Academic literature on the topic 'Law firms – Personnel management – Case studies'
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Journal articles on the topic "Law firms – Personnel management – Case studies"
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Chohan, Dr Rozina, Engr Murk Chohan, Irfan Mir Chohan, and Farhana Mir Chohan. "Overcoming Trusting Barriers in Inter-organizational Identity Theft Prevention in Knowledge Sharing: A Case of UK Retailing Industry." Revista Gestão Inovação e Tecnologias 11, no. 4 (August 24, 2021): 4946–74. http://dx.doi.org/10.47059/revistageintec.v11i4.2515.
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Inter-organizational knowledge sharing basically connects two or more firms with one another in exchange relationship for skills, expertise and knowledgeable personnel. Knowledge plays a key role in organizational performance but it is given a very little attention in terms of information security and requires addressing security concerns due to following reasons: First, because retailing is the most victimized channel due to online trade. Second, if organizational criminal wings can compromise the information system of one firm, they can attack other firms too. Hence, identity theft is a collective problem. A security breach is among the top three business stories and identity theft is the key reason why it occurs in online retailing. Identity theft is a serious issue of society at a large and its prevention requires knowledge sharing by several actors. Through different case studies, interviews and theoretical and empirical analysis, this study highlights some unknown side of prevention collaboration in the retail industry in the United Kingdom (UK) which is of theoretical and practical importance. This paper theoretically furthers our understanding of how communication of organizations with comparable goals is handled differently in information security management. Practically, it evaluates relationships of retailing firms, online fraud forums and law enforcement departments in the fraud prevention process. Our research outlines how retailers' partnerships with different stakeholders will help them solve and reduce identity theft by presenting a structure for inter-organizational fraud prevention in retailing organizations.
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Okada, Masaki, and Kunio Shirahada. "Organizational Learning for Sustainable Semiconductor Supply Chain Operation: A Case Study of a Japanese Company in Cross Border M&A." Sustainability 14, no. 22 (November 18, 2022): 15316. http://dx.doi.org/10.3390/su142215316.
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As semiconductor usage is prevailing, sustainable growth is deemed highly dependent on the semiconductor supply chain. Accordingly, it is essential to establish robust supply chain capability for a semiconductor company. Especially for Japanese semiconductor manufacturers, it is critical to secure robust and flexible supply chain operation with the background of the experience of supply chain disruption caused by the East Japan Earthquake. So far, we identified that Japanese semiconductor manufacturers and Japanese automotive manufacturers have been in cooperation to secure the semiconductor supply chain. However, the global electronic industry environment has been significantly changed and it is not enough just to consider natural disasters. With this perspective, it is not yet fully studied how Japanese semiconductor manufacturers adapted to global operation through organizational learning. This paper examines how a Japanese semiconductor firm conducted organizational learning and adapted to environmental changes in cross-border M&A transactions. Traditionally, Japanese firms have established organizational routines for the management control systems of their overseas subsidiaries by relying on the expatriates’ transactive memory systems (TMS), which is based on their personnel experiences over the countries and cultural background understanding. Japanese firms have used TMS of expats to manage their global organizations. Recently, however, not a small number of Japanese companies have accelerated their globalization through cross-border M&A, which requires organizational capabilities different from those of conventional TMS formation. In this paper, we studied a case of cross-border M&A of a Japanese semiconductor company by modeling the organizational learning structure throughout the extracted concepts summarizing semi-structure interview outcome. As a result, it has been found out that, by shifting from Japanese cultural norms to more global values in terms of management systems, benefits can be achieved. The company unlearned organizational routines that relied on TMS and created new organizational routines. This study provides direction from a practical perspective on how Japanese firms can transform their global organizations and adapt to changes in the environment for sustainable growth.
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Hosokawa, Masafumi. "Research and Development Efforts in Fire Safety and Disaster Preparedness." Journal of Disaster Research 10, no. 4 (August 1, 2015): 584–85. http://dx.doi.org/10.20965/jdr.2015.p0584.
