Design of the ISePorto robocup Middle-Size League Robotic Soccer Team: Control, Localisation and Coordination

Proceedings of the 10th Mediterranean Conference on Control and Automation - MED2002 Lisbon, Portugal, July 9-12, 2002

A review of achievements of the national schistosomiasis control program in middle and upper Egypt areas

In Egypt the "national schistosomiasis control program" was formulated to control transmission by reduction of prevalence and intensity of current infections, and thereby achieve an acceptable level of schistosomiasis disease control. The program was implemented foremost in Middle Egypt (1977) and Upper Egypt (1980), collectively extending 800 km alongside of the River Nile and accommodate about 10.5 million people. Schistosoma haematobium has been essentially the prevailing species infection in both areas. The strategy of control entailed both area-wide mollusciciding with niclosamide, and selective population chemotherapy with metrifonate. Evaluation in 1986 showed that prevalence dropped from pre-control 29.4% in Middle Egypt and 26.3% in Upper Egypt to 6% and 7.8% respectively, together with a remarkable drop of infections among children. Also mean intensity attained low levels consistent of low grade infections. It is evident therefore that in these areas where an enhancement of schistosomiasis infections had been anticipated the employment of the twofold strategy effected a state of low-prevalence/low-intensity signifying a lowered reservoir of infection and a substantial interference with the potentials of transmission.

Productivity and human capital: a business-level analysis

This paper aims to analyse the impact of human capital on business productivity, focusing the analysis on the possible effect of the complementarity that exists between human capital and new production technologies, particularly advanced manufacturing technologies (AMTs) for the specific case of small and medium enterprises (SMEs) in Catalonia. Additionally, following the theory of skill-biased technological change, the paper analyses whether technological change produces bias exclusively in the skills required for managers, or whether the bias extends to the skills required of production staff. With this objective, we have compared the possible existence of complementarity between AMTs and the level of human capital for different occupational groups. The results confirm the complementary relationship between human capital and new production technologies. The results by occupational group confirm that to maximise the productivity of new technologies, skilled staff are needed both in management and production, with managers and professionals as well as skilled operatives playing a vital role. Keywords: human capital, process technologies, complementarity, business productivity. (JEL D24, J24, O30).

Working with Persons with Disabilities: Title I of The Americans with Disabilities Act: A Guide for State Supervisors and Managers, 2003

What are a supervisor’s responsibilities when it comes to interviewing, hiring, and retaining persons with disabilities? First and foremost, do not discriminate against persons with disabilities. What this means is that you are required to provide the same level of employment consideration and supervision for a disabled employee that you would for an able-bodied employee. No more – no less. State of Iowa management personnel must be proactive with regard to Title I of the Americans with Disabilities Act, and managers and supervisory personnel should have an operational knowledge of the significant aspects of The Americans with Disabilities Act. This manual is for Iowa management personnel to use.

Managing through measurement : A framework for successful operative level performance measurement

The research around performance measurement and management has focused mainly on the design, implementation and use of performance measurement systems. However, there is little evidence about the actual impacts of performance measurement on the different levels of business and operations of organisations, as well as the underlying factors that lead to a positive impact of performance measurement. The study thus focuses on this research gap, which can be considered both important and challenging to cover. The first objective of the study was to examine the impacts of performance measurement on different aspects of management, leadership and the quality of working life, after which the factors that facilitate and improve performance and performance measurement at the operative level of an organisation were examined. The second objective was to study how these factors operate in practice. The third objective focused on the construction of a framework for successful operative level performance measurement and the utilisation of the factors in the organisations. The research objectives have been studied through six research papers utilising empirical data from three separate studies, including two sets of interview data and one of quantitative data. The study applies mainly the hermeneutical research approach. As a contribution of the study, a framework for successful operative level performance measurement was formed by matching the findings of the current study and performance measurement theory. The study extents the prior research regarding the impacts of performance measurement and the factors that have a positive effect on operative level performance and performance measurement. The results indicate that under suitable circumstances, performance measurement has positive impacts on different aspects of management, leadership, and the quality of working life. The results reveal that for example the perception of the employees and the management of the impacts of performance measurement on leadership style differ considerably. Furthermore, the fragmented literature has been reorganised into six factors that facilitate and improve the performance of the operations and employees, and the use of performance measurement at the operative level of an organisation. Regarding the managerial implications of the study, managers who operate around performance measurement can utilise the framework for example by putting the different phases of the framework into practice.

