CERES :: Browsing by Author "McLaughlin, Patrick"

Browsing by Author "McLaughlin, Patrick"

Now showing 1 - 20 of 47

Open Access
4 Developing a framework to improve leadership performance in healthcare organisations: the case of the kingdom of Saudi Arabia
(BMJ, 2018-10-31) Algarni, Namshan; McLaughlin, Patrick; Al-Ashaab, Ahmed
In order to improve leadership performance and enhance effective leadership in the healthcare sector organisations in general and the KSA in particular, this study proposes a theoretical framework to address the way in which leadership competency strengthens the relationship between leaders and followers. This research uses a constructive-interpretive philosophical approach, applying a qualitative strategy to achieve its objectives. The study aimed to identify the factors that related to performance level, including enablers and inhibitors of performance improvement. This helped to build an initial understanding about the context of the project and hence, address the critical factors and aspects that could be influencing leadership performance improvement in the healthcare sector in Saudi Arabia in order to develop a framework with suggested interventions to improve the productivity in this vital sector. Sampling of this study is the Health affairs of the Ministry of the Saudi National Guard. NGHA has also become well known internationally, especially in successful conjoined twins separations.
Open Access
A framework to leverage human resources information system for business performance
(Cranfield University, 2023-04) Sofi, Fadi; Fan, Ip-Shing; McLaughlin, Patrick
Payroll is one of the earliest applications in the history of business information system. Despite the early start, Human Resources Information System (HRIS) is primarily perceived as an administration tool. Most business managers do not recognise the business potential of HRIS. This research is motivated to address this phenomenon by identifying key Information System (IS) factors and organisation characteristics and initiatives to enhance HRIS business potential. The study proposes that, with the appropriate skills and knowledge, Human Resource (HR) practitioners can effectively use HRIS data to contribute to greater business success. Similarly, through effective initiatives implemented by business line managers, HR practitioners would be more capable of unlocking the potential of HRIS. A qualitative approach is adopted in exploring the key IS success factors, assessing HR practitioners’ skills, and understanding the initiatives that line managers could implement. The field data of this study were collected from HR practitioners and business line managers who worked for large companies in the UK. The field study confirmed that HRIS has been mainly used in an administrative context, with limited business impact. The two reasons suggested are: 1) there are shortfalls in HR practitioners’ strategic, analytic, and business skills and knowledge; 2) deficiencies in the line managers’ initiatives to maintain a productive HR-line relationship, empower HR practitioners, and adopt business expectations regarding the HR role. The research proposes a HRIS implementation framework that includes key IS success factors, required characteristics and initiatives that help HR practitioners to use HRIS effectively and unlock their potential to contribute to business success. The framework was developed into a Readiness Assessment Checklist (RAC) tool and used successfully in the implementation planning of a HRIS project. The research successfully applied information systems adoption research theories to develop a new model that captures the characteristics of Human Resource Management business practice.
Open Access
A3 thinking approach to enhance a complaints handling process in the airline sector
(Cranfield University, 2019-07) Alshahrani, Bader Mohammed; Al-Ashaab, Ahmed; McLaughlin, Patrick
A prescription for the business success is a matter of concern for company management, researchers and policy makers. There is an ongoing debate regarding the key tools which can increase business efficiency. For example, one stream of research argued that focusing on short-term goals is enough to boost up business performance. On the other hand, another stream argued that companies should focus on long-term performance by emphasising the importance of continuous improvement to assure the delivery of business sustainability. From this point of view, researchers proposed that problem solving is the key for achieving continuous improvement. Problem solving approaches are essential for maintaining the customer service quality as high as possible given the fact that they (problem solving approaches) focus on preventing the reoccurrence of complaints from customers. However, researcher did not reach a consensus regarding the effectiveness of the ‘traditional’ approaches of problem solving (e.g. the 5 whys). As a result, this study develops an A3 Thinking approach for problem-solving in order to enhance the complaints handling process in the airline sector. This approach is validated by using case studies of Saudi Airlines. One of the main advantages of developing such an approach is that it enables the capture of subsequent provision of useful knowledge gained from each complaint, thus enabling the prevention of the reoccurrence of problems, and supporting decision- making. This study provided a valid evidence on the importance of handling customer complaints in different touchpoints during customer journey (pre-flight, on board and post-flight phases). This study found that breaking down customer journey to touchpoints help company management prevent the reoccurrence of customer complaints by increasing the efficiency of responding to customer complaints. The research contributes to the literature by providing a detailed explanation of the journey encountered by airline customers, and it contributes towards enhanced practitioner outcomes by developing a customised A3 Thinking approach for problem-solving in the airline sector based on a learning cycle.
