Visions and Challenges in Managing and Preserving Data to Measure Quality of Life

Health-related data analysis plays an important role in self-knowledge, disease prevention, diagnosis, and quality of life assessment. With the advent of data-driven solutions, a myriad of apps and Internet of Things (IoT) devices (wearables, home-medical sensors, etc) facilitates data collection and provide cloud storage with a central administration. More recently, blockchain and other distributed ledgers became available as alternative storage options based on decentralised organisation systems. We bring attention to the human data bleeding problem and argue that neither centralised nor decentralised system organisations are a magic bullet for data-driven innovation if individual, community and societal values are ignored. The motivation for this position paper is to elaborate on strategies to protect privacy as well as to encourage data sharing and support open data without requiring a complex access protocol for researchers. Our main contribution is to outline the design of a self-regulated Open Health Archive (OHA) system with focus on quality of life (QoL) data.Comment: DSS 2018: Data-Driven Self-Regulating System

Do Multinationals Transplant their Business Model?

What determines whether or not multinational firms transplant their mode of organisation to other countries? We embed the theory of knowledge hierarchies in an industry equilibrium model of monopolistic competition to examine how the economic environment may affect the decision of a multinational firm about transplanting its business organisation to other countries. We test the theory with original and matched parent and affiliate data on the internal organisation of 660 Austrian and German multinational firms and 2200 of their affiliate firms in Eastern Europe. We find that three factors stand out in promoting the multinational firm’s decision to transplant the business model to the affiliate firm in the host country: a competitive host market, the corporate culture of the multinational firm, and when an innovative technology is transferred to the host country. These factors increase the respective probabilities of organisational transfer by 18.5 percentage points, 37, and 31 percentage points

Impacts for m-Internet applications and perspectives in agriculture

Mobile communication and the mobile Internet can provide important opportunities, economic advantages for enterprises end organisations and support their more efficient operating as they can use it anytime and anywhere. We can make their wide spread usage, innovation effect and advantages economical way if we consider the effect system of technologies and services. The technological, social and economical complex effect system puts pressure on spreading of business applications. The types of applicable equipment are increasing. There can be found four player groups according to social aspects: manufacturers, enterprises, customers and workers. The Internet technology and the Internet network have become essential communication tools in business processes recently. Using the Internet by means of mobile appliances increases the possibilities. If we study the business process the expenses, advantages, disadvantages can be seen well. Nowadays these applications are more and more successful in the following areas such as in agriculture, in different parts of food industry, in extension services, precision agriculture, logistics

On Secure Workflow Decentralisation on the Internet

Decentralised workflow management systems are a new research area, where most work to-date has focused on the system's overall architecture. As little attention has been given to the security aspects in such systems, we follow a security driven approach, and consider, from the perspective of available security building blocks, how security can be implemented and what new opportunities are presented when empowering the decentralised environment with modern distributed security protocols. Our research is motivated by a more general question of how to combine the positive enablers that email exchange enjoys, with the general benefits of workflow systems, and more specifically with the benefits that can be introduced in a decentralised environment. This aims to equip email users with a set of tools to manage the semantics of a message exchange, contents, participants and their roles in the exchange in an environment that provides inherent assurances of security and privacy. This work is based on a survey of contemporary distributed security protocols, and considers how these protocols could be used in implementing a distributed workflow management system with decentralised control . We review a set of these protocols, focusing on the required message sequences in reviewing the protocols, and discuss how these security protocols provide the foundations for implementing core control-flow, data, and resource patterns in a distributed workflow environment

Unionisation structure and product innovation

This paper considers the e¤ects of di¤erent labour unionisation structure (viz., decentralised and centralised unions) on product innovation. Although the presence of labour unions reduces the incentive for product innovation compared to the situation with no labour union (or if the unions have no bargaining power in wage determination), the e¤ects of di¤erent labour unionisation structure on innovation are not so straightforward. In the case of symmetric product di¤erentiation, the incentive for innovation is higher under decentralised unions. However, the incentive for innovation can be higher under a centralised union than under decentralised unions in the presence of asymmetric product differentiation. Our paper provides a new perspective to the literature by focusing on product innovation.Centralised union; Decentralised union; Product innovation

