AHFE Open AccessHuman Factors in Management and Leadership
Editors: Salman Nazir
Topics: Management and Leadership
Publication Date: 2023
ISBN: 978-1-958651-68-1
DOI: 10.54941/ahfe1003994
Articles
Competency-Based Training and Assessment (CBTA) Framework in Global Aviation Training
One of the most important components of workforce planning in Human Resources Management (HRM) is ensuring that employees have the right skills and competences to do their jobs. The expansion of low-cost and traditional carriers has enhanced the reach, breadth, and frequency of traditional passenger-carrying services. Due to the growing need for highly trained professionals in Intelligence Human Systems, airline recruiters are under pressure to find new ways to attract and communicate with potential candidates. This study intends to include CBTA into aviation personnel planning, training, and management of the Intelligence Human Systems Integration - transformation. Research objectives include a theoretical study of the CBTA framework, an examination of human resources planning, training, and operations, identification of aviation Subject Matter Experts performance gaps, and a recommendation for adopting the CBTA framework in aviation human resources framework and Intelligence Human Systems Integration. When building the worldwide CBTA framework for the aviation industry, the authors studied the governing variables and trends in the industry, suggesting a global strategy to managing HSI-change.The pandemic's effects were addressed when implementing CBTA. According to a recent research, aviation programs should stimulate learning beyond the ab initio basic knowledge requirements, give chances for ongoing education, and stress quality over quantity (e.g., developing pilot hours, integrating new technology) (AI). Organizational culture, opposition to technological progress, and employment laws affect demand. In the following study, a synthesis of the Lean Six Sigma (L6) strategy and CBTA framework is offered as an alternative to the prevailing method in many countries, which inhibits change management and increases organizational pressure. Implementing verified CBTA – EBT / psychological applications during installation and change management can help airlines become an employer of choice in the sector and speed up intelligence human systems integration."Competency" is a human performance attribute used in aviation to predict job success. When a person engages in behaviors that draw on the proper knowledge, abilities, and attitudes to complete activities or tasks within set parameters, they demonstrate and demonstrate a competency. Research follows ICAO's description of knowledge, abilities, and attitude (ICAO, 2022):• "Knowledge is particular information needed to acquire and apply skills and attitudes needed to recall facts, recognize concepts, apply rules or principles, solve issues, and think creatively at work,"• "Knowledge is particular information needed to acquire and apply skills and attitudes to recall facts, recognize concepts, and apply rules or principles (ICAO, 2022)." Attitude is a learned mental state or disposition that determines a person's conduct toward any item, person, or event. Positive or negative attitudes can evolve. Attitudes are affective, cognitive, and behavioral. Aviation SME must "know how to be" in each circumstance to have the "right" attitude.Purdue's professional flying program acknowledged both technical and nontechnical competencies based on IATA requirements. Furthermore, Purdue research employed qualitative and quantitative methods to confirm the idea that combining Competency-Based Training Assessment with a structured recruitment and selection plan increases organizational performance.The chosen inductive research method focuses on reducing delays in pilot hiring and training by incorporating personnel capabilities that reduce performance differences. The study also examines how Lean Six Sigma personnel planning and training effect airline operating expenses. Removing superfluous processes from the recruitment process can help airlines save money and time on recruitment and employee training. Purdue Research roadmap focuses on AI certification (FAA, EASA), AI training following a change management approach, and AI standards in the worldwide AI aviation ecosystem. In conclusion, the outcomes of this study project indicate that the firm must rethink its organizational culture, adopt an integrated CBTA approach, and use the proposed Lean Six Sigma Recruitment process.
