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This paper's objectives are: • To clarify the concepts of "shortage" and "low production" in the context of scientists and engineers • To suggest answers to the questions in the paper's title • To point toward strategies for addressing science and engineering (S&E) workforce shortages. WHAT WOULD A "SHORTAGE" OF SCIENTISTS AND ENGINEERS LOOK LIKE? Over the last half-century, numerous alarms have sounded about looming shortages of scientists and engineers in the United States. What is meant by "shortage" has not always been clear. Further, the population under discussion, the scientists and engineers themselves, has not always shared the perspective of those sounding the alarm. Regardless, the implications of a shortage of skills critical to U.S. growth, competitiveness, and security are significant. So are the implications of the continuing low entry of female and minority students into many S&E fields. These implications justify closer examination of the nature and sources of the over-or underproduction of scientists and engineers. Improved understanding of the definition and nature of the problem can point toward relevant data and useful questions. As a starting point, consider the different circumstances in which the production of any good or service, new S&E PhDs being one, might be called "low": 1. If production is lower than in the recent past (steel is a recent example) 2. If competitors' share of total production is growing (electronic component manufacturing, shoe manufacture, and oil production are increasingly foreign) 3. If production is lower than what the people doing the producing would like (automobiles) 4. If less is produced than the nation is deemed to need (well-trained K-12 teachers) 5. If production is not meeting market demand, as indicated by a rising price (nurses, Washington, DC, area housing).

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PurposeMeasurement of the innovation process performance is critical for both managers and researchers. However, existing performance frameworks (PFs) neglect performance indicators (PIs) and dimensions relevant to the current innovation landscape in companies as well as lack support in the definition of action plans. Thus, this paper aims to introduce a new and updated PF for measuring innovation performance and defining improvement actions.Design/methodology/approachThe proposed PF is developed from literature and action-oriented case studies in two European manufacturing companies. First, the literature review enabled the synthesis of framework elements into a “conceptual” PF capable of illustrating the current state of knowledge in the field. Then, this PF was applied in the case studies that enriched the conceptual form with empirical insights, resulting in a new and updated PF.FindingsThe review enabled the systematisation of nine dimensions and 259 PIs that were fragmented throughout the literature. In turn, empirical insights from the case studies gave rise to an actionable procedure for providing a comprehensive diagnosis of the company's situation considering the new trends as well as defining improvement actions. Although the results from the two cases cannot be generalised, the findings encourage broader applicability.Originality/valueThe novelty of this research resides on the fact that the PF consolidates elements from the literature but combined with empirical insights in a new actionable way that supports managers in performance measurement and provides researchers with an extensive systematisation of dimensions and PIs.

As lighting researchers we can learn from our colleagues in the humanities who have progressed Qualitative Research methods to a high level of rigour. We should consider using before quantitative research to inform it or afterwards to explain it; but it can also be extremely informative in itself and act as a catalyst for change to the reader who can see the outcomes in a context that applies to them. For example the reader can extrapolate insightful findings from a Case Study to their own applications more generally; in fact this is how the quality of such research is often evaluated.

Purpose -This paper aims to investigate the link between two knowledge areas that have not been previously linked conceptually: stakeholder management and corporate culture. Focussing on the UK construction industry, the research study demonstrates mutual dependency of each of these areas on the other and establishes a theoretical framework with real potential to impact positively upon industry. Design/methodology/approach -The study utilises both qualitative and quantitative data collection and then analysis to produce results contributing to the final framework. Semi-structured interviews were used and analysed through a cognitive mapping procedure. The result of this stage, set in the context of previous research, facilitated a questionnaire to be developed which helped gather quantitative values from a larger sample to enhance the final framework. Findings -The data suggests that stakeholder management and corporate culture are key areas of an organisation's success, and that this importance will only grow in future. A clearly identifiable relationship was established between the two theoretical areas and a framework developed and quantified. Originality/value -It is evident that change is needed within the UK construction industry. Companies must employ ethical and social stakeholder management and manage their corporate culture like any other aspect of their business. Successfully doing this will lead to more successful projects, better reputation and survival. The findings of this project begin to show how change may occur and how companies might intentionally deploy advantageous configurations of corporate culture and stakeholder management.

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