... Computers are being used to enhance training effectiveness. Computer-aided training or learning has immense potential for multicultural education because it cuts across traditional language barriers (Harris et al., 2004). ...
... • The interaction approach is Based on participants' interacting with people in the host country, either nationals or home country people who have been in the host country for an extended time (Harris & Moran, 2004) • The multidimensional approach is Based on the concept that using any single training approach is not as effective as using an approach that attempts to combine cognitive, affective and behavioral aspects of training. ...
Corporate social responsibility (CSR) becomes an omnipresent topic in today’s business literature, but this has largely neglected the institutional role. The introductory report to the essential matters of socio economic review has examined the potential contributions of Best model theory to understand CSR as governance’s mode. The options have suggested going beyond grounding CSR in the organization’s voluntary behavior. And also it tries to understand the vast number of historical & political determinants of weather & in what types of form the corporations have taken on social responsibility. From the historical time, the prevailing notions of CSR emerged via the defeat of more customary forms of socio solidarity in open market economic activities. Meanwhile, CSR is heavily linked to the formal organizations of the stakeholder participation or CSR might also state the intervention in 0ther progressive frugalities. The tensions arise among the multiple stakeholders & business driven form of CSR has been extended to the transnational level from where the meaning and also the form of CSR remains very consistent & contested. The practice & research of CSR thus rest on a basis paradox among a contrary implication, social binding responsibilities & also the notions of voluntary engagements. On the other hand, the institutional theory is seemed to be promising avenue in order to discover that the way how the boundaries among the business, human resource & the society have been constructed in various ways & also it develops our understandings of the effective of CSR within the wider institutional area of fiscal monitoring.
... This suggests that high UA societies would typically encourage the use of extensive data analysis before making decisions, while in low UA cultures people may not trust data and view it with great scepticism in relation to foreseeing the future (Leidner and Kayworth, 2011). The common approach often found in low UA cultures is that decisions are made without critical analysis and by just assuming that all will be accomplished in time (Hofstede, 1993;Leidner and Kayworth, 2011;Moran and Abbot, 1994). Correspondingly, Kras (1995) finds that in low UA cultures, people tend to be less deliberative in dealing with certain issues or changes, and, being more tolerant of uncertainty, are less inclined to analyse data in detail. ...
... (e.g. Hofstede 1993;Leidner and Kayworth 2011;Moran and Abbot 1994) ...
Responsible Innovation (RI) recently emerged as an approach that addresses issues related to major social andenvironmental risks and uncertainties in complex innovations. At this stage, more inquiry is still needed to make theWestern-rooted RI approach more contextual and to facilitate its applicability in practice, especially in other culturalsettings. To address this issue, we propose a conceptual framework based on Hofstede’s dimensions of nationalculture and core processes of RI. We argue that the cultural dimensions are likely to play distinct roles in influencinghow these RI processes would be interpreted and operationalised in different societies with different cultures,illustrating this with some examples from Asian countries. Ultimately, the paper emphasises the importance ofevolving a broader, more comprehensive and mature approach to RI that takes cultural aspects explicitly intoaccount.
... Computers are being used to enhance training effectiveness. Computer-aided training or learning has immense potential for multicultural education because it cuts across traditional language barriers ( Harris et al., 2004). ...
... • The interaction approach is Based on participants' interacting with people in the host country, either nationals or home country people who have been in the host country for an extended time (Harris & Moran, 2004) • The multidimensional approach is Based on the concept that using any single training approach is not as effective as using an approach that attempts to combine cognitive, ...
A STUDY OF DISCOVERING AND DEVELOPING THE CONCEPT OF SCHOLAR
... Computers are being used to enhance training effectiveness. Computer-aided training or learning has immense potential for multicultural education because it cuts across traditional language barriers ( Harris et al., 2004). ...
... • The interaction approach is Based on participants' interacting with people in the host country, either nationals or home country people who have been in the host country for an extended time (Harris & Moran, 2004) • The multidimensional approach is Based on the concept that using any single training approach is not as effective as using an approach that attempts to combine cognitive, ...
The paper examines the way to become a scholar. Everyone can try to be a scholar but can not be a perfect scholar without
hard practice and patience. A scholar is a person, whose intellectuality is much higher than a common man. He is like world
eye and world heart. In this paper we have discovered the various distinguishing features of a scholar and depending on those
ideologies, we developed this concept of being a Scholar.
... Whether or not students can build a passion for learning is strongly shaped by the cultural norms in their communities. The cultural variation must be addressed when analyzing the traits of different nations (Moran, Abramson, & Moran, 2014). This is especially significant when the topic is learning. ...
... This is especially significant when the topic is learning. Culture significantly influences the cognitive process of obtaining, organizing, and processing information (Aktaş, 2012;De Vita, 2001;Holtbrügge & Mohr, 2010;Joy & Kolb, 2009;Moran et al., 2014;Sternberg & Grigorenko, 2004;Yamazaki, 2005). For instance, individuals in the US tend to believe that only certain people have the potential and capacity to become highly intelligent. ...