Open Access
Cellular manufacturing applications in MRO operations
(Elsevier, 2013-09-27) McLaughlin, Patrick; Durazo-Cardenas, Isidro
Cellular manufacturing delivers improvements in productivity, lead time and quality. Maintenance Repair and Overhaul (MRO) customers require shorter turn-around-times and reductions in price. The application of cellular manufacturing concepts offers the potential to deliver Original Equipment manufacturing levels of productivity improvement and lead time reductions to MRO operations. Six businesses that practice MRO operations were evaluated to establish the extent and benefits of the application of cell manufacturing techniques to MRO operations. They all reported benefits in turn-around-time and operational performance. All businesses also noted that the difficulties associated with implementation and management of cellular MRO systems related to the variability of input conditions.
Open Access
Creating a culture for radical innovation in a small mature business
(Sage, 2016-10-24) McLaughlin, Patrick
This article describes an approach in organizational development to develop an innovation culture for radical product development in a small mature engineering company. The research took place in a business based in the United Kingdom that designed and manufactured instrumentation and specialized packing machines. An initial study within the company’s new product development team identified key aspects that influenced a radical innovation culture. Nine key themes were found to be pertinent, following an iterative process with the development team. These themes were triangulated using the established Organization Culture Assessment Instrument and the Creative Climate Assessment Tool. A third assessment was developed that gauged the development team culture proximity to an ideal position. Seven interventions were developed in conjunction with the company development team, senior managers, the analysis of previous empirical case research and dialogue with UK companies that promote discontinuous innovation. The results of the interventions were evaluated 4 years after implementation. The culture was re-assessed using the same assessment tools and the changes were identified. The outcomes are described and they indicate the success of the company’s attempt to embed a sustainable radical innovation culture into the product development area.
Open Access
Critical success factors of Lean Six Sigma from leaders’ perspective
(Emerald, 2021-02-15) Alnadi, Mohammad Mahmmud; McLaughlin, Patrick
Purpose – This paper aims to provide a synthesis of the results of the previous literature on leadership behaviours that enable successful Lean Six Sigma implementation. Design/methodology/approach – The published literature that relates to leadership and Lean Six Sigma has been included. A thematic analysis was conducted on the previous literature which helped in identifying the relevant aspects and associating the behaviours with specific aspects. Findings – After analysing the literature, seven key aspects have emerged: (1) communication; (2) culture of continuous improvement; (3) coaching and developing employees; (4) creating vision and aligning goals; (5) employee motivation; (6) employee empowerment; (7) leadership commitment and support. The main leadership behaviours that facilitate and support Lean Six Sigma implementation have been summarised. Originality/ value – Thematic analysis in this field is scarce, so identifying the leadership behaviours’ themes can help researchers in developing a framework of leadership behaviours. Organisations and practitioners of Lean Six Sigma can take into consideration these behaviours as a key to the successful implementation of Lean Six Sigma. They can adjust their behaviours and know the behaviours that need to be developed among leaders. This would facilitate the Lean Six Sigma journey by overcoming the challenges that face practitioners during Lean Six Sigma implementation.
Open Access
Develop a framework to improve lean implementation by leveraging organizational culture within small and medium manufacturing sector: the case of Saudi Arabia.
