Theses and Dissertations
This collection includes both ASU Theses and Dissertations, submitted by graduate students, and the Barrett, Honors College theses submitted by undergraduate students.
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- Creators: Department of Supply Chain Management
Description
Within humanitarian logistics, there has been a growing trend of adopting information systems to enhance the responsiveness of aid delivery. By utilizing such technology, organizations are able to take advantage of information sharing and its benefits, including improved coordination and reduced uncertainty. This paper seeks to explore this phenomenon using organizational information processing theory. Drawing from complexity literature, we argue that demand complexity should have a positive relationship with information sharing. Moreover, higher levels of information sharing should generate higher responsiveness. Lastly, we examine the effects of organizational structure on the relationship between information sharing and responsiveness. We posit that the degree of centralization will have a positive moderation effect on the aforementioned relationship. The paper then describes the methodology planned to test these hypotheses. We will design a case-based simulation that will incorporate current disaster situations and parameters experienced by Community Preparedness Exercise and Fair (COMPEF), which acts as a broker for the City of Tempe and various humanitarian groups. With the case-based simulation data, we will draw theoretical and managerial implications for the field of humanitarian logistics.
ContributorsYoo, Eunae (Author) / Maltz, Arnold (Thesis director) / Pfund, Michele (Committee member) / Fowler, John (Committee member) / Barrett, The Honors College (Contributor) / School of International Letters and Cultures (Contributor) / Department of Supply Chain Management (Contributor) / W. P. Carey School of Business (Contributor) / School of Mathematical and Statistical Sciences (Contributor) / School of Accountancy (Contributor)
Created2013-05
Description
The authors (hereinafter, "the team") engaged in a consulting project with Honeywell Process Solutions, on behalf of the New Venture Group (nVg) The New Venture Group is a student-run management consulting firm within the W.P. Carey School of Business. Its purpose is to provide an experience that allows members to learn about management consulting by interacting with real clients doing value -adding work. Through this particular client engagement, the team was asked to research and develop a structured process that would allow Honeywell Process Solutions to usefully compare 22 factories to each other on a broad range of performance issues.
ContributorsClark, Alexander Kenneth (Co-author) / Lau, Branden (Co-author) / Brooks, Daniel (Thesis director) / Dawson, Gregory (Committee member) / Pfund, Michele (Committee member) / Barrett, The Honors College (Contributor) / Department of Information Systems (Contributor) / Department of Supply Chain Management (Contributor)
Created2013-05
Description
Purpose: This thesis studies the behavior and actions of introverted and extraverted students in regards to preparing for and obtaining a postgraduate position. The purpose of this thesis is to develop an understanding of introverts' and extraverts' approach to the job search process and to provide suggestions to improve the job search process. Methodology: In addition to research of existing literature, a survey was given to students at the W. P. Carey School of Business at Arizona State University, to determine students' job search behaviors, and to recruiters of organizations who recruit from the W. P. Carey School of Business at Arizona State University to determine what recruiters look for in a candidate. Findings - We found that extraverts are more likely to network online than introverts. Secondly, we found that extraverts are more likely to self-promote their strengths to company recruiters than introverts. Thirdly, we found that introverts are more reserved when it comes to discussing their strengths with company recruiters than extraverts. Fourthly, we found that extraverts are more likely to feel as though they successfully represent themselves to company recruiters than introverts. Additionally, we found that the top three behaviors that recruiters look for in candidates include the candidate being energized about the prospects of working for the organization, that the candidate is knowledgeable about the organization, and that the candidate asks questions and introduces him-or-herself at organization information sessions. The three lowest rated behaviors were that the candidate uses live (in-person) networking to connect with the recruiter, that the candidate is reserved when discussing his/her accomplishments, and that the candidate uses online networking to connect with recruiters.
ContributorsRobles, Margaret (Co-author) / Carroll, Allison (Co-author) / LePine, Marcie (Thesis director) / Pfund, Michele (Committee member) / Harthun, Jyll (Committee member) / Barrett, The Honors College (Contributor) / Hugh Downs School of Human Communication (Contributor) / Department of Supply Chain Management (Contributor)
Created2013-05