Skeptics of Programme for International Student Assessment (PISA) and Trend for International Math and Science Study (TIMSS) argue that while US elementary and high school students are behind their peers in other nations, the US workforce is still excellent because of the high quality post-secondary educational institutions in the US. However, the Programme for the International Assessment of Adult Competencies (PIAAC) indicates that US adults are in fact far behind their international peers in literacy, numeracy, and technology-based problem solving. Through the use of data mining, this study explored the possible association between PIAAC scores and several constructs. Since the US, Canada, and New Zealand were considered culturally similar nations, according to cluster analysis, patterns between PIAAC scores and selected constructs were analyzed by a variety of big data analytical methods, including cluster analysis, bootstrap forest, boosted tree, and data visualization. Given that PIAAC used multiple computerized adaptive testing, the consequential plausible values were randomly selected when the ensemble approach was used. Additionally, model comparison was utilized to decide between bagging and boosting in order to select the optimal model for each sample. In these samples, cultural engagement, readiness to learn, and social trust, respectively emerged as strong predictors for learning outcomes as they were assessed by PIAAC.
... (2) communication and language; (3) dress and appearance; (4) food and feeding habits; (5) time and time consciousness; (6) relationships; (7) values and norms; (8) beliefs and attitudes; (9) mental process and learning; and (10) work habits and practices (Moran et al., 2014). In defining culture, it is important to remember that 'one size does not fit all' which suggests that cultural behaviour is multidetermined and is likely a product of history, patterns of behaviour associated with economic activity and the influence of philosophical and religious views. ...
... A systems/socioecological approach to understanding psychology and culture includes analysis of a combination of interrelated systems. Such systems include kinship (family and childrearing); educational both formal and informal; economic; political; religious (i.e., making meaning, spirituality, and approach to the supernatural); association (social networks in person and electronically); health including wholeness, well-being, and medical problems; and recreational (leisure time) (Kitayama & Cohen, 2010;Moran et al., 2014). ...
... Culture-based team research is crucial for enhancing the pitch, as highlighted by [13]. Yu et al. [14]. ...
This study investigates the management of cultural diversity and its implications for the success of infrastructure projects. It was conducted qualitatively at a multinational organisation, involving twelve semi-structured interviews with participants from Europe, Asia, America, and Africa. Content analysis identifies relevant units and categories based on theory and empirical data. A positive work environment promotes flexibility in decision-making through effective communication, problem-solving, and distinctive familial characteristics. Key success factors include effective communication, team building, strong relationships, language barriers, diverse perspectives, mutual respect, hygiene, safety, welfare facilities, and technical challenges. Successful construction firms integrate changes in cross-cultural team selection, joint decision-making, communication, teamwork, effective people selection, and project selection, enabling consistent high-performance levels across various organisational levels in project teams. Project managers can enhance team dynamics, productivity, and project success by promoting cultural diversity through training in interpersonal skills, language proficiency, and cultural intelligence, encouraging collaboration, clear goals, and inclusive decision-making processes. The paper explores Ghana’s multicultural diversity through interviews and case studies, highlighting its underexplored and understudied topic in gas-to-power projects. This paper has generalizability limitations based on one case study.
... Indeed, the previous literature [Pinto, Cabral-Cardoso, Werther, 2012] indicates that expatriate adjustment were positively correlated with general assignment satisfaction. Yet, the literature has given relatively little consideration to the models that observe the dynamic flow of adaptation in expatriates in general [Moran, Harris, Moran, 2010]. In view of the above, the following hypotheses were proposed: ...
Emotional stability and sense of coherence are both predictors of global quality of life, general life perception, psychological and physiological functioning. However, previous studies found these two concepts to overlap and called researchers to find more well-defined borders and study these two concepts. In the present study, I tried to address this issue using a mixed-method approach. I pretested the conceptual framework through the interviews conducted with 21 international students. I then measured the variables via a quantitative survey. Emotional stability and sense of coherence both enhancing cross-cultural adjustment processes and influencing assignment satisfaction. Later on, I analysed the direct effects, the mediating effect of cross-cultural adjustment and the role of cross-cultural motivation. Firstly, present levels of assignment satisfaction rather depend on personality traits than the time spent abroad, probably due to the stress-adaptation-growth dynamics. Secondly, the extent to which students feel satisfied with their cross-cultural adjustment in general affected their thoughts about assignments. Thirdly, the satisfaction-wise benefit of having high motivation to fit in a new culture was bigger in students who had higher sense of coherence, and lower in those with lower levels of it.
... are the main factors that influence the country's culture (Moran et al., 2014). Khan and Varshney, (2013) indicated that Saudi Arabia is among the societies with a high power distance implying that individuals have high regard for hierarchical systems featuring clear inequalities, centralization, clear instructions for followers, and benevolent autocracy in which everyone recognizes their position. ...