Les cadres intermédiaires et l’information : modélisation des comportements informationnels de cadres intermédiaires d’une municipalité en transformation

Un atout majeur des organisations consiste en leur capacité à créer et exploiter l’information et les connaissances, capacité déterminée entre autres par les comportements informationnels. Chargés de décisions stratégiques, tactiques et opérationnelles, les cadres intermédiaires sont au cœur du processus de création des connaissances, et leurs comportements informationnels doivent être soutenus par des systèmes d’information. Toutefois, leurs comportements informationnels sont peu documentés. La présente recherche porte sur la modélisation des comportements informationnels de cadres intermédiaires d’une organisation municipale. Plus spécifiquement, elle examine comment ces cadres répondent à leurs besoins d’information courante dans le contexte de leurs activités de gestion, c’est-à-dire dans leur environnement d’utilisation d’information. L’étude répond aux questions de recherche suivantes : (1) Quelles sont les situations problématiques auxquelles font face les cadres intermédiaires municipaux ? (2) Quels sont les besoins informationnels exprimés par les cadres intermédiaires municipaux lors de situations problématiques ? (3) Quelles sont les sources d’information qui soutiennent les comportements informationnels des cadres intermédiaires municipaux ? Cette recherche descriptive s’inscrit dans une approche qualitative. Les 21 cadres intermédiaires ayant participé à l’étude proviennent de deux arrondissements d’une municipalité québécoise fusionnée en 2002. Les modes de collecte de données sont l’entrevue en profondeur en personne et l’observation directe auprès de ces cadres, et la collecte de documentation pertinente. L’incident critique est utilisé comme technique de collecte de données et comme unité d’analyse. Les données recueillies font l’objet d’une analyse de contenu qualitative basée sur la théorisation ancrée. Les résultats indiquent que les rôles de gestion proposés dans les écrits pour les cadres supérieurs s’appliquent aussi aux cadres intermédiaires, bien que le rôle conseil ressorte comme étant particulier à ces derniers. Ceux-ci ont des responsabilités de gestion aux trois niveaux d’intervention opérationnel, tactique et stratégique, bien qu’ils œuvrent davantage au plan tactique. Les situations problématiques dont ils sont chargés s’inscrivent dans l’environnement d’utilisation d’information constitué des composantes suivantes : leurs rôles et responsabilités de gestion et le contexte organisationnel propre à une municipalité en transformation. Les cadres intermédiaires ont eu à traiter davantage de situations nouvelles que récurrentes, caractérisées par des sujets portant principalement sur les ressources matérielles et immobilières ou sur des aspects d’intérêt juridique, réglementaire et normatif. Ils ont surtout manifesté des besoins pour de l’information de nature processuelle et contextuelle. Pour y répondre, ils ont consulté davantage de sources verbales que documentaires, même si le nombre de ces dernières reste élevé, et ont préféré utiliser des sources d’information internes. Au plan théorique, le modèle de comportement informationnel proposé pour les cadres intermédiaires municipaux enrichit les principales composantes du modèle général d’utilisation de l’information (Choo, 1998) et du modèle d’environnement d’utilisation d’information (Taylor, 1986, 1991). L’étude permet aussi de préciser les concepts d’« utilisateur » et d’« utilisation de l’information ». Au plan pratique, la recherche permet d’aider à la conception de systèmes de repérage d’information adaptés aux besoins des cadres intermédiaires municipaux, et aide à évaluer l’apport des systèmes d’information archivistiques à la gestion de la mémoire organisationnelle.