(2018-07) Alkhoraif, Abdullah Abdulaziz Ali; McLaughlin, Patrick
Implementing Lean into manufacturing small and medium enterprises faces difficulties, whereas it is more likely to be implemented successfully in larger companies, which then gain the advantages of Lean systems (Karim et al., 2011, Pakdil and Leonard, 2015). In addition, Organizational culture is one of the most important factors to focus on to facilitate the implementation of Lean within Saudi Arabian manufacturing (Karim and Arif‐Uz‐Zaman, 2013). Thus, more research that focuses on Lean implementation in SMEs are needed. This article focuses on contributing to develop a framework to improve Lean Implementation into small and medium enterprise manufacturing organisations in Saudi Arabia by leveraging aspects of Organizational Culture. Qualitative research is confirmed to be useful for uncovering such insider views, (Corbin and Strauss, 1990).The thesis will be based on qualitative and grounded theory inside action research with and an inductive approach. Action research tends to be used for prompting conscious change within a somewhat controlled environment, (Collis and Hussey, 2013). The data collection generally employed to study culture consist of; semi structured interviews, observation and focus groups. A framework by identifying suitable interventions to facilitate lean culture. a series of interventions developed with participants. these interventions permitted a framework for SMEs to be developed. A plan of linked interventions designed to develop aspects of lean culture forms the output of phase three. The planned interventions for SMEs are should take place together as a series of interlinked interventions. The interventions come from two sources literature review and data gathering. The contributions of this study are threefold: First, there has been no previous framework of Lean implementation in SMEs manufacturing sector. In addition, It also contributes to knowledge about the failure of lean implementation. Concerning aspects of organizational culture that facilitate lean implementation. This knowledge is transdisciplinary and adds to the domains of lean implementation, organizational culture and lean culture Finally, it supports the academic society with scheme for proposal future research.
Open Access
Developing a framework for employee engagement in large organisations in the Arabic Gulf Region by leveraging national culture.
(2018-04) Alfaifi, Abdulrahman; Al-Ashaab, Ahmed; McLaughlin, Patrick
The aim of this study is to develop and validate a framework for large organisations in the Arab Gulf Region, especially the Kingdom of Saudi Arabia in order to improve employee engagement and thus improve business performance. This research is completed in three phases. First, a detailed literature review summarises what is known about employee engagement and national culture in the GCC region. Second, an industrial field study then asks experienced leaders in the region to comment on the key enablers and inhibitors of employee engagement to better understand the region-specific factors affecting employee engagement, and their relationship to local culture. The results of the industrial field study suggest a number of changes are required to customise the employee engagement literature beyond the extant literature to meet the needs of employees in the GCC region, including actions such as engaging leaders developing a personal relationship with their employees. These changes are brought together to create a revised framework for employee engagement in large organisations in the GCC. In the third phase of the research, these results are tested in two validation studies. The first is a survey with a large sample of employees in the region confirming that these revised enablers of employee engagement predict feelings of employee engagement, and perceptions of performance. The second is an industrial field experiment in which a treatment group reported feeling greater levels of engagement after changes were implemented by a company. This research finds support for a framework of employee engagement that is both consistent with existing literature confirming the importance of key enablers such as providing opportunities for employees to learn and grow, but also additions to the literature with more region-specific ideas such as accommodating Islamic practicalities. This research contributes to the literature on employee engagement in documenting differences in different regions, specifically in this case the GCC region. This is also the first study to link specific aspects of national culture (e.g., power distance) to employee engagement, as well as to specify the distinctions between the enablers, behaviours, and feelings of employee engagement.
Open Access
Developing a framework of leadership behaviours to facilitate the effective use of lean six sigma in manufacturing: the case of Jordan.