Organization performance management (OPM) has been the threshold of profit and non-profit organizations for a century. OPM took off in the education arena in the past decades with the call for greater responsibility/accountability for education quality assurance and accreditation (QAA). This chapter proposes a strategic performance management system (SPMS) based on MBNQA/EFQM performance excellence frameworks to assess HEI organizational performance. It demonstrates that leadership is the precursor of HEI performance management in other performance criteria through three case studies in Thailand and Saudi Arabia. The HEI assessment of its processes/results using Process ADLI (approach, deployment, learning, integration) and Results LeTCI (levels, trends, comparisons, integration) shows that organization/infor/human capitals (OC/IC/HC) integration, individual/organization learning, and organization agility are the critical foundations for HEI successful OPM.
... Indeed, the previous literature [Pinto, Cabral-Cardoso, Werther, 2012] indicates that expatriate adjustment were positively correlated with general assignment satisfaction. Yet, the literature has given relatively little consideration to the models that observe the dynamic flow of adaptation in expatriates in general [Moran, Harris, Moran, 2010]. In view of the above, the following hypotheses were proposed: ...
... This clash of expectations, from the author's empirical experience, is the single most important difference to manage for better learning outcomes in the classroom. Moran et al. (2011) suggest a diversity training programme should consist of the following components: a general 'what is' cultural section; a section that emphasises mastering cross-cultural communication; a section that teaches cross-cultural self-awareness; a section that has cultural specifics; a section that teaches how to resolve conflict; a section on cross-cultural skills; a section that addresses specific employee-requested concerns. ...
The article approaches a ubiquitous as well as a rarely adequately addressed problem area of learning and teaching foreign languages. It concentrates on xenoglossophobia, the fear of speaking foreign languages. Why do avoidance strategies as well as phobias develop during childhood especially in the foreign language classroom whenever it comes to the productive usage of the English language? Psychological, pedagogical, didactical as well as language related and neuroscientific findings are analysed and interpreted in order to help answer central questions like the above. The theoretical indications are further supported by a fundamental pilot study based on the productive language usage of foreign language students (n=108) and the according reflective and prospective analysis. The second part of the article brings all these findings together and outlines language didactical, meaningful, positive preventive, diagnostical, and therapeutic opportunities for intervention in the foreign language classroom.
... This clash of expectations, from the author's empirical experience, is the single most important difference to manage for better learning outcomes in the classroom. Moran et al. (2011) suggest a diversity training programme should consist of the following components: a general 'what is' cultural section; a section that emphasises mastering cross-cultural communication; a section that teaches cross-cultural self-awareness; a section that has cultural specifics; a section that teaches how to resolve conflict; a section on cross-cultural skills; a section that addresses specific employee-requested concerns. ...
In his analysis of the qualities of a good international manager for the EU financed INCA (Intercultural Competence Assessment) Project, Professor Michael Byram of Durham University in the UK identified ‘respect for otherness’ as one of six key areas. In his INCA Framework he identified proficiency in this area at three levels of competence, basic, intermediate and full. At the Basic level managers and teachers decide too quickly what is good and bad but develop tolerance and learn gradually to adapt. At the Intermediate level they accept that values, norms and behaviours may be different and accept the difference provided their own cultural assumptions have not been violated. Their motivation is to put others at ease and ultimately avoid causing offence. At the Full level they work to ensure equal treatment in the workplace or classroom and can deal tactfully with any issues raised. This paper explores the issues raised by cultural diversity in the workplace and in the classroom, both in terms of behaviour and the use of language in training, and suggests ideas and strategies that teachers can use to manage diversity positively in the classroom.
... House and Javidan (2004:15) state culture as "shared motives, values, beliefs, identities, and interpretations or meanings of significant events that result from common experiences of members of collectives that are transmitted across generations". Considering the diversity of cultures, Moran et al. (2014) found that it is challenging to determine the major belief theme of people and other aspects influencing their attitudes and performances. Gimenez-Espin et al. (2013) state that organizational culture plays a crucial role in assisting the supported adoption of business strategies. ...
Culture of Quality (COQ) is regarded as an important component of total quality management (TQM) however this is a relatively new emerging theme, compared to other concepts in the quality management domain. As a result, literature resources on this topic are relatively scarce and there is a lack of empirical validation of the COQ framework. This study therefore attempts to fill this research gap and aims to empirically investigate the dimensions of the COQ and their impact on organisational and employee performance. The study also explores the interrelationship between each dimension of COQ. A set of hypotheses are proposed and empirically tested based on the 120 survey responses mostly from the Asian region. The survey data was analysed using SPSS through descriptive analysis, reliability analysis, correlation analysis and regression analysis. Findings show that COQ dimensions; leadership emphasis, message credibility, peer involvement and employee ownership encourage better employee performance. The study further suggests that organisations should work on ensuring supervision from top to bottom, accelerating information flow, creating autonomous working environment and getting staff involved in strategic management. In addition, findings show that COQ factors also interact with each other in varying degrees. The study therefore addresses an important research gap by empirically investigating the COQ dimensions and suggesting that from an employee perspective, organizational performance can be accelerated through quality culture management
... Értékek Rítusok Hősök Szimbólumok TUDOMÁNYOS EREDMÉNYEK A NAGY VIL ÁGBÓL 2. diszfunkcionalitása, vagyis az előző negatív tapasztalatok folytatódása, majd bekövetkezik az identitáskrízis elszenvedése, ugyanis az identitás kontextusának megváltozásával maga a személyiség is változik (Hidasi, 2004). A három hétnél hosszabb külföldi tartózkodás esetében általában már számolni kell a kulturális sokk hatásával (Harris et al., 2000). A kiváltó tényezők sokszínűek: új információ által fokozott nyomás, nyelvi korlátok, generációs és technológiai eltérések, készségek eltérő hasznossága, függőségi viszonyok, honvágy, unalom, munkaerőpiaci kiszolgáltatottság (Pedersen, 1995). ...