Dimitrios Ziakkas, Debra Henneberry, Abner Del Cid Flores
Open Access
Article
Conference Proceedings
Technology Implementation Model for the Integration of Mexican SMEs into Global Markets
One of the biggest challenges that SMEs in Mexico face for their growth, is finding a way to increase their participation in global markets. The global economic situation of recent years, after the pandemic restrictions, has made evident the fact that the micro, small and medium-sized companies (which in Mexico represent more than 95% of the established ones) require strategies that allow them to rapidly integrate into global markets in search of economic growth. Technological developments in the Industry 4.0 environment are presented as a tool that drives this growth, however, situations such as lack of budget, drop in sales, lack of government support, and general ignorance of technology and its use, seem to be barriers that SMEs must overcome at this time. Based on previous works (Castillo-Galván, P; Méndez, J. 2021; Castillo-Galván, P; Cervantes, L, 2020) where the Digital Technological Environment in the world is analyzed, this document presents a Technology Implementation Model for SME companies that allow them to establish individual strategies with a view to being able to integrate into global supply chains. The strengths and weaknesses of small and medium-sized Mexican companies are analyzed and a sequence of technological transfer and implementation is proposed, which they can carry out to respond to the demands of globalized markets.
Patricia Castillo-Galván
Open Access
Article
Conference Proceedings
A changing demographic – profiling Female quantity surveyors in South Africa
The growth and prosperity of a profession such as the discipline of quantity surveyors in South Africa are often linked to accurate self-knowledge and integrating that knowledge into future strategies and planning. When the make-up of such a professional discipline is stable, this management process is relatively simple and can rely on previous and existing self-knowledge. However, a young democracy and developing country like South Africa often presents additional challenges. Strategies that rely on knowledge of what the compo-sition of the profession was 5 to 10 years ago may be found wanting today. Successful progress and effective succession planning will require professional disciplines and organ-isations serving these professions to keep up to date with changes in the environment, including the make-up or composition of the profession. The recent COVID-19 pandemic has disrupted many industries and professions alike. However, the pandemic also provided the need for self-reflection and the time and space to perform such contemplation. The South African Association of Quantity Surveyors (ASAQS), assisted by the University of Pretoria, analysed the profile of its members dur-ing this period through a comprehensive questionnaire. A total of 626 valid responses were received from respondents, representing approximately 14% of registered QS's in South Africa.The data from these questionnaires indicate that significant changes are occurring in the profile of the ASAQS membership. These changes are apparent in the age and racial make-up of the current membership. The study also finds the gender of ASAQS members to be an important profiling attribute to describe the changing face of South African quan-tity surveyors. The South African quantity surveying profession of the past consisted mostly of male members of European descent. This study will describe the growing num-ber of female quantity surveyors in South Africa by referring to their age, race, locational spread, academic qualifications, nationality, registration status with the Council of South African Quantity Surveyors, and length of the current employment term. This analysis will provide a reasonably detailed description of the female quantity surveyors in South Afri-ca.The above information will be of value to the Association of South African Quantity Surveyors, the management of quantity surveying firms and institutions such as universi-ties that offer accredited academic programmes to train quantity surveyors. The findings can also be shared with quantity surveying organisations across international borders to compare against their membership profiles.