(Cranfield University, 2022-03) Alnadi, Mohammad; McLaughlin, Patrick; Fan, Ip-Shing
This study aims to explore the leadership behaviours that facilitate the effective use of Lean Six Sigma, whereby organisations and leaders can realise the required behaviours to use the Lean Six Sigma successfully. Leadership is identified as one of the vital factors for the successful implementation of Lean Six Sigma. Thus, this research studies leadership from a behavioural lens. It would be helpful for organisations to get the expected benefits of Lean Six Sigma. An interpretive research philosophy is adopted; reality is constructed through social interaction in which people construct shared meanings and reality. A grounded theory methodology was used to collect and analyse the qualitative data. From that, identifying the required leadership behaviours was based and grounded on the themes that emerged from the data analysis. Twenty-seven interviews were conducted and, through analysing these interviews, thirty-six aspects of leadership behaviours emerged. The researcher made a constant comparison to let the aspects emerge during data analysis. These aspects were given to the participants in the focus group workshop to group them into core categories (themes). Then, ideal position descriptions for each theme were developed to describe what each theme looked like in the most effective and established organisations. The researcher adopted and relied on three sources to identify the possible leadership behaviours to develop the proposed framework. These sources are a focus group workshop, interviews analysis, and the literature. The framework is a series of leadership behaviours that target specific themes. The framework was validated through experts’ judgment from industry. The experts’ feedback was this framework is comprehensive and covers all topics. They believe that adopting these behaviours can lead to achieving the desired goal, which enhances operations efficiency. This research has contributed to facilitating the effective use of Lean Six Sigma by identifying the leadership behaviours required for the successful use of the Lean Six Sigma. Furthermore, it is novel in explaining how the leadership behaviours can support Lean Six Sigma; the themes’ descriptions explain how influence the use of Lean Six Sigma.
Open Access
Developing a framework to facilitate a culture for continuous improvement within higher education institutions: the case of Saudi Arabia.
(Cranfield University, 2019-08) Alotaibi, Mohammed; McLaughlin, Patrick; Al-Ashaab, Ahmed
Continuous Improvement in HEIs is becoming increasingly an important part of the HEIs strategic management. Major changes in the higher education sector over the last two decades have exerted pressure on the ability of HEI systems to sustain quality, meet increasing demands for accountability, and demonstrate their economic and social role. The drive for quality management and quality assurance has manifested in the increase in accreditation and quality audits required of HEIs by government bodies and external entities. Saudi Arabia higher education system is not exceptional in this regard. Therefore, this explanatory and interpretive study adopted a qualitative grounded theory approach, which, aims to establish how organisational culture can be leveraged to support continuous improvement in Saudi Arabia’s HEIs. It has used a number different data gathering instruments: including, face-to-face interviews, focus groups and survey. It also, identifies a number of themes that influence CI implementation in Saudi HEIs, and develop a framework of interventions that will help to leverage the organisation cultures of Saudi Arabia HEIs to facilitate continuous improvement. Recommendations for further study included more focused studies on the OC of Saudi based private universities and their current CI practices.