Tanulmányunk a nemzetközi mobilitás hatásait mutatja be a mediterrán térségben szezonális munkát vállaló, vagy szakmai gyakorlatot teljesítő magyar fiatalok tapasztalatain keresztül. Feltáró kutatást végeztünk a külföldi szállodai munkatapasztalattal rendelkező 18-30 év közötti hallgatók, illetve frissdiplomások között. A kapott eredmények rávilágítanak a mobilitást ösztönző tényezőkre és betekintést nyújtanak a külföldön tapasztalt negatív élmények eredetébe. Az egyes változók, valamint a kulturális sokk kapcsolatának vizsgálati eredményei hasznos információt szolgáltatnak a mobilitási programok jövőbeli sikerességéhez és fejlesztéséhez.
... The study shows a very robust methodology, including a large survey and a thoroughly conducted factor analysis. In addition to this study, a vast overview and industry examples of cross-cultural communication combined with guidelines on how to manage cross-cultural differences were provided by another research team [29]. ...
... The current study compares the semen quality of two different countries, the United States and Iraq who are totally different in regional characteristics, such as ethnicity, environment and lifestyle (Moran, Abramson, & Moran, 2014). We have recorded significantly lower semen parameters in men from the United States compared to men from Iraq. ...
The declining trend of male fecundity is a major global health and social concern. Among numerous other confounding factors, variations in male fertility parameters in different regions have repeatedly been suggested to be influenced by geographic locations. The impact of overall lifestyle, behavioural patterns, ethnicity, work stress and associated factors upon health differ greatly between developed and developing countries. These factors, individually or in combination, affect male reproductive functions ensuing the discrepancies in semen qualities in connection with geographic variations. However, reports comparing semen characteristics between developed and developing countries are sparse. The present study finds its novelty in presenting a comparison in semen parameters of infertile men in the United States (n = 76) that fairly represents the population of a highly developed region and Iraq (n = 102), the representative of male populations of a developing region. Samples were collected and analysed according to WHO (WHO laboratory manual for the examination and processing of human semen, WHO; 2010) criteria by means of the Mann–Whitney test. The US population demonstrated lower sperm concentration, total count, and total and progressive sperm motility with a higher seminal total antioxidant capacity (TAC) as compared to the Iraqi population. This report encourages further investigations concerning the confounding factors leading to such alterations in semen qualities between these two geographic areas.
... Culture is a concept that gives people feelings and thoughts about who they are, where they belong, how they behave, what they should do. It also affects human behavior, attitude, work, productivity and actions (Moran et al., 2014). Definitions related to culture can be made according to their source, appearance, sovereignty, means of proving culture, work view and many other relativity. ...
The top management of the organizations attach importance to both the cultural structure and performance by paying attention to the risk level of the decisions taken in order to be successful in the competitive environment. With the success of the organization performance, the organization of employees with different cultural characteristics of the same common value comes to the fore. Therefore, human resources and corporate culture of institutions attach importance to the management of the interaction of people from different segments in their management policies. How risks are understood and managed by employees in an organization is examined within the scope of risk culture, which depends on internal and external factors in the organization. As a result of cultural differences, both the advantages of orientation are recognized and explained and the problems that need to be managed continue to arise. This chapter sets out the existing cultural framework in organizations, and supports a bridge function and a systemic understanding of cultural differences.
... This theme recurs frequently in management literature about India. Other countries seem to have autocratic leaders too: Mexico, France, the United Kingdom, China and many other countries are described in the same terms (see, for example, Ahlstrom & Bruton, 2010;Aminpour & Woetzel, 2006;Branine, 2011;Deresky, 2017;Moran, Harris, & Moran, 2011). Equally noteworthy is that these authors provide few details when they deal with the theme. ...
Indian companies have become very important in the global business world. Since the 1990s, this fact has received increasing attention from researchers, popular writers and consultants. Besides legal issues and economic facts, cultural difference is a recurring item in this literature. More specifically, the focus is on the Indianness of the Indian way of doing business. This article is a first step towards the process of examining two of the alleged aspects of this Indianness—one is paternalism and the other is hierarchy.
... Kuwaiti culture is characterized by high power distance, where authority is exercised in a hierarchal relationship. This was discussed in a pertinent study, which stated that power distance refers to 'the intensity by which a society is stratified by social class' (Albloushy & Hiller Connell, 2017) and 'the extent to which a society accepts that power in institutions and organizations is distributed unequally' (Moran, Abramson, & Moran, 2014). Due to this stratification, an insidious role is played by power dynamics, where those at a higher level of hierarchy exercise a great level of control over their subordinates. ...