L’impact de l’action collective patronale sur les pratiques locales des organisations : le cas de l’industrie de l’hôtellerie au Québec

Cette recherche s’intéresse aux formes et à la capacité des associations patronales à façonner les règles du travail au niveau sectoriel, plus précisément dans le secteur de l’hôtellerie au Québec. Elle vise également à mieux comprendre comment ces règles contribuent à modifier les pratiques locales en relations industrielles de leurs entreprises membres. Notre première question de recherche vise donc à cerner l’impact des logiques de représentation et d’action des associations patronales sur les pratiques en relations industrielles. Pour certains auteurs, notamment Behrens et Traxler (2004 et 2007), Carley et al. (2010), Charest, Laroche et Hickey (à paraître), les logiques de représentation et d’action chez les acteurs patronaux se distinguent l’une de l’autre et influencent de manière différente les pratiques en relations industrielles. Ainsi, la présence, la forme et le rôle d’une association patronale auront un impact significatif sur les pratiques en relations industrielles, car les membres peuvent être influencés par les orientations de leurs associations. Notre seconde question de recherche aborde la manière dont les entreprises membres utilisent leurs ressources de pouvoir afin d’influencer les actions des associations patronales. La littérature existante à ce sujet mentionne que les acteurs patronaux détenant plusieurs ressources de pouvoir, qu’elles soient internes ou externes (Charest, Laroche et Hickey, à paraître; Laroche et Hickey, à paraître), sont en mesure d’exercer une influence dans les institutions politiques. Nous tenterons donc de vérifier si, plus une association patronale sera en mesure de mobiliser ses ressources de pouvoir, plus elle sera apte à influencer le contexte institutionnel dans lequel elle agit. Au plan théorique, cette recherche s’appuie sur les idées développées par les théories néo-institutionnalistes. D’une part, nous reconnaissons que les acteurs doivent réagir et s’adapter aux changements qui s’opèrent au sein de leur environnement. Ils développeront donc des stratégies diverses, autant en matière de coordination des actions patronales que de relations du travail au niveau local, en fonction de leur interprétation de ces transformations (Traxler et Huemer, 2007). D’autre part, nous reconnaissons que les acteurs sont aussi en mesure de mobiliser leurs ressources de pouvoir pour déployer des initiatives stratégiques qui seront susceptibles de provoquer en retour des changements au sein de leur environnement (Crouch, 2005). Ces entrepreneurs institutionnels sont ainsi à la recherche active d’opportunités et de leviers de pouvoir à utiliser pour maximiser leurs intérêts respectifs et, par le fait même, réduire les incertitudes issues de leur environnement (Campbell, 2004; Streeck et Thelen, 2005; Crouch, 2005). Notre recherche reconnaît également que les acteurs qui détiennent le plus grand pouvoir au sein d’un groupe, soient les porteurs de projets, vont être en mesure de façonner les institutions en fonction de leurs intérêts spécifiques (Thelen, 2003). C’est d’ailleurs sur ce plan que notre recherche veut se démarquer des travaux plus larges dans laquelle elle s’insère. Au plan empirique, cette recherche étudie l’acteur patronal dans l’industrie de l’hôtellerie au Québec et vise trois objectifs : 1) faire la cartographie des associations patronales dans le secteur de l’hôtellerie au Québec (formes, structures, activités, missions, etc.); 2) analyser l’impact des règles issues du processus de régulation au niveau sectoriel sur les pratiques de relations du travail locales; et 3) identifier les employeurs dominants au sein du secteur et analyser de quelle manière ils parviennent à modifier les institutions et l’environnement dans lequel ils agissent. Pour atteindre nos objectifs de recherche, nous avons utilisé une méthodologie qualitative de recherche, et plus particulièrement l’étude de cas. Cette dernière a été conduite en trois étapes : la préparation, la collecte des données et l’interprétation (Merriam, 1998). Les données de cette étude ont été recueillies à l’automne 2011, par le biais d’entrevues semi-dirigées auprès de gestionnaires d’hôtels et d’associations hôtelières dans les régions de Québec et de Montréal. Une analyse qualitative du contenu de ces entrevues a été effectuée en lien avec la revue de littérature et nos propositions de recherche. À cette fin, nous avons utilisé la technique de l’appariement logique de Yin (1994), ce qui nous a permis de comparer nos observations à nos propositions de recherche. Il est à noter que puisque cette recherche est une étude de cas, cette dernière présente des limites méthodologiques surtout liées à la généralisation des résultats. Ainsi, il est très difficile d’affirmer que les résultats de cette microanalyse soient généralisables. En contrepartie, les analyses ont servi à consolider le modèle pour utilisation dans des études futures.