Danie Hoffman, Faith Dowelani, Benita Zulch
Open Access
Article
Conference Proceedings
Co-opetitive Management and Leadership Methodology for Democratic Organizational Change
If change is constant, then change management is constant, but maintaining successful change management programs and strategies can be challenging, especially if the impact of the change is big or the time between the changes is small, or the frequency of changes is high. Organizational changes can be seen as mandatory route for the adaptation of new markets trends, client expectations or response to social and geopolitical situations and events that demand structural and radical changes for the organization to move on. However organizations are composed of humans and change management tends to be more related with human resource management than operations management. It is the degree of effective human involvement that defines and drives a successful change, even if this change has limited human input such as technological changes, supplier changes, etc.Over the years several change management theories have been evolved and adapted in the market. Some use more aggressive and X type or management practices, such as the Kotter’s model for change, while others use more democratic and Y type of management practices such as the ADKAR model for change. In either case, or in the ones that are more in the middle such as the Lewin’s forces for change, the participation of the employees needs to be secured with their willingness to engage constructively and not disruptively. Change is more likely to be adopted, and last longer, if intentionally or unintentionally is conceived as the right thing to do, with individual benefits. Therefore, the management objectives in a change management strategy can be directed under a new leadership type that integrates the democratic, participative, situational and transformational leadership theories.This paper presents a critical and comparative analysis between the Kotter’s Model for change, the ADKAR Model and the Lewin’s Forces for change. The result of this analysis highlights the leadership type that is primarily used and its distance from other the leadership types. It also indicates the switch of the management and leadership practices during the change management process, and the challenges related to that. The result of these analysis attempt to identify the degree of democracy used in the change management process which is essential for the effective and long lasting implementation of a change strategy. Democratic change programs can be implemented with less resistance regardless the impact of the change or the frequency they are executed. Therefore the paper identifies the change management model that is closer related to the Company Democracy Model used primarily for innovation based organizations strategies, and extends the application of this change management model to such type of organizations which are also characterized from their non-hierarchical structures and organizational cultures. These type of neo-liberal organizations are the most difficult to change as their degree or democracy and freedom to operate does not favour change management strategies driven mostly by logic, order and authority. For this a new leadership type is introduced that promotes co-opetitition instead of competition, an non-competitive collective effort to go through a change.The research conducted for this paper is based on an extensive literature review on change management theories, primary research with surveys and interviews but also analysis of case related studies to indicate the need for the critically analyse the two models studied and set the base for a new change management and leadership theory. Furthermore, the paper presents the pre and post-condition for adopting the new theory, highlights research limitations, and identifies areas of further research to be conducted for the optimization of the new theory and its contribution to the science of management and leadership.
Evangelos Markopoulos, Alisia Jordanou, Hannu Vanharanta, Jussi Kantola
Open Access
Article
Conference Proceedings
Merging the Holacracy and the Company Democracy Models into a new disruptive and intellectual capital driven Human Resource Management methodology
Human resources management (HRM) has been evolved over the years into a dynamic scientific discipline extending the concept to new frontiers beyond its initial administrative and career development purposes. Modern HRM involves advance technology such as Artificial Intelligence Expert and Fuzzy Systems, Cognitive and Behavioural Science and Technologies, Futuristic Interactive Technologies such a Metaverse, and advanced management and leadership theories related to dynamic and non-hierarchical organizational structures and cultures for the identification of the capability and the maturity of each individual, and the transformation of their skills and competencies into human intellectual capital for effective operations, productivity and corporate innovation. Such advancements in HRM must take into consideration the mental state of an employee and the employer as well, at a given situation, circumstances, operations and organizational strategy. Humans perform best, and develop themselves even better under participative and democratic management and leadership plans where opportunities are offered, and their efforts are practically recognised. On the other hand, the degree of democracy and participation needed can be questioned, forming a challenging issue to be solved. The dilemma between productivity and wellbeing becomes stronger over the years in the western world and this is where advanced technologies and management theories are introduced and integrated to better understand human beings and identify their intellectual capital, that can maximize the efficiency and productivity potentiality. This paper addresses this modern HRM challenge by comparing and contrasting the American Holacracy Model with the Nordic Company Democracy Model, two management models, from two different management schools, whose operations directly impact human resource management in terms of staffing, promoting, and career development. The Holacracy model approaches the modern HRM challenge mostly from a direct and short terms operations productivity goals while the company Democracy model approaches the same challenges from an indirect and longer term operations productivity goals. The first model relies more on participative management and leadership while the second on democratic management and leadership. They both utilize human intellectual capital with different methods and for different purposes which at the end identify the capability and maturity of each employee to correspond at dynamic organizational strategies lead from different perspectives and management philosophies. The degree and the effectiveness of the human resources responsiveness indicates the employees and managers that can perform best under each model, the career development activities to be adopted, and the career path that can be followed within the organization. The novel contribution of this paper extends beyond the comparison of the Holacracy and the Company Democracy models from the HRM perspective, but attempts to integrate the operations and philosophy of the two models with the introduction of a new and disruptive model where Holacracy operates within the Company Democracy Model. Such an approach maximizes the benefits of the two models, creates a new dynamic leadership and management type, and introduces a new organizational culture in which everyone can find the right place to perform best, evolve within the organization, and utilize their human intellectual capital which, in both models, is the driving force for efficiency, productivity, personal and organizational development.The research conducted for this paper is based on an extensive literature review, primary research with surveys and interviews but also with the analysis of case studies to indicate the need for the critically analyse the two models and set the base for the proposed integrated model. Furthermore, the paper presents the pre and post-condition for adopting the new model, highlights research limitations, and identifies areas of further research to be conducted for the optimization of the new model and its contribution to the global economy and society.