Purpose
The purpose of this paper is to identify administrative empowerment and job satisfaction levels among Kuwait University staff. The study also aimed to reveal the relationship between administrative empowerment and job satisfaction. In addition, the study sought to identify any statistically significant differences in the study sample responses regarding employees’ administrative empowerment and job satisfaction attributed to the study variables (gender and years of experience). Finally, the study sought to identify the possibility of predicting job satisfaction level among Kuwait University staff through administrative empowerment.
Design/methodology/approach
The study sample consisted of 115 administrators chosen from different faculties at Kuwait University. The study used a PLS-SEM via SMARTPLS version 3.2.8 depending on questionnaires as the study’s tools.
Findings
The results revealed that Kuwait University staff enjoyed medium administrative empowerment levels. On the other hand, they had higher job satisfaction levels. It found a statistically positive correlation between job satisfaction and administrative empowerment. The study has found significant associations of administrative empowerment, participation in decision making, group work and self-motivation with job satisfaction.
Originality/value
The study recommends identifying regulatory obstacles that could prevent the dissemination and resolution of empowerment policy and culture.
... This is why political scientists like Huntington (1993) have focused on the macro scale in discussion of clash of civilizations. Although we see books on managing cultural differences (Moran et al., 2007), they remain mostly marginal in IB and IM, covering things like business communications (Hooker, 2012), business ethics (Scholtens & Dam, 2007) and negotiations (Ma, 2010). These fields do not support the notion that IM is all about distance/difference. ...
To understand cultural distance we must deepen our understanding of cultural dimensions. Hofstede deserves the first credit for modeling cultural distance as he cleared the way for measuring cultural dimensions /distance with Euclidean Distance. We show that conceptually Hofstede is not deterministic but falls into cultural determinism by an over-reliance on matched samples. For idea generation we do not need probability sampling but for validation of cultural models we do. As a means to statistic control, the CIO model integrates individual (I), organization (O) and country (C) effects to explain responses from cultural value surveys. Because cultural dimensions are generated by surveys within each country, cultural distance is symmetric and continuous. Although cultural dimensions are stable, cultural distance is less so due to willingness to change and to learn from more dominant culture, resulting in functional culture distance (FCD), which can differ significantly from the static distance (SCD). Finally we ask how much cultural distance really matters in IB, and argue that international management is not all about managing cultural distance but playing coalition games day in and day out.
... America (USA) is considered a melting pot as a cultural system because of its cultural diversity and being an immigrant society. The historical influence of British, Spanish, and French cultures in combination with the mass mobilization of people from Asia, Africa, and Latin America has led to the conclusion that America's culture is everybody's culture [75]. The Mexican culture as well has passed through various deculturation and acculturation eras initiating with Aztecs and Mayan kings to the era of Spanish empire and French invasion. ...
... After all, there is always a communication gap for organizational changes. 31 Staff turnover: Staff turnover is high when changes happen. This is because they feel insecure about their job. ...
The following paper is about cross-cultural leadership and its importance in the hospitality industry of France. The main objective of this paper is to identify critical literature about cross-cultural leadership and different types of leadership styles that exist in France, which will create awareness among organizations wanting to practice appropriate leadership styles for success in organizational goals. The whole paper has been divided into three parts. The first part of the paper is about the organizational and cultural issues that managers may encounter in France. The cultural organizational issues faced in France include ambiguous communication, inconsistency, and poor leadership. The second part of the paper analyzes the human obstacles that managers might face in new environments, and the appropriate theories to overcome these obstacles. The major human obstacles are senior management’s resistance to change, stereotyping, lack of understanding, employees’ suspicion about foreigners, nationalism, etc. The last part of the paper describes two appropriate leadership styles that managers may use in France. The two approaches are transactional leadership style and transformational leadership style. The current paper uses secondary data, specifically different literature such as research papers, articles, and book recommendations. This secondary data has been used to examine the importance of appropriate leadership styles for the hospitality industry of France. It aims to cover the appropriate leadership style for work efficiency, better performance, effective training, and development. It is understood that not all the organizations are equivalent in size, financial growth, management style, and most importantly may not be from the same geographical location. In a large country like France, every province may not follow the same culture. Thus, the recommended leadership styles may not be a true reflection for every organization, but an overall idea. To assess the most accurate leadership style for an organization, there is still a need for future research targeting organizational size, financial growth, management style, culture, and geographical location that must be taken into consideration.
... These are extroversion and agreeableness (which facilitate interacting and making social alliances with host nationals and other expatriates), and emotional stability. In order to improve overseas staffing, and to make it more systematic, it is essential that researchers develop a thorough understanding of cultural differences (Harris, Moran, & Moran, 2004), situational constraints that expatriates face in doing business in different parts of the world, and the unique ways that personality and temperament relate to success in such assignments (Cascio, 2006b). ...
... With expatriate global mobility expected to increase by 47% by 2016 and attrition rates averaging 30% to 50% as of 2014 ( Brookfield, 2014), the need for accurate measures and models is imperative. Surprisingly, the literature offers relatively little consideration to models that consider the dynamic flow of arrival, on-site support and monitoring, and return preparation ( Moran, Harris, & Moran, 2016). Family and missionary adjustment receive even less attention ( Van Meter, 2003). ...
