Linkage between Supply Chain Operation Reference model and Learning Style Diversity- An Empirical Study in Indian Logistics Industry (original) (raw)
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The social-psychological processes of supply chain learning: A dyadic perspective
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The thesis may be consulted by you, provided you comply with the provisions of the Act and the following conditions of use: Any use you make of these documents or images must be for research or private study purposes only, and you may not make them available to any other person. Authors control the copyright of their thesis. You will recognise the author's right to be identified as the author of the thesis, and due acknowledgement will be made to the author where appropriate. You will obtain the author's permission before publishing any material from the thesis. VI 2.4 Terminology of organizational learning and interorganizational learning 43 2.5 Supply chain learning elements: A social-psychological perspective ... 2.5.1 Review of social-psychological dynamics of learning capability ... 46 2.5.2 Review of social-psychological processes of supply chain learning 50 2.6 Linking multi-level processes of supply chain learning ..
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Abstract- The prime objective of the present study is to explore the impact of diversity management, information sharing and Training and career development on sustainability of the organization. moreover, mediation role of Supply chain management strategy is examined as well. It is very important for the organizations to develop competitive advantage. For this reason, The questionnaire were distributed among the employees of banks of Indonesia. The response rate of the current study is 53.45 percent. This study chose the Partial least squares structural equation modeling (PLS-SEM) for analyzing the collected data. All of the proposed relationships were found significant. Present study is important for the policy makers of banking sector to focus on their human resource to gain competitive advantage and sustainability.
South African journal of higher education, 2020
Understanding students' learning styles and adapting instructional strategies to the variety of student learning styles are determinants for effective learning and enhance learning performance. Using Kolb's learning style inventory (LSI) and demographic questions, this study assesses the learning styles of undergraduate logistics university students by identifying their dominant learning style and by exploring whether students' demographic factors influence their learning styles. To this end, a cross-sectional survey involving 429 undergraduate logistics university students in South Africa was conducted. The results show that accommodating learning style as the most predominant learning style among undergraduate logistics university students, followed by students with assimilating learning style. The combined proportion of these two groups of students represents more than two-thirds of the sampled population. The study's findings show that gender and learning styles were significantly related. While the majority of male logistics students displayed the diverging learning style, their female counterparts exhibited the converging learning style. On the other hand, learning styles and age group; learning styles and type of high school attended; and learning styles and nationality were found not to be related. This study has implications for practice and extends the literature on learning styles and demographic factors in the unexplored logistics discipline.
Managing Workforce Diversity in Supply Chain Integration for Improved Business Performance
Book Publisher International (a part of SCIENCEDOMAIN International), 2021
Today, with increasing globalization, workforce diversity management is attracting strategic attention. Businesses are under increasing pressure to employ people from diverse backgrounds and different cultures as a survival strategy than as an operational issue. To achieve improved business performance in such environments, the role of diverse workforce management cannot be overemphasized. The critical question that emerging research must address is:” is it even worth managing diverse workforce?” This study partly addresses this question by examining the implication of managed-workforce diversity (MWD) on internal supply chain (SC) integration and business performance. Data was collected from one hundred and twenty-six respondents using mainly questionnaires. Rigorous statistical analysis involving ANOVA, exploratory factor analysis (EFA) and then confirmatory factor analysis (CFA) and Structural Equation Model (SEM) in LISREL 8.5 was carried out to validate the research instrument and the data collected. This study concludes that MWD is beneficial in enhancing internal SC integration and SC responsiveness, which in term enhances business performance; and that SC integration acts as a conduit through which MWD influences business performance. We accordingly argue that effective workforce diversity management (which is creating a positive affective climate where employees do not feel intimidated, looked down upon, or discriminated against just because of background differences) is a very necessary strategy for positively driving business performance through internal SC integration and responsiveness. We also argue that while each focal firm within the supply chain network could benefit individually from managing its diverse workforce, aligning such initiatives or efforts with that of members at either stream could be beneficial for an extended SC integration. The managerial implications and the theoretical relevance of the study’s findings are discussed in detail in the subsequent sections.