Evangelos Markopoulos, Alisia Jordanou, Hannu Vanharanta
Open Access
Article
Conference Proceedings
Impact of China-Pakistan Economic Investment on Volatility of Stock Exchanges in Pakistan and Shanghai
This paper aims to analyse the impact of the China-Pakistan Economic Corridor (CPEC) on the volatility of the Pakistan Stock Exchange and Shanghai Stock Exchanges, namely, to analyse the pre and post impact of China investments in Pakistan in the energy sector on the stock exchanges of the respective countries. The methods used include an econometric analysis, namely, the GARCH model, and univariate statistical analysis, from 4th January 2010 to 2nd January 2019. The results present a significant difference in volatilities of the pre and post returns of both indices. Stock prices increased post-CPEC announcement in Pakistan, and there was a growth in the stock market. However, the mean return post-CPEC announcement is lower than Pre-announcement tenure, combined with higher volatility. This shows investor under confidence due to secrecy and non-transparent deals done under CPEC. Face to these results, we recommend a more transparent process in CPEC.
Natacha Silva, Maria José Palma Lampreia Dos Santos
Open Access
Article
Conference Proceedings
Transformational versus transactional leadership styles in ensuring wellbeing of STEM workers
Work environment is characterized as unstable and unpredictable. Accordingly, employees need to adapt to and cope with radical changes occurring in the work and social environment. Based on previous literature, leaders may play a central role in helping employees to deal with complexity and to respond to various pressures. Although the previous studies have broadly discussed the appropriateness of using different leadership styles for organizational and employee effectiveness, nonetheless the domain of employee well-being tackling it from the SCARF model perspective remains somewhat neglected. Moreover, although the number of employees working in STEM (science, technology, engineering, and math) jobs is growing, there is still a gap in analyzing STEM workers’ well-being and the factors influencing it. The aim of the paper is to reveal the impact of the transactional and transformational leadership styles on employee well-being in terms of the way the status, certainty, autonomy, relatedness, and fairness perceived by STEM workers could be enhanced or reduced by leaders. With this in mind, interviews were conducted with STEM workers. The core findings revealed the duality of both leadership styles, where both styles served as antecedents for enhancing or reducing employee well-being. The paper calls for rethinking the leadership style while striving for STEM workers’ and organizational sustainability.
Živilė Stankevičiūtė, Asta Savanevičienė, Lina Girdauskiene
Open Access
Article
Conference Proceedings
Gender Based Violence at Sea: Collective Actions for Collective Trauma
Gender Based Violence (GBV) has been a priority agenda in the international maritime community in recent years when GBV was anonymously reported through social media. GBV is particularly a challenge for young women seafarers who are more likely to experience sexual harassment than their male counterparts. Nevertheless, GBV is a common problem for all seafarers on board where a hostile environment and hierarchical and male-dominated work cultures may foster GBV. A similar term, sexual assault and sexual harassment (SASH) is used during the meetings of the International Maritime Organization (IMO), in relation to a new mandatory training on the prevention of bullying and harassment including SASH. The paper also used a theory of “collective trauma” which refers to how silently GBV or SASH had been practised and unchallenged in the culture of seafaring.