This study reports a statistical modification of a psychometric expatriate adjustment survey (e.g., the CernySmith Assessment or CSA) applied to expatriate missionary and humanitarian workers and their families. Earlier CSA survey items assisted in a need for rapid response clinical assessment originating from clinical observations, literature with a factor analysis resulting in 20 subscales and 5 qualitative content domains (Organizational, Cultural, Relational, Behavioral, and Personal). However, the assessment required more robust scale and factor analysis development to assure replicability. The present study analyzed 1,133 respondents working in 130 host countries. After various factor analytical iterations, a final CSA psychometric scale of 5 factors and 15 subscales (and a final 3 factor solution) emerged that compares with other known expatriate employee and spousal adjustment scales (Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005; Black, Mendenhall, & Oddou, 1991; Brown, 2008). This improved adjustment assessment answers Hippler, Caligiuri, and Johnson's (2014) call for robust expatriate adjustment assessments. The CSA moves adjustment measurement forward with new domains of resilience (Well-Being, Past Stresses, and Focus) and personal foundation (Spirituality, Health, and Habits). In light of 20–40% rate of preventable missionary attrition, the CSA should contribute to research, practice, and organizational support.
... ndia's history, religion has been an important part of the country's culture. This in view the present work looks into the religious affiliation of corporate executives. Whether in corporate culture or other sub-cultural groups, religion remains a significant part. To a degree, it expresses the philosophy of a people about important facets of life (Moran et. al 2014). ...
The purpose of this paper is to examine the demographic aspect of employees at middle level management working with IT MNC subsidiaries in India in order to understand the workforce diversity and staffing approaches followed in these organsiation. It is paper is based on research conducted in Delhi NCR region of India by collecting data through self-administered questionnaire from employees and secondary sources available from 12 American and European MNCs in the IT sector. Findings suggest that North American IT MNCs operating in India have set up their subsidiaries in large number as compared to European MNCs with workforce diversity prevalent in these organisations. The workforce composition and staffing approaches are found to be unique. These subsidiaries place India as a favourite outsourcing destination due to several pronounced reasons and most of these companies' heads are of Indian origin although these are headquartered in North America. Workforce diversity is found to be practiced more in North American companies as compared to their European counterparts. Understanding the workforce composition throws light on diversity followed by IT MNCs in India and helps find out innovative HR practices and staffing approaches followed by these companies in order to be a fore runner for fortune 500 lists.
... The relation between cultural perceptions and language attitudes is a topic deeply studied throughout the last decades (Baker 1992, Dörney et al. 2006, Driscoll et al. 2013, Hall 2013, Hernández 2004, Moran et al. 2014, Samovar et al. 2009, Spencer-Rodgers & McGovern 2002, Ting-Toomey & Chung 2012, Vez 2009). The way we communicate with others and the way we unwittingly judge them are strongly tied to our own culture and values, showing a deep link between language and ideology: ...
This study situates itself amongst research into spoken English grammars, learner success and descriptions of linguistic progression within the Common European Framework of Reference for Languages (CEFR) (Council of Europe, 2001). It follows previous corpus research which has sought to document the language required by
learners if they are to progress through levels and ultimately ‘succeed’ when operating in English. In the field of language testing, for which the CEFR has been a valuable tool, qualitative descriptions of learner competence and abilities may not provide sufficient detail for students, assessors and test designers alike to know which
language is required and used by learners at different levels. This particular study therefore aims to identify the language and abilities demonstrated by successful C1 candidates taking the University of Central Lancashire’s English Speaking Board [UCLanESB] speaking exams. Using a learner corpus of C1 exam performance (26,620 words), examinations of vocabulary profiles, word frequencies, keywords, lexical chunks and can-do occurrence were conducted to identify the lexico-grammar required for C1 students to obtain solid pass scores. It was found that vocabulary belonged largely to the first two thousand most frequent words in English, lexis and chunks displayed some parallels with native-speakers, and language relating to can-do occurrence performed a more productive than interactive or strategic purpose.
Key words: Learner corpora, spoken grammar, language testing
Human resource management now plays an active strategic partner role instead of being a passive observer. Today, the HR department of an organization is expected to drive organization performance through the biggest strength of the firm; its people. It is expected that all HR functions will contribute to the company's strategic goals and foster an inclusive and productive work environment. The current study is based on data gathered from the hotel industry and aims to comprehend how HR functions impact various aspects of organisational culture. The findings point to important connections between specific HR procedures and cultural elements. The results offer insight into how HR specialists can use their roles to establish the ideal atmosphere within the company.