Human Resource and Skill Gaps in Logistics Services Industry in India
mairec.org
India is the fourth largest country in terms of Purchasing Power Parity (PPP) and constitutes one of the fastest growing markets in the world. Indian industry, on the whole, faces a fierce competitive and volatile environment with Globalization of businesses. The infrastructural bottlenecks, increasing uncertainty of supply chain networks, shortening of product life cycles and abundance of product variety have raised issues related to choosing and working with the right supply chain partners (suppliers, customers and logistics service providers), nurturing trust between them and designing the right system of measuring performance. Today's globalization and changing economies have made it essential for the supply chain organizations to develop strategies that make available differentiated value to the customer at optimum cost. Varied and comprehensive logistics expertise and human resource is the need of the hour, for the services providers to stay abreast with the growing competition. In this research paper, an attempt has been made to identify the changing trends in Indian logistic services and the growing requirement for skilled and trained human resource. The researcher has tried to lay emphasis on the intensified skill gap situation that exists in the industry as a result of movement of Indian logistics sector from a mere in-house staff to a complex third party (3PL) supply chain management system.
A Study on Effective Training Inputs Pertaining to Workforce of the Logistics Industry in Oman
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This study was undertaken initiated by the Logistics Research Competition (LRC), Oman. All Logistics training may not yield better results and this study opens up path to make the training better effective so that employees perform better. The questionnaire was sent to workforce of many organizations through Google Form and the industries involved were Logistics, Services, Mining, and Manufacturing. The questionnaire was based on CIRO model of training evaluation. 84 responses were received and the gist of findings is depicted in conclusion. The study calls for more training in few areas and paying more attention on the inputs of training. There are more experienced employees but still they require inputs on inventory, warehousing, port operations, air cargo operations, containerization, service marketing, SCM, Steamer agent's role, cost control, teamwork, etc. It has implications for all stakeholders and the organizations of logistics industry and training agencies in particular. A regression model was formed which shows that input variables in logistics industry have good influence on reaction and outcome evaluation and decide the effectiveness. It means the performance of workforce is decided by the training inputs in a noteworthy way as revealed by the AMOS diagram. The training programs may focus on these aspects and the organizers need to pay more attention on inputs and especially with less experienced employees.
Jurnal Manajemen dan Agribisnis, 2018
Sekolah Peternakan Rakyat (SPR) Maju Bersama was formed 3 years ago. SPR Maju Bersama still has some weaknesses in terms of human resource and supply chain performance. Learning organizations are needed for organizations to form an organization that can continuously run independent learning process, so that it has a fast thinking and acting to respond any changes. Therefore, SPR has to implement the learning organization. This paper aims to identify the effect of learning organization on supply chain performance in SPR Maju Bersama. A Model was developed and tested with quantitative and qualitative analysis. A total of 99 members of Sekolah Peternakan Rakyat Maju Bersama were used as data in this study. Quantitative data were analyzed using Structural Equation Mode-Partial Least Square (SEM-PLS). The results showed that learning organization had a positive impact on supply chain performance but not significant. Supply chain driver had a positive and significant impact on supply chain performance. Supply chain driver was significantly impacted by learning organization. Leadership style had a positive and significant impact on learning organization. SPR Maju Bersama needs to optimize its facility and information utility as a strategy to improve its supply chain performance.
HUMAN RESOURCE AND SKILL GAPS IN LOGISTICS SERVICES
India is the fourth largest country in terms of Purchasing Power Parity (PPP) and constitutes one of the fastest growing markets in the world. Indian industry, on the whole, faces a fierce competitive and volatile environment with Globalization of businesses. The infrastructural bottlenecks, increasing uncertainty of supply chain networks, shortening of product life cycles and abundance of product variety have raised issues related to choosing and working with the right supply chain partners (suppliers, customers and logistics service providers), nurturing trust between them and designing the right system of measuring performance. Today's globalization and changing economies have made it essential for the supply chain organizations to develop strategies that make available differentiated value to the customer at optimum cost. Varied and comprehensive logistics expertise and human resource is the need of the hour, for the services providers to stay abreast with the growing competition.
Measuring organizational learning capacity and capability in cargo industry Milad Jafari Tadi
Learning organizations are known as organizations which adopt learning as a team, systems thinking, creating a vision. The capacity of organizational learning is accepted as an important variable being a learning organization. Organizational learning capability is an organization's ability to learn from its experiences and passing them on through time and borders. An organization improves through learning capability. Wide research has been done on organizational learning capability during 1980s and 1990s and after 2000, one of the most recent of which is Templeton research in 2002 that suggests eight elements for organizational learning, namely: Management of knowledge growth, Social learning, Adaptability to environment, The groundwork for the growth of creativity, Function evaluation, Discussion, Awareness, organizations connection with the outside. The cargo industry worldwide has played an increasingly important role in world trade and cargo industry being the fastest growing sector in the dynamic market and therefore knowledge and learning are important issues for these foundations. The aim of this research was to evaluate the organizational learning capacity of the Cargo employees. Data were gathered from 102 employees who are working at Cargo companies in Isfahan -Iran. SPSS was used for the data analysis.