Momoko Kitada
Open Access
Article
Conference Proceedings
Barriers to the collection of gender-disaggregated data in ocean science
The importance of collecting baseline gender disaggregated data is well acknowledged in science communities, including ocean science. However, the collection of gender disaggregated data is not always actioned or prioritized in organizations. This paper analyzes barriers to the collection of gender disaggregated data in the context of ocean science. The data analyzed in this paper relate to three research projects under the Programme called “Empowering Women in the United Nations (UN) Decade of Ocean Science for Sustainable Development”. These projects collected secondary and primary data about gender equality from ocean-related intergovernmental organizations (IGOs) and non-governmental organizations (NGOs) as well as universities and research institutions in Kenya. To analyze barriers to the collection of gender-related data, researchers’ observations and reflections recorded in field notes and research diaries were used for analysis. To supplement the analysis, IGOs and IGOs’ narratives in their efforts to collect gender-disaggregated data were also analyzed, which highlights the importance of leadership and management to facilitate a systematic data collection about gender in ocean science communities. The paper concludes that a systematic approach to collect gender-related data can be facilitated by gender equality strategies and action plans which are the main deliverables of the Programme.
Momoko Kitada, Ellen Johannesen, Renis Auma Ojwala, Susan Buckingham, Zhen Sun, Mariamalia Rodriguez-Chaves, Francis Neat, Ronan Long, Clive Schofield
Open Access
Article
Conference Proceedings
Definitions of The Tariff between Dostyk St. (Kazakhstan) – Mannheim Industry and Hafen St. (Germany)
The article deals with the issue of determining the tariff for freight transportation along the route Dostyk station (Kazakhstan) - Mannheim Industry Hafen station (Germany) on the basis of the Common Transit Tariff (ETT) methodology under the scheme with a tariff break and under the through shoulder scheme. A method for determining the tariff based on the supranational currency EvroNur is proposed. The effectiveness of the use of supranational currency in the organization of international freight traffic is clearly shown.
Zhaken Kuanyshbayev
Open Access
Article
Conference Proceedings
AI-based sentiment analysis approaches for large-scale data domains of public and security interests
Organizational service learn-leadership design for adapting and predicting machine learning-based sentiments of sociotechnical systems is being addressed in segmenting textual-producing agents in classes. In the past, there have been numerous demonstrations in different language models (LMs) and (naıve) Bayesian Networks (BN) that can classify textual knowledge origin for different classes based on decisive binary trees from the future prediction aspect of how public text collection and processing can be approached, converging the root causes of events. An example is how communication influence and affect the end-user. Within service providers and industry, the progress of processing communication relies on formal clinical and informal non-practices. The LM is based on handcrafted division on machine learning (ML) approaches representing the subset of AI and can be used as an orthogonal policy-as-a-target leadership tool in customer or political discussions. The classifiers which use the numeric representation of textual information are classified in a Neural Network (NN) by characterizing, for instance, the communication using cross-sectional analysis methods. The textual form of reality collected in the databases has significant processable value-adding opportunities in different management and leadership, education, and climate control sectors. The data can be used cautiously for establishing and maintaining new and current business operations and innovations. There is currently a lack of understanding of how to use most NN and DN methods. The operations and innovations management and leadership support the flow of communication for effectiveness and quality.