Open Access
Developing a framework to facilitate a culture for continuous improvement within nonprofit organisations: the case of Saudi Arabia
(2018-08) Almaiman, Sulaiman; McLaughlin, Patrick
Current research in the field of continuous improvement shows that organisational culture influences the likelihood of organisations succeeding in their mission to continuously improve. However, little has been done to investigate how organisational culture can actually foster continuous improvement. Particular aspects of organisational culture seem to be associated with successful continuous improvement. Yet, despite the apparent interest in the tools and techniques of continuous improvement, these practices have not yet been fully determined. While the for-profit sector, suffering from exhaustive competition, would be glad to discover these aspects, it is a major concern that nonprofit organisations cannot survive without continuous improvement, as they too need to respond dynamically to the rapid and dramatic changes in today’s world. This research asks what procedures and interventions would facilitate a culture of continuous improvement in nonprofit organisations. As the case study for this research, the Saudi nonprofit sector has been chosen, as little empirical research exists on continuous improvement in developing countries. Additional factors for choosing Saudi Arabia are that the country’s economic growth rate is increasing, and the ambitious “Saudi Vison 2030” aims to expand and enable the nonprofit sector to increase its impact on the nation’s well-being and economy. This exploratory study adopts an interpretive paradigm whereby reality is socially constructed and treated as subjective, consisting of multiple entities that can be explored from the perspectives of the research participants. A grounded research methodology and an action research approach focused on an issue to bring to light the cultural features that foster continuous improvement. Grounded theory was the chosen approach for collecting and analysing the qualitative data; thus, the theory that were constructed was grounded in the data themselves. Qualitative data were suggested as appropriate for answering the research question. Thirty-one interviews in thirteen nonprofit organisations yielded data which, when analysed revealed six themes. These themes were then returned to the participants through self-assessment surveys to gauge their organisation’s proximity to the ideal position. After that, six proposed interventions were developed to help organisations to shift gradually to the ideal position of a continuous improvement culture. These interventions were developed from the basis of the literature and focus group discussions. Finally, a conceptual framework was synthesised to visualise the impact of an organisation’s culture on its continuous improvement and to show how this impact could be achieved through similar intervention. The originality of this work comes from the fact that while Saudi Arabia is attracting intense interest from the international research community, little research has been done on continuous improvement practices there, in part because Saudi nonprofit organisations may have been hesitant in granting access to foreign researchers. This study offers one of the first "inside views" of Saudi nonprofit organisations with reliable data, focusing particularly on continuous improvement.
Open Access
Developing a framework to facilitate an improvement culture: the case of Saudi Arabia
(2017-06-30) Almaiman, Sulaiman; McLaughlin, Patrick; Al-Ashaab, Ahmed
This research explores aspects of organizational culture to facilitate continuous improvement within nonprofit organizations. Research shows that organizational culture plays a significant role in driving organizations and that they benefit from continuous improvement. The nonprofit sector contributes much to the economy and well-being, but is still often neglected; hence, Saudi nonprofit organizations are here the location for building a framework that promotes a culture of continuous improvement. In this qualitative research, grounded theory is the chosen approach. Eighteen interviews in nine organizations yielded data which, when analysed revealed forty emergent factors, classifiable into six initial themes developed by focus group participants. However, synthesising the framework is still in progress.
Open Access
Developing a framework to facilitate employee engagement culture: a case of Saudi Arabia Banks.
(2018-05) Alshehri, Mohammed; McLaughlin, Patrick; Al-Ashaab, Ahmed
Employee engagement has attracted widespread interest over the past twenty years from the practitioner network and researchers. It is claimed that organizations that focus on growing an engagement culture will increase their employee productiveness, fulfil their organizational objectives, and enhance their employee retention rate (Kim et al. 2013; Kuntz and Roberts 2014). However, the fundamental issues revolving surrounding the meaning and key antecedents of employee engagement nevertheless demand similar research interest (Saks and Gruman 2014). The Saudi banks are an important component of Saudi Arabia’s financial system. In light of the emerging high volume of business activities, Saudi banks are keen to inspire worker participation and employee engagement. This behaviour will allow banks to achieve sustainable business development. In response to these issues, the present thesis offers the possibility to advance the knowledge of organizational culture’s influence on employee engagement. The present thesis adopts a qualitative approach, and the method used is grounded theory. The data collection process adopts an issue-focused approach. Interviews were conducted with banks managers and their subordinates (male and female). The present study is based on two stages; the first stage is the pilot study, that consists of seven interviews, while the main study involves 28 interviews. The study was conducted in Saudi Arabia, with managers and their subordinates within seven banks. The outcomes of this study aim to produce valuable information on employee engagement factors based on the views of the employees of these banks. The key findings of the present thesis indicate that the factors that made the greatest contribution to employee engagement were: diversity management, organizational behaviour and practices, job characteristics and employee competent matching, motivation, reward and recognition, fairness in the workplace, competency and skills development, and employee psychological ownership. The outcomes of the present thesis contributes to the existing theory on employee engagement by providing empirical evidence regarding the engagement meaning construct and its distinctiveness from similar, alternative, well-established attitudinal constructs. This study provided understanding of characterises personal and organizational behaviour in Saudi Arabia, as distinctive features of the society. Overall, the study undertaken here found that Saudi society’s micro-dynamics are defined through sub-categories of the population marked by diversity and variation these are typically overlooked by academics exploring organizational culture in the country. The present study employed the concept of management research ‘relevance,’ which can only be proved through the effectiveness of the breadth and scope of the research. Traditionally, a research problem is set according to the gaps within the specialized literature. In the present research, a research problem is an issue which concerns the participants and seeks to manage these concerns, and so takes into account the research participants’ views. Furthermore, the present thesis offers a framework consisting of the themes that emerged from the analysis as well as the proposed interventions for maintaining an employee engagement culture. Furthermore, a discussion of the analysis’ limitations and recommendations for future researches will be presented, and a conclusion will be drawn.