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Fire departments are expected to respond quickly and effectively to disasters by extinguishing fires and rescuing those in harm’s way, for example. They are also required to prevent fires and disasters by enforcing fire-prevention measures at hotels and care facilities and to monitor safety measures in facilities storing hazardous materials. Concerns have arisen that destructive disasters may occur due to environmental changes in local communities or due to the Tokyo Metropolitan earthquake or Nankai Trough earthquake. To ensure that fire departments use their firefighters, materials and equipment effectively to prevent or control fires and reduce damage of disasters, research and development (R&D) on fire safety and disaster preparedness must be conducted actively and resulting findings must be applied in advanced fire safety and disaster preparedness activities. Fire safety R&D in Japan is undertaken by the National Research Institute of Fire and Disaster,which is the research organ of the Fire and Disaster Management Agency. Here R&D is being conducted on safety measures for facilities storing hazardous materials, fire-fighting robot technology, and fire extinguishing techniques. Fire departments in major cities also study firefighting operations and advanced materials and equipment. Although the number of institutions directly conducting fire safety R&D is limited and allotted research and development budget is extremely small. Private-sector R&D in fire safety unfortunately cannot be described as vigorous because it focuses on equipment used by fire department personnel and fire-safety facilities required by law, such as fire engines and rescue materials and equipment, fire sensors, fire extinguishing systems, etc., whose market is limited. To conduct innovative fire extinguishing R&D on equipment that could dramatically improve fire-fighting efficiency, it is important to inform research institutions and private firms of the issues and needs in fire safety rather than to make efforts solely among organizations involved in fire safety and to conduct research by engaging a wide range of researchers from the pure sciences in practical technologies. The Fire and Disaster Management Agency of the Ministry of Internal Affairs and Communications set up a competitive research funding effort in fiscal 2003 called Promoting Program for Scientific Fire and Disaster Prevention Technologies (Competitive Research Funding Program) to promote R&D based on the collaboration of industry, academia, and the national government. This competitive research program solicits research proposals for promoting advances in fire safety and disaster preparedness science and technology and achieving safe and secure society. It involves researchers in industry, academia, and government and provides funding for proposals considered worth promoting. Some 104 studies had been completed under this program by fiscal 2014. The Kitakyushu municipal fire department, for instance, proposed developing a fire extinguishing composition able to extinguish fires using only a small amount of water. After building a system for collaboration with the University of Kitakyushu and local industries, they developed such a composition based on a natural surfactant whose use has greatly reduced the environmental load and whose performance meets the needs of fire-fighting operations conducted by fire department personnel in general fires. The team earned the Minister of Internal Affairs and Communications Award in the Fifth Merit Awards for Industry/Academia/Government Collaboration in fiscal 2007. In publishing the special issue on Fire and Disaster Prevention Technologies edited by Prof.Tomonori Kawano, Prof. Kazuya Uezu, and Prof. Takaaki Kato of the Research and Development Center of Fire and Environmental Safety, the University of Kitakyushu, it is shown that fire safety and disaster preparedness R&D undertaken by universities, local industries, and fire departments in Kitakyushu is proceeding on in an expanded scale. It is hoped that such undertakings and their findings will be extended to other areas, thus further promoting R&D in fire safety.
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Solon, Gary, Warren Whatley, and Ann Huff Stevens. "Wage Changes and Intrafirm Job Mobility over the Business Cycle: Two Case Studies." ILR Review 50, no. 3 (April 1997): 402–15. http://dx.doi.org/10.1177/001979399705000302.
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Despite the many reasons to expect sluggish wage adjustment, recent evidence suggests that real wages are quite procyclical (growing more rapidly during economic expansions than during recessions) and that this wage procyclicality pertains even to workers who stay with the same employer. One possible explanation for these findings is the old hypothesis that a portion of firms' cyclical adjustment of labor costs is achieved not by changing the wages paid in particular jobs, but by changing the quality of labor assigned to those jobs. The authors' analysis of interwar personnel data from the Ford Motor Company and the A.M. Byers Company supports that hypothesis. The authors recognize that case studies of only two firms cannot be definitive, but they conclude that cyclicality in workers' job assignments deserves further attention.
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PAASI, JAAKKO, TUIJA LUOMA, KATRI VALKOKARI, and NARI LEE. "KNOWLEDGE AND INTELLECTUAL PROPERTY MANAGEMENT IN CUSTOMER–SUPPLIER RELATIONSHIPS." International Journal of Innovation Management 14, no. 04 (August 2010): 629–54. http://dx.doi.org/10.1142/s1363919610002805.
