped lines, or U-lines, are an important component of many JIT systems. While production on these lines is similar, in many respects, to that on other configurations, the U shape has significant impact on station assignments, line efficiency and production characteristics of the line. An important decision related to U-line production is the assignment of tasks to stations, the U-line balancing problem. This thesis explores aspects of U-line balancing including the nature of different U-line balancing problems, the production characteristics of U-lines and the efficiency of different solution algorithms. The investigation into U-line balancing begins with the simplest problem, balancing a single U-line constrained only by precedence relationships and the cycle time. The efficiency of U-lines compared to straight lines and the effectiveness of different optimal solution algorithms is evaluated. An effective branch and bound algorithm is identified. It forms a basis for solving more complex problems. One of the differences between U-lines and straight lines relates to the effect of operator travel and station layout on station feasibility. Consideration of operator travel is the second topic explored. Since JIT facilities often include numerous U-lines operating in close proximity, there is an opportunity to increase operator efficiency by constructing stations which contain tasks from more than one U-line. Simultaneous balancing of more than one line is introduced as the two U-line balancing problem and extended to N U-line balancing. If access to U-lines is restricted to the opening of each U-line, the first problem may be solved optimally for typical problems. The complexity of N U-line balancing dictates the use of heuristics solution algorithms. The nature of JIT production frequently requires the mixing of production of several product models on a single line. One of the difficulties with mixed-model production is that different models require different production resources and task processing times vary from one model to the next. During mixed-model production station times will fluctuate, a condition termed model imbalance. Mixed-model production on U-lines is examined and solution algorithms which smooth the degree of model imbalance are offered. The particular advantages of U-lines for mixed-model production are explored. In the final section the problem of U-line balancing is extended to include consideration of stochastic task processing times. A constrained version of this problem may be solved using dynamic programming. For general stochastic U-line balancing problems a heuristic solution is found by employing a simulated annealing algorithm. In this thesis a number of advantages of U-lines over straight lines are illustrated. These advantages provide an incentive for the incorporation of U-lines into manufacturing processes.</p> / Doctor of Philosophy (PhD)

<p>This thesis proposes a new mixed integer programming model of the two group classification problem. A branch-and-bound procedure is designed to solve the mixed integer programming model. The proposed procedure is more efficient than recently published procedures in the literature. Three heuristics are also designed from the branch-and- bound procedure. The Three Seed and N Seed heuristics provide solutions that are "close" to the optimal solution for substantially less computational effort. This thesis also proposes a quadratic transformation method which provides a solution that is competitive with the classical quadratic discriminant analysis method.</p> / Doctor of Philosophy (PhD)

<p>The usage problem which occurs in the scheduling of mixed-model assembly processes operating under Just-In-Time (JIT) methods is examined. A minimax objective function, which has not been considered previously for use with mixed-model JIT systems, is introduced to control these processes. A general integer programming model of the problem is developed with the goal being to determine optimal sequencing methods for various formulations of this model. It is shown that the single-level, unweighted version of the model can be solved to optimum using an algorithm which is polynomial in the total product demand. A graph theoretic representation of the problem permits the calculation of bounds on the objective value. Of particular significance is the upper bound which demonstrates that a feasible sequence always exists for each copy of every product in which the actual level of production never deviates from the ideal level by more than 1 unit. Symmetries within the problem are shown to exist which substantially reduce the computational effort. Extensions to weighted single-level problems are made. A dynamic programming (DP) algorithm is presented for optimizing the multi-level problem formulations. The time and space requirements of this DP are demonstrated. Tests of the DP's performance capabilities, characteristics and limitations are performed. As the growth of the DP's state space could severely restrict the problem size if all of the states are generated, a necessary screening method, employing simple heuristics, is used. The results of the testing indicate that the size of the problems which can be optimized is constrained by the solution time. Conversely, the size of the problems that could be optimized never became constrained by the storage requirements since the simple heuristics acted as highly efficient screening mechanisms. The experimentation also uncovered certain inherent solution characteristics.</p> / Doctor of Philosophy (PhD)

<p> The purpose of this qualitative study with a modified Delphi research design was to understand the reasons human resource (HR) leaders are slow to implement Cloud-based technologies and potentially identify how Cloud-Based Computing influences human resource management (HRM) and HR effectiveness, and potentially the overall performance of the organization. Business executives and HR leaders acknowledge the effect of technology on business processes and strategies, and the leader's influence on technology implementation and adoption. Cloud-Based Computing is fast becoming the standard for conducting HR processes and HR leaders must be prepared to implement the change effectively. Study findings revealed characteristics demonstrated by HR leaders successfully implementing cloud technology, best practices for successful implementation, factors championing and challenging Cloud-Based Computing adoption, and effects on HRM and organizational performance as a result of using Cloud-Based Computing. The outcomes of this study may provide the foundation of a model for implementing Cloud-Based Computing, a leadership model including characteristics of technology early adopters in HR, and identify factors impeding adoption and may assist HR leaders in creating effective change management strategies for adopting and implementing Cloud-Based Computing. Findings and recommendation from this study will enable HR professionals and leaders to make informed decisions on the adoption of Cloud-Based Computing and improve the effectiveness, efficiency, and strategic capability of HR.</p>

