How has Japan become a major economic power, a world leader in the automotive and electronics industries? What is the secret of their success? The consensus has been that, though the Japanese are not particularly innovative, they are exceptionally skilful at imitation, at improving products that already exist. But now two leading Japanese business experts, Ikujiro Nonaka and Hiro Takeuchi, turn this conventional wisdom on its head: Japanese firms are successful, they contend, precisely because they are innovative, because they create new knowledge and use it to produce successful products and technologies. Examining case studies drawn from such firms as Honda, Canon, Matsushita, NEC, 3M, GE, and the U.S. Marines, this book reveals how Japanese companies translate tacit to explicit knowledge and use it to produce new processes, products, and services.

The knowledge-creating company : how Japanese companies create the dynamics of innovation

https://www.thelancet.com/pdfs/journals/lancet/PIIS0140-6736(08)61690-6.pdf

Closing the gap in a generation: health equity through action on the social determinants of health

How to ... be a reflective practitioner.

This handbook looks to provide academics and students with a comprehensive and holistic understanding of the phenomenon of innovation. Innovation spans a number of fields within the social sciences and humanities: Management, Economics, Geography, Sociology, Politics, Psychology, and History. Consequently, the rapidly increasing body of literature on innovation is characterized by a multitude of perspectives based on, or cutting across, existing disciplines and specializations. Scholars of innovation can come from such diverse starting points that much of this literature can be missed, and so constructive dialogues missed. The editors of The Oxford Handbook of Innovation have carefully selected and designed twenty-one contributions from leading academic experts within their particular field, each focusing on a specific aspect of innovation. These have been organized into four main sections, the first of which looks at the creation of innovations, with particular focus on firms and networks. Section Two provides an account of the wider systematic setting influencing innovation and the role of institutions and organizations in this context. Section Three explores some of the diversity in the working of innovation over time and across different sectors of the economy, and Section Four focuses on the consequences of innovation with respect to economic growth, international competitiveness, and employment. An introductory overview, concluding remarks, and guide to further reading for each chapter, make this handbook a key introduction and vital reference work for researchers, academics, and advanced students of innovation. Contributors to this volume - Jan Fagerberg, University of Oslo William Lazonick, INSEAD Walter W. Powell, Stanford University Keith Pavitt, SPRU Alice Lam, Brunel University Keith Smith, INTECH Charles Edquist, Linkoping David Mowery, University of California, Berkeley Mary O'Sullivan, INSEAD Ove Granstrand, Chalmers Bjorn Asheim, University of Lund Rajneesh Narula, Copenhagen Business School Antonello Zanfei, Urbino Kristine Bruland, University of Oslo Franco Malerba, University of Bocconi Nick Von Tunzelmann, SPRU Ian Miles, University of Manchester Bronwyn Hall, University of California, Berkeley Bart Verspagen , ECIS Francisco Louca, ISEG Manuel M. Godinho, ISEG Richard R. Nelson, Mario Pianta, Urbino Bengt-Ake Lundvall, Aalborg

The Oxford Handbook of Innovation

Response representativeness is more important than response rate in survey research. However, response rate is important if it bears on representativeness. The present meta-analysis explores factors associated with higher response rates in electronic surveys reported in both published and unpublished research. The number of contacts, personalized contacts, and precontacts are the factors most associated with higher response rates in the Web studies that are analyzed.

A Meta-Analysis of Response Rates in Web- or Internet-Based Surveys

This paper critically assesses the assumption that more and more work is being detached from place and that this is a ‘win-win’ for both employers and employees. Based on an analysis of official labour market data, it finds that only one-third of the increase in remote working can be explained by compositional factors such as movement to the knowledge economy, the growth in flexible employment and organisational responses to the changing demographic make-up of the employed labour force. This suggests that the detachment of work from place is a growing trend. The paper also shows that while remote working is associated with higher organisational commitment, job satisfaction and job-related well-being, these benefits come at the cost of work intensification and a greater inability to switch off.

https://onlinelibrary.wiley.com/doi/pdf/10.1111/ntwe.12097

Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance

Training and development

Discussion of ‘work-life balance’ and ‘family-friendly’ employment is much in vogue among politicians and business leaders. Often, but not always, working at home is included within such practices. However, the concepts of work-life balance and family-friendly are commonly left ill-defined by researchers and policymakers alike. In this article we outline formal definitions of these terms, which place spatial issues - and hence working at home - at the heart of the debate. This leads us on to examine working at home through the theoretical lens offered by attempts to explain the rise of work-life balance arrangements. Twelve hypotheses emerge from the literature and are tested on the management data contained in the 1998 Workplace Employee Relations Survey or WERS98. Many of these hypotheses pass weak statistical tests but fail on stronger logistic regression tests. The article shows that the option to work at home is more likely to be available in the public sector, large establishments and work environments in which individuals are responsible for the quality of their own output. These workplaces are typically less unionised but not especially feminised.

Opportunities to work at home in the context of work‐life balance

The places and spaces of managerial and professional work are changing rapidly. Long-established routines and disciplines of the personal office are being superseded in a multiplicity of new locations, such as 'hot desks', 'touchdown areas', 'home offices', motorway service stations, airport lounges, cars, trains and planes. Drawing on original research, this book analyses the impact of these developments on the experience of time and space, privacy and surveillance, freedom and constraint in everyday working life.

Alan Felstead

Papers

Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance

Training and development

Opportunities to work at home in the context of work‐life balance

Changing Places of Work

Work skills in Britain, 1986-2001