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The purpose of the paper is to empirically study firms' practises of knowledge and intellectual property (IP) management in customer–supplier relationships. The work applies the qualitative methodology of multiple case studies, and the material was collected in semi-structured interviews with management personnel at 36 organisations in Finland and in the Netherlands. Almost every firm had innovation relationships with their customers and suppliers, but the forms these relationships took, and the kinds of practices they involved, varied greatly. As a result, the firms considered the management of knowledge and IP in these relationships very challenging. We argue that by distinguishing knowledge management in the exploration phase of new business from knowledge management in the exploitation phase of innovation outcome, the firms could manage the knowledge and IP better. Accordingly, the paper introduces three propositions to support the knowledge and IP management in customer–supplier relationships.
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Cooper, David J., Bob Hinings, Royston Greenwood, John L. Brown, David J. Cooper, Bob Hinings, Royston Greenwood, and John L. Brown. "Sedimentation and Transformation in Organizational Change: The Case of Canadian Law Firms." Organization Studies 17, no. 4 (July 1996): 623–47. http://dx.doi.org/10.1177/017084069601700404.
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This paper identifies two archetypes in large Canadian law firms to show how ideas of professionalism and partnership are changing, due in part to shifts in discourses in the wider institutional context. These changes in discourse themselves alter the interpretation of organizational structures and systems. This theme is explored through the concept of tracks and sedimentation. We explore the emergence of an organizational archetype that appears not to be secure, and which results in sedimented structures with competitive commit ments. The geological metaphor of sedimentation allows us to consider a dia lectical rather than a linear view of change. Case studies of two law firms show how one archetype is layered on the other, rather than representing a distinct transformation where one archetype sweeps away the residues of the other.
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Oduro, Stephen, and Kwamena Minta Nyarku. "Incremental Innovations in Ghanaian SMEs: Propensity, Types, Performance and Management Challenges." Asia-Pacific Journal of Management Research and Innovation 14, no. 1-2 (March 2018): 10–21. http://dx.doi.org/10.1177/2319510x18810034.
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Incremental innovation has been recognised as a key factor to SMEs’ survival and growth in today’s hyper-competitive business world. Notwithstanding this inspired recognition, analytical and empirical studies on SMEs’ incremental innovation practices are still measly in emerging economies. Drawing from the dynamic capabilities theory, the present study sought to examine SMEs’ incremental innovation practices in Accra, Ghana. The study followed a multiple-case qualitative methodology using a semi-structured interview and a simple random sampling method to select 17 SMEs for the study while an inductive approach was used to analyse the transcribed data from the informants. The findings disclosed that the incremental innovation propensity and innovation types in the SMEs differ from small firms to medium firms and from manufacturing firms to service firms. It was further disclosed that the incremental innovation practices have improved the performance of the SMEs in terms of increased customer satisfaction and loyalty, sales growth, competitiveness, and global market reach, while their paramount innovation management challenges were lack of financial resources, infrastructure, specialized personnel, and information on technology. These findings add to SMEs theory and practice and offer novel theoretical insights for researchers and valuable managerial implications for SMEs’ managers in emerging economies.
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Park, Young Won, and Paul Hong. "A Research Framework for Sustainable Digital Innovation: Case Studies of Japanese Firms." Sustainability 14, no. 15 (July 27, 2022): 9218. http://dx.doi.org/10.3390/su14159218.
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Today’s competitive and highly volatile environment calls for a new kind of flexibility and adaptability. Limited studies are available that examine how firms achieve both speed and creativity requirements in this digital era. In view of the rare empirical studies on real-world cases that apply rigorous research methods for sustainable digital innovation (SDI), this research investigates the key strategic requirements of organizational agility and flexibility for SDI. The research framework defines four types of innovators. This study used the benchmark tool to assess the status of their innovation effectiveness. This research framework is useful for firms to classify, assess, and evaluate their innovation type. The study’s findings also suggest the road map for future strategic goals. This theoretical framework illustrates the causal relationship between Japanese-style digital innovation and the firms’ sustainable competitive advantage. This model might be extended to other firms in different contexts (e.g., Korea, India, USA, Brazil, and a host of other countries). The theoretical and practical implications are discussed for future research.