With employer branding (EB), businesses aim to align their organizational norms with the norms of their current and prospective employees, and they explicitly communicate about the firm’s norms. Communication, however, carries different meanings depending on the context in which one operates. Also, the organizational norms may vary depending on the context, i.e., industry, different countries, and geographical context in which a firm operates. As such, the process of EB may be context-dependent, too. This study explores if and how EB is applied differently in different country and industry contexts. The analysis draws on a quantitative content analysis of 226 job vacancies targeted at highly educated graduates and professionals in IT, energy, and healthcare from the North of the Netherlands and comparable regions from Germany and Bulgaria. Our findings show that EB, as manifested in core values and distinctive characteristics, is not widely adopted in the vacancies we included in our analysis. When adopted, different values are emphasized depending on the context. General information and job-specific information are most frequent among all industries and countries. EB is a multidimensional concept with different dimensions used according to the context. The study’s main implication is that companies need to be mindful of the context in which an EB strategy is used. A one-size-fits-all approach in EB is likely not the most effective. This is particularly relevant for multinationals that adopt a worldwide organizational brand.
This research article explores the intricate relationship between cultural impacts and leadership styles in social science management. It emphasizes the importance of cultural-informed decision-making, highlighting its role in fostering inclusive managerial choices. The study also delves into how diverse leadership styles enhance team dynamics and collaboration, contributing to an innovative work environment. While recognizing the potential benefits, challenges like miscommunications are acknowledged, with recommendations for leadership development programs. The research underscores the significance of leadership flexibility in managing diverse teams. In conclusion, the article emphasizes the positive impact of cultural awareness on decision-making, collaboration, and innovation in social science management.
Objectives:
Our paper highlights areas of interest to psychologists studying aging in Africa and what has already been learned about aspects of psychological aging from studies done in the African context. We also considered whether there are issues that are unique about aging in the African context that might challenge how aging is typically considered in psychology research.
Method:
We reviewed articles recently published in major gerontology journals focusing on African older adults, with the goal of identifying key themes of current geropsychology in Africa.
Results:
We identified a number of dominant themes including: subjective aging, psychosocial impact of widowhood at old age, aging in place, stress and caregiving, cognitive aging, interrelations between HIV and aging, and successful aging.
Discussion:
The themes of psychological aging research identified as especially relevant in Africa provide a starting point for psychological aging researchers in general to engage with the African context. Many African countries may be facing common challenges, but the existing studies are not fully representative of the aging population in the continent. Creating a framework for organizing and coordinating funding will help to address the limited research on geropsychology in Africa. Collaborative research projects/programs, joint classrooms, and fellowships that support African geropsychology scholars will be helpful. Geropsychology will benefit from more engagement with the African context by applying innovative approaches such as the adoption of longitudinal designs, mixed method research, Experience Sampling Methods, translation of measures into indigenous languages, involvement of rural samples, and implementation science and community engaged research.
This paper's main purpose revisits the traditional vision of a cultural approach to international management, and hence proposes some new insights with regard to the present context of transforming societies. Starting from the examination of cultural distance paradoxical effects, we show that both Hofstede's (1980) ideological perspective and Kogut and Singh's (1988) mathematical conceptualization cannot fully explain intercultural interactions. Hofstede's methodology will be discussed to point out some fallacies and how to overcome them; apart from the (ir)relevance of individualism and masculinity indexes, we argue that cultural distance must be regarded entirely independent from uncertainty avoidance. Besides, we suggest that Kogut and Singh's mathematical index is inadequate unless some key properties are included in the construction of such the index. We suggest that temporal instability, asymmetry, intra-country heterogeneity, and transitivity of cultural distances are useful in understanding the process of sociocultural adjustment. Disciplinary: Multidisciplinary (Management Science (Cultural-based Business Management, International Business Management), Intercultural and Cross-cultural Studies, Globalization Study).
Conflict is a part of daily life and it can occur for many reasons. In an intercultural environment, both international and local people can face conflict due to their interactions. Even though there has been an exponential increase in the growth of international students in Turkey in recent years, little is known about their experiences in the realm of intercultural conflicts. Therefore, the main objective of this study was to assess the occurrence of intercultural conflicts among international students at Anadolu University. In particular, the study sought to examine possible intercultural conflicts this group of students might experience, international students' intercultural awareness, the major sources of the intercultural conflict and how the international students cope with intercultural conflict. A qualitative research method with phenomenological research design was utilized and semi-structured in-depth interviews were used to gather data. The analysis of the study was organized into six themes, namely: awareness, approach, experience, communication style, worldview change, and coping strategy. Except for the last theme, the obtained data aligned with the literature. Findings revealed that the international students experienced intercultural conflicts mainly due to lack of intercultural competence. Based on these findings, recommendations for future studies were suggested.