Generic strategies and performance: evidence from manufacturing firms

Purpose – The purpose of this study is to examine the relationship between business-level strategy and organisational performance and to test the applicability of Porter's generic strategies in explaining differences in the performance of organisations. Design/methodology/approach – The study was focussed on manufacturing firms in the UK belonging to the electrical and mechanical engineering sectors. Data were collected through a postal survey using the survey instrument from 124 organisations and the respondents were all at CEO level. Both objective and subjective measures were used to assess performance. Non-response bias was assessed statistically and it was not found to be a major problem affecting this study. Appropriate measures were taken to ensure that common method variance (CMV) does not affect the results of this study. Statistical tests indicated that CMV problem does not affect the results of this study. Findings – The results of this study indicate that firms adopting one of the strategies, namely cost-leadership or differentiation, perform better than “stuck-in-the-middle” firms which do not have a dominant strategic orientation. The integrated strategy group has lower performance compared with cost-leaders and differentiators in terms of financial performance measures. This provides support for Porter's view that combination strategies are unlikely to be effective in organisations. However, the cost-leadership and differentiation strategies were not strongly correlated with the financial performance measures indicating the limitations of Porter's generic strategies in explaining performance heterogeneity in organisations. Originality/value – This study makes an important contribution to the literature by identifying some of the gaps in the literature through a systematic literature review and addressing those gaps.

The roles and competencies of HR managers in Slovenian multinational companies

Purpose – The HRM literature provides various typologies of the HR managers’ roles in organizations. The purpose of this paper is to examine how the roles and required competencies of HR managers in Slovenian multinational companies change when these companies enter the international arena. Design/methodology/approach – The authors explored the total population of 25 Slovenian multinational companies (MNCs) operating in Serbia. In these companies the authors conducted interviews with 16 expatriates working in branches in Serbia, sent questionnaires to the CEOs, and conducted a survey of 50 HR managers and interviews with 15 of them. The authors used a triangulation approach and analyzed the results by multivariate methods and content analysis. Findings – The authors found that the complexity of HR managers’ roles, and expectations of their competencies, increases with an increasing level of internationalization of companies. Orientation to people and conflict resolution are seen as elementary competencies needed in all stages of internationalization. The key competence is seen to be strategic thinking that, according to CEOs and expatriates, goes hand in hand with cultural sensitivity, openness to change and a comprehensive understanding of the international environment and business processes. Practical implications – These results can potentially be used for assessing the HRM roles and competencies in different stages of company internationalization, especially MNCs operating in the ex-communist states of Europe, and will help HR managers to support expatriates, CEOs and other employees working in branches abroad more efficiently. Originality/value – This study contributes to the review and evaluation of the quite limited research on HR managers’ roles and competencies in MNCs. It focuses on MNCs and outward internationalization in the Central and Eastern European region. It contributes to studies of the HR managers’ roles and competencies and is the first study to establish a set of roles and competencies for HR managers in Slovenian MNCs.

