The job strain model is enough for managers : no augmentation needed

This paper reports on the results of a study aimed at identifying the relative influence of generic and job-specific stressors experienced by a cohort of Australian managers. The results of a regression analysis revealed that both the generic components of the job strain model (JSM) and job-specific stressors were predictive of the strain experienced by participants. However, when looking at the total amount of variance that is explained by the predictor variables, the combined influence of job demand, job control and social support contributed 98 per cent of the explained variance in job satisfaction and 90 per cent of the variance in psychological health. The large amount of variance explained by the JSM suggests that this model provides an accurate account of the work characteristics that contribute to the strain experienced by managers and no augmentation is needed.

Managers' views on ABC in an insurance company: A grounded theory case study

This is an in-depth case study using a grounded theory approach to explore managers’ views of ABC as part of the control system in an insurance company. Relevant issues are allowed to emerge from the data rather than imposing a theoretical framework upon them. Hypotheses are derived rather than confirmed. Issues emerging from this case study include: the relevance of ABC to managers, increased cost awareness coupled with the problem of taking qualitative factors into account, and the existence of different perceptions of managers within the same department. One hypothesis is how an understanding of ABC can affect job satisfaction by influencing the impact of ABC on managers’ actions. In this case study process and non-process managers had different levels of understanding and use of ABC information. A second hypothesis is that how managers view ABC information depends on whether they adopt a personal or an organisational perspective.

Training quality managers-do they practice what they preach?

This paper discusses the personal and professional development needs of Quality Managers. It has been presumed that training is the most important factor to improve quality, once commitment is present. This paper poses the question as to whether Quality training is objectively, systematically, and continuously performed in Australia. In previous research by the authors, it was ascertained that training is often initiated by individuals and provided by private providers as directed by the client. It is of interest to determine if the two largest professional associations for Quality, Australian Organisation for Quality (AOQ) and SAI (Global) perform in this respect. Questions of interest included: what do they offer; how do they determine the needs of their members; who provides these programmes; how do they communicate these programmes to their members; how do they evaluate the success or otherwise of their programmes; and by what process of evaluation do they determine future needs. These data have been collated and analysed and it is concluded that a specifically designed and comprehensive training needs analysis for Quality Managers is being neglected and that the initiation for professional development remains with the individual.

File replacement algorithm for storage resource managers in data grids

The main problem in data grids is how to provide good and timely access to huge data given the limited number and size of storage devices and high latency of the interconnection network. One approach to address this problem is to cache the files locally such that remote access overheads are avoided. Caching requires a cache-replacement algorithm, which is the focus of this paper. Specifically, we propose a new replacement policy and compare it with an existing policy using simulations. The results of the simulation show that the proposed policy performs better than the baseline policy.

Autonomic job scheduling policy for grid computing

Autonomic middleware services will play an important role in the management of resources and distributed workloads in emerging distributed computing environments. In this paper, we address the problem of autonomic grid resource scheduling and propose a scheduling infrastructure that is capable of self-management in the face of dynamic behavior inherent to this kind of systems.

Caregivers as managers of subjective wellbeing: a homeostatic perspective

Background: This paper proposes that the adequacy of service delivery and caregiving to people who are disabled should be assessed using two criteria. One is the objective circumstance of living, which should be at a standard acceptable to the community at large. The other is a level of subjective wellbeing (SWB) within the normal range. Method: This latter criterion is a novel conception based on an understanding that SWB is homeostatically managed to lie normally within a narrow range of values. Results: People who have a disability are more likely than usual to have a fragile homeostatic system because of the additional life challenges imposed by their disability. Conclusions: The role of a caregiver is to provide resources and protection against strong threats to homeostasis, thereby ensuring that the person in their care has a normal-range level of SWB.

Toward self discovery for an autonomic cluster

Nondedicated clusters are currently at the forefront of the development of high performance computing systems. These clusters are relatively intolerant of hardware failures and cannot manage dynamic cluster membership efficiently. This report presents the logical design of an innovative self discovery service that provides for automated cluster management and resource discovery. The proposed service has an ability to share or recover unused computing resources, and to adapt to transient conditions autonomically, as well as the capability of providing dynamically scalable virtual computers on demand.

Some care, little responsibility? Promoting directors'and managers' legal accountability for Occupational Health and Safety in the workplace

Health and safety at work remains a serious and under-recognised problem in Australia. This paper argues for the importance of increasing the individual responsibility and accountability of senior managers and directors of corporations for the development and maintenance of occupational health and safety (OHS) standards in the workplace. In order to do so, the paper first sets out the range of statutory and general law duties and liabilities to which directors and senior managers are subject, considers to what extent these obligations have relevance in the OHS area and argues for the extension of these duties and liabilities in some circumstances. The paper then goes on to argue for a better legislative model for the legal responsibility of managers and officers, supported by the increased prosecution of individuals in appropriate circumstances, as well as acknowledging the benefits of a broader range of non-legal strategies to improve board level commitment to OHS that will influence corporate compliance overall.