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Vincent A, Onodugo, and Nwoji Stanley C. "Widening the Breadth of Knowledge Diffusion among Nigerian Employees: The Upsides of Globalization." International Journal of Management and Sustainability 2, no. 6 (July 16, 2021): 113–26. http://dx.doi.org/10.18488/journal.11/2013.2.6/11.6.113.126.
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Many scholars from the developing world argue that globalization is a weapon of imperialism used to perpetuate the income and welfare gap between developing and developed countries. This study joins an emerging stream of studies calling for a holistic re-examination of the impact of globalization on developing countries to understand both the positive and negative contributions instead of have a one-sided view of globalization. Employing a quantitative design with a survey strategy, data for this study was collected from 130 human resources personnel across six multinational firms spanning: oil, banking, and manufacturing sectors of the Nigerian economy. Inferential analysis of collected data found significant positive contributions of globalization towards personnel training and development. In particular, findings show that globalization has increased the frequency and methods of trainings, increased use of e-trainings and certifications, and uniform design of training programmes across the subsidiaries of MNCs globally. All these were found to reduce the physical incidence of personnel going abroad to study reducing both brain-drain and expenses to domestic companies and governments.
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Ruiz-Coupeau, Stephane, Jaime Rodas-Monge, Raquel Florez-Lopez, and Juan Manuel Ramon-Jeronimo. "Impact of Regional Public Agencies on Firms’ Internationalization Processes: Evidence from Case Studies." Sustainability 11, no. 10 (May 16, 2019): 2813. http://dx.doi.org/10.3390/su11102813.
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To achieve the United Nations’ Sustainable Development Goals (SDGs), the support for the internationalization of micro, small and medium-sized enterprises (MSME) for inclusive and sustainable growth needs improvement. Decided to accomplish these global goals, many regional governments have established regional public agencies aiming at increasing MSME competitiveness. In the area of internationalization, regional governments have created Regional Export Promotion Agencies (REPA), which are a type of Trade Promotion Organization (TPO) that has been implemented, for instance, in all Spanish regions. However, we found a gap in the literature since there is not enough evidence on the utility of the services provided by TPOs. Thus, the aim of this paper is to explore how a REPA interacts with firms when they internationalize and cooperates with the corresponding Regional Development Agency (RDA) during this process. The preliminary findings suggest that a better coordination between both Regional Agencies is required. In addition, further financial measures to support firms in the first stages of the internationalization processes as well as an improvement of communication activities to increase awareness of the services offered are demanded by the firms.
Dissertations / Theses on the topic "Law firms – Personnel management – Case studies"
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Odendaal, Barend Röges. "Implications of the Employment Equity Act and other legislation for human resource planning in Telkom, Western Cape." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51797.
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Thesis (MPA)--Stellenbosch University, 2000.ENGLISH ABSTRACT: The affirmative action process has accelerated dramatically since the democratisation of South Africa. After the 1994 general election equity became entrenched in legislation. The employment equity legislation together with other labour legislation is there to undo long-standing segregation policies. The Employment Equity Act, 1998, holds unique challenges for organisations to reach their employment equity goals. A limited time period has also been set for organisations to apply a temporary intervention to endeavour to correct the imbalances caused by the apartheid regime. The apartheid legislation, which resulted in 45 years of racial separation, had the adverse effect of denying certain South Africans equal employment opportunities. This caused an imbalance in the labour demographics of South Africa. This study focuses on the effects of the implementation of the Employment Equity Act, 1998, and other legislation on human resource planning within Telkom SA. Telkom SA, being the largest communications company in South Africa, has committed itself to employment equity and has already embarked on an affirmative action programme. However, the various pieces of legislation require certain criteria to be met. With the distortion of the labour demographics, Telkom SA finds has difficulty in finding suitably qualified candidates in certain race groups within the Western Cape. Perceptions of affirmative action have also been negative and this has led to resistance to the process. As soon as a commitment to the process occurs, then all human resources can be utilised effectively.
