Global Corporate Workplaces



In recent years, multinational corporations were increasingly engaged in the development of standardized global workplace models. For their implementation and feasibility, it is decisive as how these standards fit the diverse regional workplace cultures. This topic was pursued in the course of a research project, comparing established workplaces in Germany, USA and Japan against global workplace standards of multinational corporations. The analysis confirmed the expected differences among local workplaces and on the other hand a predominant mainstream among global corporate workplace standards. Conspicuous however, are the fundamental differences between local models and corporate standards. For the implementation of global standards in local context, this implies multiple challenges on cultural, organizational and spatial level. The analysis findings provide information for assessing current projects and pinpointing optimization measures. The analysis framework further provides a tool to uncover and assess needs and restrictions for the development of future workplace models. The content • Holistic approach raises awareness for complexity of workplace models • Provides comprehensive framework to ensure that all aspects are considered • Supplies reference information and guide values to ensure credibility in project proceedings • Describes approach, methodology and guidelines to set up and to conduct projects The author Martin Hodulak is a workplace strategy and facility programming consultant, providing services to government and commercial clients. Over the past 18 years, he has been leading and conducting more than 70 projects on workplace strategies, workplace design and facility programming. Among them are commissions for automotive, pharmaceutical and IT industries, as well as for governmental institutions and higher education facilities. Apart from project work, he has been refining methodologies for programming and workplace design and has co-authored the first programming guidebook for the German market (Hodulak, M. and Schramm, U. Nutzerorientierte Bedarfsplanung – Springer Verlag, 2011). He has lectured on workplace strategies and programming, and is published in national and international conference proceedings. He was trained as an architect at the University of Karlsruhe and the University of Bath and holds a PhD from the University of Stuttgart. In recent years, he has worked as a project leader, senior consultant and managing director for various architectural and consulting practices.

Chapters (5)

New corporate workplace models and their established local counterparts differ considerably in terms of their size, features and complexity. Moreover, the intentions and the approach leading to these models are divergent. In order to include all differences and similarities and also to acknowledge the intentions and ideas behind the models, a holistic analysis framework, which encompasses the full scope of aspects and issues, was developed.
As noted in Chapter 1, the feasibility of corporate workplace models is analyzed against the backdrop of established local workplace models of Germany, USA and Japan, three countries representing three economic regions (Figure 3-1).
In this chapter, corporate workplace models are described, analyzed and assessed. The analysis is twofold, describing and assessing the workplace model itself as well as the context in which and for which it was developed.
In previous chapters, local workplace models on the one hand and global workplace models on the other hand were analyzed. Substantial differences were found between established workplaces of Germany, Japan and the United States. Only minor differences were found among the corporate workplace models. In this chapter, similarities and differences between local workplace models and the mainstream of corporate models are highlighted.
In this concluding chapter, major findings on the questions raised are summarized and major implementation challenges are outlined. A brief insight into success factors based on this survey’s findings and the author’s project experience is provided.
... Grimshaw y Rubery (2007), Fields, Chan y Akhtar (2002) y Jackson y Schuler (1995), enfatizan en el papel de los factores contextuales (mercados, políticos, institucionales, entorno social, cultura) para explicar las diferencias en las prácticas y los resultados de la gestión de recursos humanos entre empresa. La literatura reciente pone de relieve la relación entre la estandarización universal de prácticas y el ajuste al contexto local (Amossé et al., 2016;Gallie, 2007;Hodulak, 2017;Ibrahim y Shah, 2013;Quintanilla y Ferner, 2003). ...
... Dependencies to existing IT Infrastructure Library (ITIL) operations frameworks must be taken into account. The implementation phase is not part of this framework but can be backed by existing approaches [41][42][43]. ...
... Dependencies to existing IT Infrastructure Library (ITIL) operations frameworks must be taken into account. The implementation phase is not part of this framework but can be backed by existing approaches [41][42][43]. ...
Conference Paper
Full-text available
For companies, knowledge is the central and decisive resource for success. Today, however, knowledge must flow more than ever before in order to meet the requirements of shorter innovation cycles and an increasingly agile working environment. The distribution and generation of knowledge requires a digital workplace environment that facilitates communication and collaboration between employees and their environment. The digital workplace acts as both a technical enabler and an attractive feature, thus making a major contribution to organizational performance and recruiting, retaining and motivating staff. Such an infrastructure, which connects users, makes them capable of working ubiquitously. Due to the complexity and ambiguities of such an endeavour it can only be rolled out and developed on an ongoing basis in close interaction with users. Therefore, this contribution proposes an agile framework for large-scale end-user participation in developing digital workplace environments based on an agile design approach that actively and continuously involves employees.
Full-text available
La Revista de Actualidad Económica (RAE) publica un ranking de las cien empresas más destacadas para trabajar en España a través de la medición de seis factores tales como Gestión del Talento, la Retribución, Ambiente de Trabajo, la Responsabilidad Social Corporativa (RSC), Formación y Percepción de los Empleados y el total de valoración. Este artículo tiene por objeto conocer el perfíl internacional de dichas empresas y analizar si existen relaciones significativas entre su dimensión internacional y las valoraciones totales y la específica referida a la RSC. Para ello, se identificaron las empresas por nacionalidad y se agruparon por áreas internacionales (anglosajona, Europa norte-centro, Europa-mediterránea y resto del mundo). Se plantearon ocho preguntas de investigación buscando relacionar la dimensión internacional y la dimensión económica de los países con la valoración obtenidas por las empresas. Así nos preguntamos cuestiones como si las empresas de origen mediterráneas (latinas) tienen mayor valoración que las empresas anglosajonas tanto en la RSC como en su valoración global. Los instrumentos usados han sido estadísticos, promedios, porcentajes, análisis de varianza unifactoriales, correlaciones de Pearson y regresiones múltiples. La conclusión principal es que no es relevante la variable nacionalidad, ni las áreas internacionales (anglosajona, Europa norte-centro, Europa mediterránea y resto del mundo). En cambio las empresas suizas tienen diferencias estadísticamente relevantes respecto a las empresas de otros países europeos considerados desarrollados, tales como Suecia, Francia, Alemania, Países Bajos, y Reino Unido, que pertenecen a la Unión Europea. El valor añadido de este trabajo radica en la novedad, ya que permite conocer mejor el perfíl de las empresas más atractivas para trabajar en España bajo una óptica internacional
ResearchGate has not been able to resolve any references for this publication.