Open Access
Developing a framework to improve employee engagement leveraging by organisational culture in banks for developing countries: a case study from Libya (Tripoli banks)
(2017-08) Eseleni, Mohamed Mohamed; McLaughlin, Patrick; Al-Ashaab, Ahmed
Many previous studies have identified factors that enable and inhibit engagement. However, (Abukhzam and Lee, 2010; Twati and Gammack 2009; Mohamed, 2013) To date, there has not been any detailed research which focuses on staff engagement despite the fact that the ‗people factor‘ is of central importance in organizational change leveraging by organizational culture. Thus far, the research that has been carried out on the Libyan banking sector focus has been limited to e-banking ,service quality and customer satisfaction (Elmayar, 2011; El-Shukri, 2007; Khafafa and Shafii, 2013). This research contributes to filling this gap by developing a validated framework for improving employee engagement in Libyan banking organisations, and identifying specific interventions to improve engagement. A pilot study preceded two fieldwork phases, all of which took place in Tripoli. The pilot study involved interviewing employees and managers from four Libyan banks to identify factors potentially relevant to organisational engagement. In the main study (phase I), a further 20 individuals, representing employees, managers and senior management, were interviewed from the same four banks, to identify enabler/inhibitors of employee engagement in Libyan banking organisations. In phase II, a focus group of seven bank staff were asked to categorise and rank enablers/inhibitors of employee engagement, discussing their answers. The results of this categorisation task formed the basis of the employee engagement framework developed by this research. Interventions to improve engagement were identified by reviewing relevant literature and case studies, and analysing interview and focus group data. Ten factors from the pilot study were identified as having an effect on employee engagement within Tripoli banks sector and from The main study interviewed a further 20 employees from the same banks in Tripoli. Further factors were identified, some of which overlapped with the findings of the pilot study The final framework consisting of 12 themes and 42 interventions was validated by a team of experts and can be used to improve engagement by targeting key organisational areas. This framework, the first of its kind in the Libyan context, provides a much-needed guide for organisations and managers working within the banking sector there. It may also be applicable to other organisational sectors, in Islamic cultures, regions and organisations.
Open Access
Developing an improvement culture within nonprofit organizations: a grounded theory case of Saudi Arabia
(IBMA, 2018-04) Almaiman, Sulaiman Abdullah Saleh; McLaughlin, Patrick
It has been confirmed that organizational culture (OC) has a significant impact on facilitating continuous improvement (CI), although it is not clear yet how this impact can be achieved. On the other hand, nonprofit organizations (NPOs) struggle mainly in sustaining resources and increasing the quality of the services they provide. Nonetheless, NPOs contribute remarkably to economies and civilisation. They deserve research attention, and studies done on CI suggest it to be holistically beneficial. Therefore, this paper has selected Saudi NPOs for their social setting to explore the influence of facilitating CI. The approach of grounded theory has been employed, using qualitative data, to construct a reality based on participant perspectives. The thirty-one interviews that were conducted at thirteen organizations revealed many lower level cultural aspects. These aspects were evolved, during five focus groups, into six higher-level themes. The findings can be used by leaders to create desired change.