Spatial and temporal variations of the seasonal sea level cycle in the northwest Pacific

The seasonal sea level variations observed from tide gauges over 1900-2013 and gridded satellite altimeter product AVISO over 1993-2013 in the northwest Pacific have been explored. The seasonal cycle is able to explain 60-90% of monthly sea level variance in the marginal seas, while it explains less than 20% of variance in the eddy-rich regions. The maximum annual and semi-annual sea level cycles (30cm and 6cm) are observed in the north of the East China Sea and the west of the South China Sea respectively. AVISO was found to underestimate the annual amplitude by 25% compared to tide gauge estimates along the coasts of China and Russia. The forcing for the seasonal sea level cycle was identified. The atmospheric pressure and the steric height produce 8-12cm of the annual cycle in the middle continental shelf and in the Kuroshio Current regions separately. The removal of the two attributors from total sea level permits to identify the sea level residuals that still show significant seasonality in the marginal seas. Both nearby wind stress and surface currents can explain well the long-term variability of the seasonal sea level cycle in the marginal seas and the tropics because of their influence on the sea level residuals. Interestingly, the surface currents are a better descriptor in the areas where the ocean currents are known to be strong. Here, they explain 50-90% of inter-annual variability due to the strong links between the steric height and the large-scale ocean currents.

English language teaching and educational reform in Western China: a knowledge management perspective

This study examines the impact of a large-scale UK-based teacher development programme on innovation and change in English language education in Western China within a knowledge management (KM) framework. Questionnaire data were collected from 229 returnee teachers in 15 cohorts. Follow-up interviews and focus groups were conducted with former participants, middle and senior managers, and teachers who had not participated in the UK programme. The results showed evidence of knowledge creation and amplification at individual, group and inter-organizational levels. However, the present study also identified knowledge creation potential through the more effective organization of follow-up at the national level, particularly for the returnee teachers. It is argued that the KM framework might offer a promising alternative to existing models and metaphors of Continuing Professional Development (CPD).

Financing for development and middle income-countries: new challenges

Spanish version avalilable at the Library

Sexual Health Education from the Perspective of School Staff: Implications for Adoption and Implementation of Effective Programs in Middle School

Introduction: US teens are having sex early; however, the vast majority of schools do not implement evidence-based sexual health education (SHE) programs that could delay sexual behavior and/or reduce risky behavior. This study examines middle school staff’s knowledge, attitudes, barriers, self-efficacy, and perceived support (psychosocial factors known to influence SHE program adoption and implementation). Methods: Professional school staff from 33 southeast Texas middle schools completed an internet or paper-based survey. Prevalence estimates for psychosocial variables were computed for the total sample. Chi-square and t-test analyses examined variation by demographic factors. Results: Almost 70% of participants were female, 37% white, 42% black, 16% Hispanic; 20% administrators, 15% nurses/counselors, 31% non-physical education/non-health teachers, 28% physical education/health teachers; mean age = 42.78 years (SD = 10.9). Over 90% favored middle school SHE, and over 75% reported awareness of available SHE curricula or policies. More than 60% expressed confidence for discussing SHE. Staff perceived varying levels of administrator (28%-56%) support for SHE and varying levels of support for comprehensive sex education from outside stakeholders (e.g., parents, community leaders) (42%-85%). Overall, results were more favorable for physical education/health teachers, nurses/counselors, and administrators (when compared to non-physical education/non-health teachers) and individuals with experience teaching SHE. Few significant differences were observed by other demographic factors. Conclusions: Overall, study results were extremely positive, which may reflect a high level of readiness among school staff for adopting and implementing effective middle school SHE programs. Study results highlight the importance of several key action items for schools.