AFRIKAANSE OPSOMMING: Regstellende aksie het dramaties versnel sedert die 1994 algemene verskiesing van Suid Afrika en gelykheid het deel begin vorm van aIle wetgewing. Die wetgewing op gelyke geleentheid, tesame met ander arbeidwetsgewing is daarop gestel om rasse verwydering te beveg. Die Wet op Gelyke Geleenthede, 1998, vereis dat instansies hulle gelyksheid doelwitte bereik binne 'n gegewe tydperk. Die tydelike tussenkoms om die wanbalans te herstel, wat deur die ou regering veroorsaak is, is van kardinale belang. Die apartheids wetgewing het veroorsaak dat daar na 45 jaar steeds 'n negatiewe uitwerking is vir sekere rassegroepe. Dit het ook veroorsaak dat daar 'n wanbalans in die demografie van Suid Afrika is. Hierdie studie is gemik daarop om die uitwerking van die verskeie wetgewing se uitwerking op die beplanning van die menslikehulpbronne van Telkom SA te ondersoek. Telkom SA, is tans die grootste kommunikasie maatskappy in Suid Afrika en hulle is daarop gemik om gelyke geleenthede te bevorder en het die nodige stappe alreeds geneem ten opsigte van die regstellende aksie plan. Die verskeie wetgewing stel sekere vereistes aan Telkom SA weens die feit dat hulle deel vorm van die aangewese maatskappye soos die wetgewing bepaal. Hulle vind dit moeilik om 'n geskoolde persoon uit sekere rassegroepe te kry, weens die feit dat hulle nie gelyke geleentheid gehad het om te ontwikkel nie. Regstellende aksie is ook negatief ontvang deur sekere werknemers en dit kan die proses vertraag. Sodra persone toegewyd word aan die voordele van so 'n proses, sal die dienste van aIle Suid-Afrikaners effektief gebruik kan word.
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Earle, Elizabeth Nicola. "Is there a dependent relationship between firms' value chain positions and their commitment to human resource and skill upgrading? : a case study of automotive components manufacturing firms in the KZN, Eastern Cape and Gauteng Benchmarking Clubs of South Africa." Thesis, 2002. http://hdl.handle.net/10413/4316.
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Bryar, Peter John. "An analysis of shift working rosters used within the Australian Army component of the Defence Integrated Secure Communications Network (DISCON)." Thesis, 1996. https://vuir.vu.edu.au/18147/.
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Non standard working hours such as those experienced by rotational shift workers
have a wide ranging impact upon job and roster satisfaction, performance,
behaviour, sleep, quality of work and family life. The shift roster plays an important
role in moderating the influence of non standard working hours on the individual and
the group though it is well documented that shift work does affect everyone
differently. Aspects of shift work that appear to be disadvantageous for many
individuals can be considered to be beneficial by others depending upon the work
circumstances and the needs of the individual and family.
This study is concerned with shift work within a section of the Australian Defence
environment - the Defence Integrated Secure Communications Network (DISCON)
- Royal Australian Army Corps of Signals component, an area previously untouched
by academic or other research. The significance of this study is that whilst it has
focussed on a unique work environment the findings are not at variance to other shift
working research.
The Australian Army, through units of the Royal Australian Corps of Signals, has the
responsibility of managing and operating the Switching and Communications Centres
throughout the states of Victoria and Queensland, and within the cities of Canberra
and Sydney. Shift workers and the shift working rosters operating within these units
are the focus of this study.
The purpose of this study is to compare the four shift working rosters operating
within the four different Army units with DISCON and determine which one is most
appropriate in terms of current roster design guidelines and shift worker preference.
DISCON was established to support the operations of the Australian Defence Force
and Department of Defence for the rest of this century and beyond. DISCON is
Defence's first secure, integrated communications system, and will be used for
command and control of the Australian Defence Force as well as management and
administration of the Defence Organisation. DISCON operates by means of
interconnected switching centres which direct all incoming message traffic to its
destination and link Defence establishments Australia-wide. DISCON Switching
Centres serve a particular region through Communications Centres and decentralised
communications terminals.
DISCON has brought with it new technology, new equipment and a range of new
services to its subscribers. DISCON provides facilities for the passage of voice
(secure and insecure telephone), facsimile, telegraph and electronic data and is
expected to support the current range of tactical (field) external networks and
individual tactical radio communication. There has also been a major change to the
communications doctrine of providing pre-determined facilities, and subscribers no
longer have to rely purely upon area or regional communications centres to service
their communications needs of formal message traffic, facsimile and data
transmission. Communications terminals have been decentralised to a large extent
bringing them closer to the user - in some cases directly to them. Switching centres
have also taken on the additional responsibility of providing advice to subscribers
whilst communication centres are assisting with user education.
