From the perspectives of manager cognition and behavior selection, this paper analyzes the cognitive basis of manufacturer’s green innovation and discovers that the embodied cognition of the manager has an important influence on the selection of green innovation behavior. Next, the behavior activation in the four stages of manufacturer’s green innovation, namely, initiation, termination, change, and solidification, was analyzed, and two behavior selections were proposed: the adaptive legitimacy with institutional logic as the cognitive starting point and the strategic legitimacy with efficiency logic as the cognitive starting point. On this basis, the authors examined four types of manufacturer decisions of green innovation (compliance, selection, creation, and control) driven by manager cognition and behavior selection. The examination reveals how should the manager, facing the growing environmental pressure, form a correct cognition, select the right behavior, and make the proper green innovation decision, which promotes the green, sustainable development of manufacturers.
Design of high speed train body is typically a highly iterative activity involving multi-discipline knowledge and a large group of designers which increases the design difficulty and extend the design cycle. Although the infrastructure of PDM or PLM system have built a collaborative environment for engineers, a specific design system based on skeleton modeling is needed in order to provide a real collaborative platform in 3D modeling and structure design for multi disciplinary groups. The multilevel skeleton model is built based on the product topological function and their physical structure, which captures the important data and knowledge of design, in the paper. Furthermore, the skeleton-based model can ensure the consistency of data and transferring efficiency in different design stages between designers. Therefore, designers in multidisciplinary groups can share and reuse not only the information but also modeling experiences and enterprise's best practices, so that the design tasks are accomplished collaboratively and the time-to-market is shorten greatly. Finally, take a certain train body model as an example to verify the validity of the proposed system.
This paper aims to disclose the effect of individual organization members, especially their implicit attitude, on corporate organizational change (COC). From the perspective of nurohistology, the author explored the effect of implicit attitude on corporate organizational change (COC), and created the COC model under empathy mechanism. Through detailed analysis, it is concluded that the individual resistance to the COC can be mitigated if the corporate organization understands the neural basses of the formation and change of the implicit attitude among individual members. Besides, the enterprise should rely on empathy mechanism to resolve the negative impacts of individual implicit attitude on the COC. This research provides a positive guide on the successful implementation of the COC.
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