Social innovators or lagging behind: factors that influence managers' time use

Purpose – The broad aim of this paper is to investigate whether managers in Australia allocate their time differently than other occupational groups, and the impact gender and life situation (using marital status and presence or absence of dependent children as a proxy) has on time allocation.
Design/methodology/approach – To address these broad aims, data are drawn from the 1997 Australian Time Use Survey. This is a nationally representative survey that examines how people in different circumstances allocate time to different activities. Findings – The results of this study highlight three important issues. The first is that male and female managers display different patterns of time use. Male managers' time is dominated by paid employment activities, whereas female managers' time is spent predominantly on employment and domestic activities. The second is that life situation impacts on the time use of female managers, but not male managers. The third important find of this study is that managers' time use is different to other occupational groups. Practical implications – These findings have policy implications relating to work-life balance, career progression and changes in patterns of work. In terms of work-life issues, it reveals that male and female managers face a “time squeeze”, with some evidence of a “second-shift” for female managers. In addition, the findings provide insight into the work-life issues faced by male and female managers. Originality/value – The results of this inquiry provide insight into how different individuals spend their time – insight into “lifestyles”. However, in-depth qualitative studies are required to reveal why individuals allocate their time in this way and to understand the opportunities and constraints individuals face in time allocation.

Building autonomic clusters : a response to IBM’s autonomic computing challenge

IBM has announced Autonomic Computing as one of its Grand Challenges. A list of characteristics was generated to describe an autonomic computing system. Many researchers and research group have responded positively to the challenge by initiating research around one or two of the characteristics identified by IBM as the requirements for Autonomic Computing. We have addressed the IBMrsquos request to contribute to the challenge by building an autonomic operating system that possesses nearly all IBM characteristics. This paper contains our response to the IBMrsquos Autonomic Computing Challenge.

Quality managers: beyond 2000?

A review on current quality management literature discloses a conglomeration of sentiments amongst quality managers with regards to the future of their quality profession. These sentiments can primarily be grouped into two categories: (1) that quality managers will no longer play a role in functional management, as quality will become an integral part of the organization; and (2) alternatively, they will play a significantly different role, leading to a specialized job design (Stratton, 1996, Quality Progress, 29, pp. 73-74). Despite the fact that many have voiced their concerns regarding the future of the quality profession, little formal research has been conducted to address this issue. Thus, the significance of undertaking this research is to aim to verify and substantiate their sentiments. Findings of the research may also contribute as a signal to quality managers with regards to their future roles and may inspire them to prepare themselves better for meeting future qualityrelated endeavours. It is important not to prophesy the precise future role of quality managers, as no one outside the psychic industry will claim to be capable of it. Rather, the research endeavours to predict the role of quality manager in the next decade by conducting interviews with various professionals in the quality-related fields, testing the significance of research questions generated from these interviews through surveys and reviewing current quality manager-related literature. Thus, synthesizing the results from the above-mentioned means to predict the role of quality managers in the years beyond 2000.

Building autonomic clusters: a response to IBM's autonomic computing challenge

IBM has announced Autonomic Computing as one of its Grand Challenges. A list of characteristics was generated to describe an autonomic computing system. Many researchers and research group have responded positively to the challenge by initiating research around one or two of the characteristics identified by IBM as the requirements for Autonomic Computing. We have addressed the IBMs request to contribute to the challenge by building an autonomic operating system that possesses nearly all IBM characteristics. This paper contains our response to the IBMs Autonomic Computing Challenge.

Cluster operating system support for parallel autonomic computing

The aim of this paper is to show a general design of autonomic elements and initial implementation of a cluster operating system that moves parallel processing on clusters to the computing mainstream using the autonomic computing vision. The significance of this solution is as follows. Autonomic Computing was identified by IBM as one of computing's Grand Challenges. The human body was used to illustrate an Autonomic Computing system that possesses self-knowledge, self-configuration, self optimization, self-healing, and self-protection, knowledge of its environment and user friendliness properties. One of the areas that could benefit from the comprehensive approach created by the autonomic computing vision is parallel processing on non-dedicated clusters. Many researchers and research groups have responded positively to the challenge by initiating research around one or two of the characteristics identified by IBM as the requirements for autonomic computing. We demonstrate here that it is possible to satisfy all Autonomic Computing characteristics.