Janne Heilala, Paavo Nevalainen, Kristiina Toivonen
Open Access
Article
Conference Proceedings
Scoping review to identify key concepts for building sports organizational integrity
Integrity has gained increasing attention in sports recently. Integrity in sports is often associated with issues such as doping, harassment, violence, betting, match-fixing, corruption, ethical deviance, and lack of governance. Currently, protecting and strengthening integrity involves two approaches: (1) attempting to maintain integrity by establishing rules and ensuring people comply with them (the rules approach), and (2) seeking to maintain integrity by looking to the future and aiming to avoid negative evaluation (the means approach). However, we hypothesize that adopting an approach that attempts to maintain the integrity by drawing out the altruistic and socially respectful traits inherent in people is also possible, and we set out to build a system to address this as an organization through a holistic approach. In this study, we aim to identify the relevant concepts that are important in building a mechanism to enhance integrity as an organization through a scoping review conducted using a standardized protocol in PRISMA-ScR. The research design was a scoping review, and the procedure followed the PRISMA-ScR to select and eligibility the articles. The central concepts of the eligibility articles were then extracted. Results of scoping review, we identified 63 review articles, excluded 7 articles because of duplication, and selected 56 articles. The first eligibility criterion for inclusion was that the research must be related to sports integrity, which resulted in the selection of 33 articles. The second eligibility criterion was organizational research, leading to the selection of 10 papers based on their eligibility. The 7 central keywords in the 10 selected papers were: gender, accountability, stakeholders, governance, coaching, leadership, and organizational performance. Some of the concepts, such as gender, accountability, and stakeholders, were not commonly found in previous sports integrity research, suggesting new perspectives on how to build a system to strengthen integrity in an organization.
Naoto Shoji, Yuito Matsuoka, Takanori Yoshida
Open Access
Article
Conference Proceedings
School Bus Transport Companies Enhancing Community Engagement for A Safe And Inclusive Educational Journey
School bus transport companies play a vital role in ensuring the safe and reliable transportation of students to and from educational institutions. Beyond their core function of transportation, these companies have the potential to actively engage with the communities they serve, fostering meaningful relationships, and contributing to the overall well-being of students and families. This paper explores the importance of community engagement for school bus transport companies and highlights an initiative that First Student – Omaha West undertook to enhance their involvement in the community. First Student is a renowned leader in the school bus transportation industry, distinguished by their unwavering dedication to fostering strong community engagement. As a company, they actively engage in a diverse range of events, including parades, flea markets, toy drives, and sponsorships for numerous other community engagement initiatives. Their deep-rooted commitment to community-building surpasses their core transportation services, as they believe that investing in the communities they serve is an integral aspect of First Student’s overarching mission.In 2022, First Student achieved a significant milestone by partnering with Red Bridge Ministries. This resulted in the successful execution of an extraordinary toy drive. Red Bridge Ministries is a 501c3 non-profit organization. The purpose of the ministry is to help meet needs for people in the Omaha/North Omaha community. Red Bridge Ministries believe it is important to meet the needs of the whole person; spirit, soul and body. It is their endeavor to have a positive impact in the lives of families through intentional services to help people better themselves.Through their incredible support and generosity, community members were able to raise an impressive sum of approximately $5,000 towards the toy drive. Donations led to the collection of over 500 toys for North Omaha families in need.Three hundred families registered for the toy drive. The organizers were able to ensure that every single child received a toy. The Omaha West Location Manager and multiple school bus drivers donned festive attire and transformed into Christmas characters for family portraits. Iconic figures such as Santa Claus, Mrs. Claus, elves, and the Grinch were portrayed. this demonstration was a testament to the school bus drivers' commitment to fostering a sense of community and creating meaningful connections that extend beyond transportation duties.The partnership with Red Bridge Ministries and the resounding success of the toy drive serve as an example of First Student’s commitment to supporting communities. First Student believes that active involvement in meaningful events and strategic sponsorships constitutes a vital aspect of their mission to foster stronger, more interconnected communities. By actively participating in community engagement, school bus companies can create a positive impact on students' lives, enhance road safety awareness, and establish themselves as valuable community partners.
Jennifer K Morgan, Patrick W Sanders Sr, Ramon L Davis, Martina A. Clarke
Open Access
Article
Conference Proceedings