Organizations have worked over the years to develop efficiencies to their supply chains, which includes efforts to reduce waste, lower costs, consolidate suppliers and distributors, better manage costs of goods sold and inventory, develop efficiencies in packaging, storage, and shipping of product, as well as utilizing digital analytics to manage consumer choices and demands. These are all by-products of world-class manufacturing which have promoted systematic organizational and supply chain efficiencies. However, under economic shocks that are sustained over longer periods of time (e.g., Covid-19 Pandemic) and that affect supply chains from a variety of disruptions, a supply chain that is not prepared or adaptable may be broken or at a minimum weigh down the organization. Therefore, the ability to manage and control risk is a key aspect of effective supply chain management. However, the literature on pandemic risk mitigation is nascent. Thus, this paper offers a review of the extant literature, provides a strategic mitigation model covering five dimensions: leadership, preparedness, digitalization, resilience, and pivoting. These dimensions are designed to help organizations in the future to be more adaptive to events such as global pandemics and other large-scale disruptions and discuss implications for future research.

An extensive body of literature has examined the benefits and challenges of experiential learning in higher education. At the same time, colleges and universities have increased the utilization of large class sections, both online and face-to-face. To date, little research has examined mechanisms for leveraging the benefits, while mitigating the challenges, of experiential learning in large classes. This article seeks to address some of the inherent problems of experiential learning activities in large classes by providing an extension of Kolb’s experiential learning framework. Drawing on the multisource feedback literature, we integrate a multisource evaluation process employing self-assessment, peer collaboration, and community engagement to enhance experiential learning outcomes. We propose that this process will help reduce faculty feedback and coaching requirements, while increasing student engagement and career readiness in large classes. We contend that our framework provides a viable model to facilitate student learning, sheds light on an understudied area of pedagogy, and addresses a practical issue facing management instructors in large classrooms. We conclude by offering a pilot study and implementation examples in three different types of management classes as well as proposing future research directions.

Recent Securities and Exchange Commission (SEC) guidelines provide a regulatory framework for Title II of the Jumpstart Our Business Start-ups (JOBS) Act of 2012, that legalised interstate equity crowdfunding (ECF) in the USA. Concurrently, 18 states have passed legislation or regulations to allow intrastate ECF. Yet, the literature has not fully addressed what this nascent funding mechanism will offer to investors and those seeking funding for entrepreneurial projects in the USA. This article reviews current US legislation and the federal and state laws as they pertain to ECF. It also discusses the anticipated implications of ECF, provides a conceptual model that demonstrates how crowdfunding can change the traditional equity-financing continuum and discusses externalities that may emanate from implementation of this relatively new means of raising capital.

Purpose: This conceptual paper seeks to contribute to the literature on Hispanics in the workplace by applying the job demand-resource (JD-R) model to better identify some of the unique demands, resources and outcomes that have been studied within Hispanic populations. Specifically, we apply moderators that uniquely differentiate Hispanic workers from the more dominant White culture. Design/methodology/approach: Our search revealed peer-reviewed papers from 1970 to 2019. This timeframe was chosen because earlier studies did not report findings specifically about Hispanics. We excluded papers that: (1) focused on measurement equivalence, were qualitative or conceptual, (2) were not related to workers or employees (3) examined outcomes not resulting from demands and resources, (4) studied Hispanics not living in the US or (5) did not report independent findings on Hispanics. Based on our parameters, a total of 82 articles have been included in our study. Findings: Our literature review revealed a tendency to treat Hispanics as a homogeneous group rather than delving into their distinct characteristics. Consequently, our model and propositions offer a framework to thoroughly investigate the unique attributes of Hispanics in the workplace. Practical implications: This paper aims to encourage further research on Hispanics in the workplace, fostering a deeper understanding among organizations and managers to create a work environment that is more inclusive and conducive to productivity. Originality/value: This paper enhances the literature on Hispanics in the workplace by presenting a model and propositions grounded in JD-R theory, with a specific focus on exploring factors that impact the job-related outcomes of Hispanics.