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The purpose of this paper is to determine the effect of individual and organizational dimensions on creating the resistance to change according to the role of unlearning and knowledge stickiness in merging of libraries as planned change.

Borrowing from the Lewin’s field theory, knowledge stickiness theory and unlearning the framework of planned change process designed. The paper opted for a survey study using the questionnaire, five depth interviews and focus group discussion with librarians, middle and senior managers.

The paper provides empirical insights about pattern of planned change in the Ferdowsi University of Mashhad library. The role of knowledge stickiness and unlearning factors associated with process of planned change. It suggests that successful change act as overcoming forces of unlearning to knowledge stickiness on two dimensions: individual and organizational.

Because of the chosen research case, the research results may lack statistical generalizability. Therefore, researchers are encouraged to test the proposed propositions further.

The importance of managing obsolescence knowledge in individual and organizational dimensions in process of planned change is highlighted as managerial point of view.

This paper aims to investigate how restraining forces and driving forces impact SC collaboration in the context of Nigeria.

A qualitative approach was adopted. Using semi-structured interviews, data was obtained from manufacturers and third-party logistics providers in Nigeria’s food and beverage sector. The data was analysed using the thematic analysis method.

Interesting findings were revealed regarding how some underlying forces impact SC collaboration. These findings were categorised into internal, SC and external environment level factors. However, certain forces were also identified at these distinct levels which can sustain the collaboration between SC partners in emerging markets such as Nigeria.

The issues highlighted in this paper create opportunities for future studies to dig deeper into the concept of SC collaboration in emerging markets. Future studies may find other unique contextual factors which may influence SC collaboration asides from those identified in this paper.

This research aids managerial understanding of the restraining forces and drivers of SC collaboration in an emerging market. The research also provides new insights on how to manage SC collaboration in emerging markets.

Many studies on supply chain management have wholly focussed their attention on developed countries, often neglecting emerging markets such as Nigeria in the discourse. Although SC collaboration has been well researched, the study attempts to shift the attention to the most populous country in Africa. With the help of the force field theory, this research reveals new insights on the restraining forces and drivers of SC collaboration, offering the foundation for a new line of research on this subject in emerging markets.

This paper aims to uncover how employees make sense of the implementation of holacracy in their organization.

Our research is based on a case study of a Swiss SME (of 160 employees) that is about to implement a holacratic mode of governance. Data was collected using questionnaires (completed by 57 employees) and 12 interviews.

At the level of individual, team and organization, driving forces toward implementing holacracy are stronger than restraining forces.

Implementing holacracy requires careful planning, detailed communications, strong support and training of employees by managers to ensure that they are less fearful of holacracy’s structures and more positive and understanding of its benefits.

This study contributes to a better understanding of holacracy and employees’ sensemaking of the added value of this unconventional structure.

This paper aims to investigate the need for active boundary conditions during fire testing of structural elements, review existing studies on hybrid fire testing (HFT), a technique that would ensure updating of boundary conditions during a fire test, and propose a compensation scheme to mitigate instabilities in the hybrid testing procedure.

The paper focuses on structural steel columns and starts with a detailed literature review of steel column fire tests in the past few decades with varying axial and rotational end restraints. The review is followed with new results from comparative numerical analyses of structural steel columns with various end constraints. HFT is then discussed as a potential solution to be adapted for fire testing of structural elements. Challenges in contemporary HFT procedures are discussed, and application of stiffness updating approaches is demonstrated.

The reviewed studies indicate that axial and rotational restraints at the boundaries considerably influence the fire response of steel columns. Equivalent static spring technique for simulating effect of surrounding frame on an isolated column behavior does not depict accurate buckling and post-buckling response. Additionally, numerical models that simulate fire performance of a column situated in a full-frame do follow the trends observed in actual test results up until failure occurs, but these simulations do not necessarily capture post-failure performance accurately. HFT can be used to capture proper boundary conditions during testing of isolated elements, as well as correct failure modes. However, existing studies showed cases with instabilities during HFT. This paper demonstrates that a different stiffness updates calculated from the force-displacement response history of test specimen at elevated temperature can be used to resolve stability issues.

The paper has two contributions: it suggests that the provision of active boundary conditions is needed in structural fire testing, as equivalent static spring does not necessarily capture the effect of surrounding frame on an isolated element during a fire test, and it shows that force-displacement response history of test specimen during HFT can be used in the form of a stiffness update to ensure test stability.

Analyzes policies from 96 law enforcement agencies on their use of less‐than‐lethal force. Includes a review of several topics: policy purpose, definitions of lethal and less‐than‐lethal force, provisions for authorized and unauthorized weapons, training requirements, avoiding excessive force, medical aid and report requirements. Concludes that most policies are deficient in one or more topic areas. Provides recommendations on how to improve these policies.

The purpose of this paper is to identify the strengths and areas of improvement for taking organizations one step ahead in terms of adopting digitalization, analytics and governance. Also, the paper aims to identify the organizational cultural traits that influence the adoption of digitization and technology, analytics and governance.

A quantitative analysis of survey questionnaire collected from working professionals of various manufacturing industries to find out the driving traits and the restraining traits and to propose which is dominating. Sector: manufacturing, sample: working professionals across functions and sample size: 80–100 people.

This research suggests the cultural traits that influence the adoption of digitization and technology, analytics and governance in any organization.

As organizations explore new ways of working, their organizational culture and employee perspective would play an important role in prioritizing the interventions. This research aims to suggest a strategy to strengthen the driving forces and/or weaken the restraining forces.

There are various papers available on the individual topics but the uniqueness of this paper is that it represents all three factors in a single research and their influencers.

Examines the impact of public policies on the entry of women into the workforce in Singapore, using force‐field analysis to study the counteracting forces created by the mixed policies which can either drive or restrain women from entering the job market. Suggests that although there has been an increase in Singapore’s female workforce participation rate in the last few decades, more measures could be devised to encourage more women to participate in the workforce.

Owing to NHS managers’ preponderance with financial issues, the present Government made improving the quality of health services a statutory requirement in 1997. In this article, one means of improving the quality of health services, clinical governance, is examined in detail before some issues related to its implementation are described. The Trust’s A&E services, the context for interpreting and applying clinical governance, are briefly described before introducing a force‐field analysis that demonstrates the different elements when changing services broadly and clinical governance specifically. The final section concentrates on implementing and improving clinical governance in A&E departments.

Performance counselling is a powerful motivational tool and can be defined as a formal discussion between a manager and a subordinate for the purpose of discussing the subordinate's current job performance, determining why the performance is at its current level (whether acceptable or not), and outlining ways in which the subordinate can perform better in the future — to the ultimate benefit of all: the subordinate, the manager and the organisation. They key is to focus on the future. The challenge to the manager is to provide a climate in which employee growth is actively encouraged.

A communication barrier arises between overseas managers and head office staff when the latter cannot grasp foreign work contexts. The barrier hinders cross‐border management. Communication is likely to improve through training based on the research finding that managers tend to talk about problems in terms of dilemma, paradox and other tensions generated by environmental forces such as culture and politics. Such tensions pervade organizational, managerial and other literature. Learners who study the tension construct become adept at identifying tensions generated by forces affecting domestic as well as international scenarios. More research is needed, but indications are that head office staff learn to empathize with overseas colleagues, and become less inclined to rely on a domestic mindset when analyzing unfamiliar contexts. Study of the tension construct may also improve skills in other forms of scenario analysis, and refine learners' knowledge of negotiation dynamics. Tension analysis has potential as a generic skill for analyzing organizational issues at home and abroad.