Strategic HRM through the cultural looking glass:mapping the cognition of British and Indian managers

This study examines the issues of `integration' of human resource management (HRM) into the corporate strategy, `devolvement' of HRM to line managers and the perceived influence of national culture on HRM in a cross-national comparative context. In order to achieve this, the cognition of personnel specialists from a matched sample of 48 Indian and British firms in the manufacturing sector using the `Visual Cards Sorting' and `CMAP2' methodologies are analyzed. The findings show that even where there is an apparent convergence of strategy — e.g., the desire of both Indian and British personnel managers to increase integration between HRM and business strategy, and to increase the level of devolvement to line managers, the two sets of specialists clearly follow a different logic of action, which is subject to a different set of cross-cultural influences. The implications of pursuing apparently similar HRM solutions in different cross-national contexts are considered. The analysis shows that HRM strategies, when considered in a cross-national context, vary a lot. Different logic leads to the adoption of similar HR strategies, and similar strategies in turn are perceived as producing different outcomes. This variance centres around the existence and perceived influence of several contextual variables such as industrial relations systems, operation of labour markets, and changes in business systems. Specific cross-cultural influences, along with different aspects of competitive business environment associated with the generic HR strategies of integration and devolvement in the two countries are highlighted. This research contributes to the fields of cross-cultural management research, international HRM and managerial and organizational cognition. It also has important messages for policy makers.

Expatriate managers adjustment and its impact on subordinates reactions: a cross cultural leadership study of Kenya and Ethiopia

Research on culture, leadership and adjustment shows that societal culture influences leadership in such a way that it can impact on expatriate managers' effectiveness and adjustment in a new culture. In previous research, cultural background, personality, motives or behaviour of expatriate managers and their followers' reactions to them have been investigated in Europe, America and Asia. However, little attention has been paid on research on expatriate managers in African cultures especially in Eastern Africa. The present study represents an attempt to address the gap by examining how societal culture, leadership and adjustment success are interrelated for expatriate managers in Kenya and Ethiopia. Questionnaire data were obtained from a) local middle managers (N=160) for studying societal culture and leadership in Kenya and Ethiopia, b) expatriate managers in non-governmental organizations - NGOs (N=28) for studying expatriate managers' personality, motives and adjustment success and c) their immediate subordinates (N=125) for studying the expatriate managers' behaviours and their subordinates' reactions to them. Additionally, expatriate managers were interviewed and responses were coded for implicit motives, experiences and adjustment. SPSS was used to analyse data from questionnaires to obtain cultural and leadership dimensions, leader behaviour and subordinate reactions. The NVIVO computer based disclosure analysis package was used to analyse interview data. Findings indicate that societal culture influences leadership behaviours and leadership perceptions while the expatriate managers' motives, behaviours, personality and the cross cultural training they received prior to their assignment impact on the expatriates' adjustment success and on subordinates' reactions to them. The cultural fit between expatriate managers' home country (19 countries) and the target country (Kenya or Ethiopia) had no significant association with adjustment success but was positively related to expatriate behaviour and negatively associated with subordinates reactions. However, some particular societal practices - obviously adopted by expatriates and transferred to their target country - did predict subordinates' commitment, motivation and job satisfaction. Furthermore, expatriates' responsibility motivation was positively related to their adjustment success. Regarding leadership behaviours and effectiveness, expatriate' supportive behaviours predicted subordinates' job satisfaction most strongly. Expatriate managers expressing their management philosophies and experience shed light on the various aspects of adjustment and management of NGOs. In addition, review of Kenyan and Ethiopian cultures and the NGO context in these countries offers valuable information for expatriate managers. This study's general imphcation for Cross Cultural Management and lnternational Human Resources Management is that the combination of culture general and culture specific knowledge and reflections on Eastern Africa countries can inform senior management and international HR staff about the critical issue of what to include in training, coaching, and actual experience in a particular host country in order to ensure effective leadership. Furthennore, this knowledge is expected to influence expatriate managers' behaviour modification to enhance positive subordinate reactions. Questions about how to prepare expatriate managers and subordinates to work more competently and sensitively across cultures are addressed. Further theoretical implications, limitations of the study and directions for future research are also addressed.