The role and effectiveness of e-learning: key issues in an industrial context

This paper identifies the current role and effectiveness of e-learning and its key issues in an industrial context. The first objective is to identify the role of e-learning, particularly in staff training and executive education, where e-learning (online, computer-based or videoconferencing learning) has made significant impacts and contributions to several organisations such as the Royal Bank of Scotland, Cisco and Cap Gemini Earnst Young. With e-learning, staff training and executive education provides more benefits and better efficiency than traditional means. The second objective of this research is to understand the effectiveness of e-learning. This can be classified into two key issues: (1) methods of e-learning implementations; and (2) factors influencing effective and ineffective e-learning implementations. One learning point from (1) is that centralized e-learning implementations may prevail for big organizations. How-ever, more organizations adopt decentralized e-learning implementations due to various reasons, which will be discussed in this paper. From the research results, a proposed way is to retain the decentralized way. The second learning point is about interactive learning (IL), the combination of both e-learning and face-to-face learning. IL has been making contributions to several organizations, including the increase in motivation, learning interests and also efficiency. The popular issues about IL are (a) how to minimize the disadvantages of IL and (b) the degree of interactivity for maximizing learning efficiency. One learning point from (2) is to analyze the factors influencing effective and ineffective implementations, which reflect the different focuses between industrialists and academics. In terms of effective e-learning implementations, factors identified by both groups can map to particular cases in industry. In contrast, factors causing ineffective implementations rely more on primary source data. In order to find out these factors and analyze the rationale behind, case studies and interviews were used as research methodology that matched the objective of the research

The Role of Corporate HR Functions In Multinational Corporations: The Interplay Between Corporate, Regional/National And Plant Level

The HR literature has been abundant in providing typologies of the roles of HR professionals in their organisation. These typologies are largely related to the changing nature of HRM over time, and the context in which empirical work was carried out. In this paper we focus on the context of the increasing internationalisation of firms and how this has an effect upon modern-day typologies of HR roles. We explore these roles by focusing on the way in which HRM practices come about. Especially in a MNC setting of increasing internationalisation of firms the issues of coordination, shared learning and standardisation versus leeway for adapting to the local context (customisation) are prominent. These issues present themselves both at the corporate and regional level and at the national and local (plant) level. On all these levels HR practitioners are active and find themselves amidst the interplay of both (de-)centralisation and standardisation versus customisation processes. This paper thus explores the way in which HR practices come into being and how they are implemented and coordinated. These insights help us understand further the roles of international corporate HR functions that are being identified. Our data is based on 65 interviews, which were held (as part of larger study of HR-function excellence) with HR managers, line managers and senior executives of six multinational companies in eight countries from September to December 2004. This data reveals new classifications of processes by which HR activities are developed, implemented and coordinated, both in terms of who is involved and how these processes are carried out

Complementarities between Workplace Organisation and Human Resource Management:

Owing to changes in the business environment, there has been a tremendous adoption of innovative workplace organisation (WO) and human resource (HR) practices during the last few decades. Assuming a holistic perspective on human resource management (HRM), the present study establishes the hypothesis of mutually reinforcing WO and HR practices that, thus, constitute a so-called high-performance work system. Precisely, it is argued that there may be a complementary relationship between a more decentralised way of allocating tasks and decision rights on the one hand and continuing training (or skilled labour), incentive pay or a more intensive use of long-term, as opposed to temporary, employment on the other. This hypothesis is examined empirically using latest nationally representative panel data of about 2,500 firms in Switzerland and applying econometric estimation techniques on the basis of an augmented Cobb-Douglas production function. The estimation results show statistically significant complementarities between the WO and HR practices mentioned above. In addition, socalled innovative HRM systems of mutually reinforcing WO and HR practices increase firm performance significantly. These results are robust to unobserved firm heterogeneity and to the problem of reversed causality.

Self-organizing peer-to-peer social networks

This is the author's accepted manuscript. The final published article is available from the link below. Copyright @ 2008 The Authors.Peer-to-peer (P2P) systems provide a new solution to distributed information and resource sharing because of its outstanding properties in decentralization, dynamics, flexibility, autonomy, and cooperation, summarized as DDFAC in this paper. After a detailed analysis of the current P2P literature, this paper suggests to better exploit peer social relationships and peer autonomy to achieve efficient P2P structure design. Accordingly, this paper proposes Self-organizing peer-to-peer social networks (SoPPSoNs) to self-organize distributed peers in a decentralized way, in which neuron-like agents following extended Hebbian rules found in the brain activity represent peers to discover useful peer connections. The self-organized networks capture social associations of peers in resource sharing, and hence are called P2P social networks. SoPPSoNs have improved search speed and success rate as peer social networks are correctly formed. This has been verified through tests on real data collected from the Gnutella system. Analysis on the Gnutella data has verified that social associations of peers in reality are directed, asymmetric and weighted, validating the design of SoPPSoN. The tests presented in this paper have also evaluated the scalability of SoPPSoN, its performance under varied initial network connectivity and the effects of different learning rules.National Natural Science of Foundation of Chin