Books on the topic "Law firms – Personnel management – Case studies"
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1965-, Pierce Jessica, and Dodd Richard, eds. Environmentalism and the new logic of business: How firms can be profitable and leave our children a living planet. New York: Oxford University Press, 2000.
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Pulliam, Phillips Patricia, ed. Measuring ROI in the public sector: Ten case studies from the real world of training. Alexandria, Va: ASTD, 2002.
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Aging and working in the new economy: Changing career structures in small IT firms. Cheltenham [etc.]: Edward Elgar, 2010.
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Okamoto, Tadashi. Jichitai no kojin jōhō hogo to kyōyū no jitsumu: Chiiki ni okeru saigai taisaku hinan shien. Tōkyō-to Chūō-ku: Gyōsei, 2013.
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1981-, Minagawa Tsuyoshi, ed. Kenshō Watami karō jisatsu. Tōkyō-to Chiyoda-ku: Iwanami Shoten, 2014.
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A, Templer, ed. Recruitment, selection and deployment of human resources: A Canadian perspective. Toronto: Pearson Prentice Hall, 2007.
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Windisch, Fred C. A leadership guide for combination fire departments. Sudbury, Mass: Jones and Bartlett Publishers, 2008.
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Pettinger, Richard. Managing the flexible workforce. Hitchin: Technical Communications, 1996.
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Managing the flexible workforce. London: Cassell, 1998.
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Pettinger, Richard. Managing the flexible workforce. London: FT Pitman, 1997.
Find full textBook chapters on the topic "Law firms – Personnel management – Case studies"
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Sheridan, Lorraine, and David V. James. "False Allegations in Rape, Stalking, and Gang-Stalking." In International Handbook of Threat Assessment, edited by J. Reid Meloy and Jens Hoffmann, 407–22. Oxford University Press, 2021. http://dx.doi.org/10.1093/med-psych/9780190940164.003.0023.
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False allegations account for a proportion of most forms of reported crime, complicating the tasks of law enforcement personnel, prosecutorial authorities, and those involved in risk assessment and management. This chapter examines the research evidence on false claims of victimization in three specific areas, namely rape, stalking, and the associated phenomenon of “gang-stalking.” Studies of false allegations are beset with methodological difficulties that until comparatively recently have not been directly addressed, and this chapter focuses on the better designed research exercises. In particular, motivations for making false accusations are examined, as well as differences between identified true and false accusations, which are of practical interest to threat assessors. The most salient factors from the literature that may indicate a need for suspicion regarding the veracity of a claim are highlighted within practice boxes, which are accompanied by illustrative case examples.
Reports on the topic "Law firms – Personnel management – Case studies"
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Marsden, Eric. Risk regulation, liability and insurance: literature review of their influence on safety management. Fondation pour une culture de sécurité industrielle, September 2014. http://dx.doi.org/10.57071/337rrl.
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This document provides a short literature review on the complementarity (and antagonisms) between liability rules, safety regulation and insurance and their effect on safety management. It draws on a range of disciplines, with a focus on economic analysis of law and regulation theory. Some of the issues discussed are rather complex; this document attempts to provide simple explanations together with references to the professional literature for the interested reader. Some issues are the subject of ongoing debate between scholars; in such situations, we have attempted to present the various points of view. The document provides background information concerning the topics discussed during the NeTWork’2012 workshop, and draws on some of the contributions of workshop participants and the rich discussion which took place during the three days. The first chapter presents issues related to regulation, starting with the classical economic justifications for state intervention (presence of externalities, information failures and moral hazard). A number of obstacles to the effectiveness of safety regulation are presented. Finally, some alternatives or complements to regulation, including self-regulation, are briefly discussed. Chapter 2 presents an overview of liability law, starting with some introductory definitions. Factors which weaken the effectiveness of liability as an incentive to invest in prevention are discussed, as are negative effects of liability regimes on safety management. A number of case studies illustrating the liability of regulators are briefly presented. Chapter 3 discusses the impact of insurance and reinsurance on firms’ and individuals’ safety management. The last chapter briefly analyzes firms’ and individuals’ sources of motivation to take care.