Open Access
Developing an organizational culture that facilitates radical innovation in a mature small to medium sized company: emergent findings
(2005-06-03T18:42:27Z) McLaughlin, Patrick; Bessant, John; Smart, Palie
Existing theories in the broad field of innovation management suggest that organizational culture affects the propensity of firms to be innovative, in their new product development offerings. A major thrust of inquiry implies that mature firms often lose their propensity to be innovative, as some aspects of organisational culture that were previously associated with successful incremental change, become the current cultural inhibitors of radical innovation. Whilst a large proportion of the existing empirical research has concentrated on incremental innovation or innovation management in general, there is little known about the specific aspects of organisational culture that facilitate radical innovation. Furthermore, the literature tends to focus on ‘innovation stories’ in larger firms which often simply assume that smaller firms are more agile and therefore more innovative in their approach to value creation. This paper reports the results of an exploratory case study into specific aspects of an organisational culture within a R&D setting that enable radical product innovation, in a small to medium sized UK based company in the tobacco industry. A grounded research methodology and an action research approach utilised an “issue” focus to surface the presence and intensity of cultural attributes that enable and inhibit radical product innovation. This investigation identified nine emerging themes and key constructs of a “local” innovation culture that were found to influence radicalness in new product development ventures. The interrelationships between the themes are mapped and discussed in the context of current theoretical perspectives in the field of innovation management. Finally a conceptual framework incorporating two archetypal forms of innovation culture is outlined to articulate and scope the transition between these two “ideal” states.
Open Access
The development of a design and development framework between OEM and supplier
(Cranfield University, 2019-07) Ogundana, Damilola; Al-Ashaab, Ahmed; McLaughlin, Patrick
Suppliers are of great importance to OEMs because of the benefits that can be gained from collaborating with them. But for the OEM to select the appropriate supplier for the specific job they want accomplish, they must first create criteria that can be used to evaluate the supplier. The purpose of this thesis is to develop a design and development framework between OEM and supplier. The framework is focused only on the design and development activities and not manufacturing. This research was able to identify the right criteria for OEMs to use to assess, select and evaluate suppliers. Moreover, it was able to clarify the difference in criteria for each of the three aforementioned activities. The construction of the framework commenced with the use of an extensive literature review which was followed by an industrial field study consisting of 5 interviews with four companies who specialise in different sectors of engineering. The outcomes were integrated to generate the contents of the supply chain framework. A case study was simulated in order to verify the framework. The design and development framework provides the necessary means by which an OEM can assess, select and evaluate suppliers during product design and development processes. As a result of this, a functionally feasible and enhanced design and is more efficient can be realised. The framework that was developed as a result of this is very comprehensive and is able to mitigate the challenges faced in the industry today, regarding a outsourcing of OEMs’ product development activities to supplier. The contributions to the knowledge are as follows: (1) The developed framework provides a clear understanding of what constitutes as assessment criteria, selection criteria and evaluation criteria in product design and development within the supply chain. (2) The framework mitigates the evolving challenges faced by OEM and suppliers when product design and development is outsourced. (3) The developed framework encompasses all the activities involved in assessing, selecting and evaluating suppliers throughout the outsourcing process.
Open Access
Digitalised solutions of organizational learning capability to enhance performances of public service organizations.