<p> There has been a lack of economic scholarly research on business model innovation, and minimal research on how regulatory conditions impact business models. Regulations create market demand (henceforth known as Artificial Demand) that would not have existed without the enactment of the regulation. Managers need guidance in understanding how changing consumer needs in a regulated market could affect business model design, and how to optimize business model design in new markets created by regulation. A quantitative study was conducted on the California vehicle emissions testing industry (Smog Check program), and found that the business model focusing on meeting the minimum regulatory requirements was financially superior to the traditional incremental business model. The study found that: (a) business models have their own S-curve, (b) regulatory created markets have a different S-curve than traditional markets, (c) targeted artificial demand can be directed to a specific business model by government agencies, (d) changes in regulation appear to correspond to changes in market revenues, (e) spikes in the industry S-curve correspond to regulatory action, (f) legislation is able to prop up a market from a decline, (g) a negative growth rate over the life of a market appears to be an attribute that might only be able to be found in regulatory created markets. The study also appears to be the first scholarly research to quantitatively link a regulation to the creation of a new market. The concept of Artificial Demand Theory has been proposed that captures the unique attributes uncovered in this study.</p>

<p> The current quantitative study used statistical analysis to determine if a significant relationship existed between outsourced human resource core and non-core competencies (predictor variables) and firm performance (criterion variable). A random sample of 153 human resource professionals were selected from the targeted population of 351 personnel. Cronbach&rsquo;s alpha reliability statistics were presented for the scales. Spearman rho correlation coefficient tests were conducted to address two research questions. Spearman&rsquo;s rho indicated a significant association existed between outsourced payroll and overall financial performance (<i>r</i>_s = .43, <i>p</i> &lt; .001). This finding indicated individuals who identified payroll as a core task also rated their firm&rsquo;s overall financial performance higher. Spearman&rsquo;s rho indicated significance (<i>r</i>_s = .26, <i>p</i> = .003) between outsourced information systems and overall financial performance. Four hypotheses were tested that involved the outsourcing of human resource core and non-core competencies and their effect on firm performance. The four null hypotheses were partially rejected in favor of the alternative hypotheses. In addition, results of the statistical analyses indicated that a significant association existed between payroll, information systems, overall financial performance, and overall non-financial performance.</p>

<p> As globalization drove increased need for distribution teams, it was necessary for global higher education leaders to develop collaboration to increase productivity, business success, and employee effectiveness; thus, further exploration was needed on effective aspects of collaboration in distributed settings from the employee and leader points of view. The purpose of this qualitative multiple-case study was to explore inter-team collaboration experiences from the perspective of higher education leaders and team members who work remotely from each other. Tuckman&rsquo;s theory of Small Group Development (SGD) served as the theoretical framework. The target population was the 669,380 virtual workers within the United States educational services sector and a purposeful sampling method was used to select a small sample of 11 employees at a privately-held educational services organization in the United States as appropriate for qualitative case study. Data analysis employed constant comparative analysis that resulted in two concomitant themes for both research question 1 and 2: (a) conscientious communication as a distributed team strategy and (b) accountability and responsibility attributed to distributed team success. One minor theme was found for research question 1: (a) trust determined by co-workers&rsquo; productivity; two minor themes were identified for research question 2: (b) technology enhanced and limited quality communication and (c) need for face-to-face interaction in distributed work environments. Implications focused on improved collaboration within distributed work teams and highlighted (a) need for clarity, openness, and respect, (b) inter-team transparency and task interdependence, (c) commitment and importance of deliverables, (d) specified methods of technology, and (e) beneficial face-to-face interaction. The recommendations for practice included (a) establish communication standards and protocols, (b) identify group metrics, (c) identify specific and prescribed technology, and (d) establish leadership training. The recommendations for future research included (a) a quantitative descriptive design study to analyze trust at each stage of distributed group development, (b) a quantitative quasi-experimental study to explore frequency of communication in one-to-one communication, and (c) mixed method study of the impact of visual technology.</p>

No description available.

<p> The ability to sustain small businesses operating in war-torn areas is important not only to the business owners, but also to foreign communities receiving United States contract services for recovery from widespread decimation. While all small businesses address a wide range of issues, businesses operating in war-torn areas also face cultural diversity, local regulations, and potential threats to employee safety. The conceptual framework for this exploratory multiple case study was transformational-transactional leadership theory, guiding the research to discover traits and strategies of successful leaders in the population of small businesses that were profitable beyond 5 years while operating in the war-torn area of Afghanistan. In addition to participant questionnaires and review of the businesses&rsquo; balance sheets, income statements, and tax returns, data were collected from 3 CEO participants in face-to-face, semistructured interviews. Participants&rsquo; verbatim comments were analyzed via thematic analysis. The coding system evolved from applying preliminary codes to a small sample of data and reiteratively refining the codes as prominent themes emerged. Participants identified unique challenges of working with a multinational workforce. There were 3 primary findings: successful leaders used elements of both transformational and transactional leadership; the most important strategy was gaining knowledge of regional infrastructure and customs; and successful leaders used management assistance. These findings may contribute to social change by prompting small business leaders to re-examine their perspectives on workforce diversity; they will also enable leaders who provide services overseas to realize profitable business goals while contributing to foreign local economies.</p>

Farm machinery management data were collected in Burkina Faso, for the prediction of repair and maintenance costs. Equations were developed to predict repair and maintenance costs of tractors, cane loaders, generators and motorpumps. The analysis of data revealed that tractor repair and maintenance appears a greater burden than predicted by the American and Australian data. Tractor trade-in was not prescribed by the rule of minimum total cost per unit tractor use. Farm machinery and power units were operated more than twice as long as in the United States. New machine purchase was discouraged by the current sugar prices on the local market.