(Cranfield University, 2021-06) Alkaraeen, Mohamed K.; Al-Ashaab, Ahmed; McLaughlin, Patrick
Public organizations provide training to enhance their employee’s capabilities to provide better services. Public organizations should use different learning methods to enhance their employee’s skills and service offering. Therefore, public organizations are considering using different learning programs such as classroom training, coaching, mentoring, internship, visiting fellows and other new and innovative learning programs. For the organizations to be effective in providing the learning programs to their employees, there is a need to have an approach to support these efforts. This research suggests that Organizational Learning Capability (OLC) is the right approach to do that. The OLC is defined as the facilitation of a process to ensure that the organization is learning from its operations and experiences of different projects and initiatives. This learning process is influenced by certain factors that are directly related to the performance of both employees and service provision. The research starts by performing an extensive literature review of organisational learning capability and the enabling digital technologies. Based on the findings of the literature review, a semi-structured questionnaire was developed to capture the sector perspective by interviewing employees in public service organizations within United Arab Emirates, United Kingdom, France, Poland, Spain, Norway, and Finland. This research proposes an OLC model consisting of the 3 key elements that represent the definition of OLC; the learning processes, enablers, and influential factors. The OLC model helps public service organizations to improve their learning activities and bridge the gap between investments in learning initiatives and improvement in service provision in public organizations. The OLC model helps to define all other learning programs where the coaching, Gemba-Walk and design thinking learning programs are presented in this thesis as OLC sub-models. These are new and innovative learning programs whose potentials are being explored in this research, for their ability to enhance employees and service provision within public service organizations. Moreover, two digitalised software demonstrators for the coaching and design thinking learning programs are presented in this research to reflect how digital enabling technologies could facilitate the implementation of learning programs in public services organizations. Furthermore, to validate the OLC model and sub-models, two case study validations (concerning the implementation of coaching and design thinking learning programs in a public service organization), as well as two experts’ evaluations are presented in this research. The key contribution to knowledge from this research is a comprehensive OLC model that helps public service organizations introduce and implement OLC in an effective manner using enabling technologies.
Open Access
The effects of cultural aspects and leadership practices on the healthcare organizations' performance: the case of Saudi Arabia
(IBIMA Publishing, 2020-12-17) Algarni, Namshan A.; McLaughlin, Patrick; Alqarni, Nouf M.; Alotaibi, Majed M.
This article aims to investigate the effects of cultural factors and leadership practices towards organisational performance development in healthcare organizations. A case study of one of Saudi Arabia’s key healthcare providers was used. This study investigated the leadership practices, organizational culture, and performance improvement in the case study of healthcare organisations using qualitative interpretive paradigm to explore, explain and describe “the current state” based on the perceptions and opinion of individuals. Constructive-interpretivism philosophical approach is used for this study, employing a qualitative strategy. The study is specifically sought to determine the factors that promote and inhibit leadership performance improvement culture. Results suggest the heavy influences of organisational culture and other factors in the case study sector such as religious and national cultures, on the leadership performance. Research participants indicate that positive and negative behaviours of leaders and executives in top management affect the performance of employees and shape the organisational culture. The implications of these findings are highlighted, as well as the need to further explore how cultural factors and leadership practicescan affect the level of productivity in this vital sector.
Open Access
Explore and evaluate organisational culture aspects that affecting Lean implementation within manufacturing SMEs: the case of Saudi Arabia
(Inderscience, 2018-12-31) Alkhoraif, Abdullah; McLaughlin, Patrick
There is a scarcity of research about cultural aspects and organizational culture related to Lean Implementation (LI) (Pakdil and Leonard 2015). In order to addressing the need for Organizational Culture (OC) to better facilitate Lean and propel its success among Small and Medium Enterprises (SMEs) in Saudi Arabia as a case, requires a methodology which supports the research and analysis of OC. Grounded theory, action research and an inductive approach has been selected. Due to the nature of the topic requiring the exploration of culture, it is beneficial to utilise qualitative research which is provided by grounded theory that has been adopted. Thus, adhering to the grounded theory process utilising an issue focused approach, (Sackmann, 1991). Semi-structured interviews, observations and focus-groups were chosen to conduct this exploratory study. 37 aspects have been identified from semi-structured interviews. All these aspects have been aggregated through focus groups to 7 main themes.