Öz Türkiye'de kültürlerarası iletişimle ilgili özellikle son yıllarda çok sayıda çalışma yapılsa da kültürlerarası iletişimi bir alan olarak ele alan ve bu alanın Türkiye'deki yönünü belirlemeye yönelik çalışmaların oldukça sınırlı kaldığı görülmektedir. Bu noktadan hareketle çalışmanın amacı, 1995 yılında 'kültürlerarası iletişim' başlıklı ilk tezden bugüne kadar geçen 25 yıllık süreçte ilgili başlık altında yazılan tezlerin çeşitli özelliklerini ortaya çıkarmak ve kültürlerarası iletişim disiplininin Türkiye'deki seyrini incelemektir. Buna göre araştırmanın problemi; kültürlerarası iletişim başlıklı tezlerin yılı, türü, üniversitesi, enstitüsü, anabilim dalı, yöntemi, konusu, dili, yazar uyruğu, sayfa sayısı ve yazar cinsiyeti dağılımı nedir ve alanın Türkiye'deki eğilimi ne yöndedir, şeklinde ifade edilebilmektedir. Belirlenen amaç ve problem doğrultusunda son dönemlerde bilimsel yayınların örüntüsünü çıkarmak ve gelecek eğilimleri için bir yol haritası sunmak amacıyla sıklıkla kullanılan bibliyometrik analizden yararlanılmış ve nitel araştırma yöntemi izlenmiştir. 1995-2020 yılları arasında, başlığında kültürlerarası iletişim bulunan toplam 77 lisansüstü teze YÖK (Yükseköğretim Kurulu) Ulusal Tez Merkezi sayfasından erişilmiştir. Elde edilen 77 adet tez, bibliyometrik araştırmayı oluşturan; tezin yılı, türü, üniversitesi, enstitüsü, anabilim dalı, yöntemi, konusu, dili, yazar uyruğu, sayfa sayısı ve yazar cinsiyeti açısından kategorilere ayrılarak içerik analizi ile çözümlenmiştir. Bibliyometrik araştırmayı oluşturan bu kategorilerin her biri, aynı zamanda araştırma sorularını temsil etmektedir. Araştırmada ortaya çıkan bulgular, her kategori için ayrı tablo haline getirilmiştir. Edinilen verilere göre kültürlerarası iletişim başlıklı en fazla tez türünün yüksek lisans tezi olduğu, bu tezlerin en çok Marmara Üniversitesinden çıktığı, tüm üniversiteler bazında en çok sosyal bilimler enstitülerinin halkla ilişkiler ve tanıtım anabilim dallarında, nitel araştırma yöntemleri ekseninde çalışıldığı tespit edilmiştir. Diğer veriler doğrultusunda kültürlerarası iletişim başlıklı lisansüstü tezlerin geçmişten günümüze mevcut durumu saptanmış ve ortaya çıkan genel görüntü üzerinden gelecek eğilimleri tartışılmıştır.
Control is increasingly gaining importance as the last management function, but due to the economic crisis, control has become more emphasized from the point of view of the business and economic environment than before the crisis itself. One of the reasons was the reduction of error rates and losses in the individual steps of the transformation process that could be avoided by control. Control also allowed cost reductions or quality improvements, and related price changes of goods or services. During the crisis, this served as a significant competitive advantage and allowed the company to maintain or increase its market share and market position needed for the survival of the business itself during the economic crisis. In the contribution we place the main emphasis on the management function of control and point out the trends of internal control and internal auditing used in enterprises in the business environment, which is constantly changing and developing.
Introduction
Cultural awareness can be defined as an understanding of the differences that exist between cultures. This understanding is a crucial first step towards the development of cultural sensitivity, a willingness to accept those differences as having equal merit, and becoming operationally effective when working within different cultures. The benefits of cultural awareness have become apparent in recent decades, including within governments, militaries, and corporations. Many organizations have developed cultural awareness training for their staffs to improve cross-cultural cooperation. However, there has not been a large movement toward cultural sensitivity training among non-governmental organizations (NGOs) who provide aid globally, across a number of countries and cultures. Cultural awareness can be a useful tool which enables an NGO to better serve the populations with which they engage.
Problem
The goal of this study was to evaluate the presence of cultural awareness training for employees and volunteers working within international NGOs.
Methods
Ten of the largest international NGOs were identified. Their websites were evaluated for any mention of training in cultural awareness available to their employees and volunteers. All ten were then contacted via their public email addresses to find out if they provide any form of cultural awareness training.
Results
Of the ten NGOs identified, none had any publicly available cultural awareness training on their websites. One NGO dealt with cultural awareness by only hiring local staff, who were already a part of the prevalent culture of the area. None of the others who responded provided any cultural awareness training.
Conclusion
Cultural awareness is a vital tool when working internationally. Large NGOs, which operate in a wide-range of cultures, have an obligation to act in a culturally aware and accepting manner. Most large NGOs currently lack a systematic, robust cultural awareness training for their employees and volunteers.
English education in Japan often involves the participation of foreign teachers designated as "native speakers" whose presence may reinforce unrealistic expectations of fluency. Access to proficient and confident Japanese English speakers, perhaps more effective role models for young Japanese learners, is comparatively lacking. "Near-peers" are characterized by Murphey and Arao (2001) as "people who might be 'near' to us in several ways: age, ethnicity, gender, interests, past or present experiences, and also in proximity and frequency of social contact" (p. 1), and access to these individuals appears to influence learners' attitudes and choices. This mixed methods study was conducted with reference to Murphey and Arao, exposing first-year Japanese university students in a uniquely structured English discussion course to successful near-peer role models. An experimental technique, making use of prerecorded video activities and reflective practice, was presented in tandem with a preexisting communication strategy training curriculum. The study attempts to quantify and describe changes in learner beliefs as well as interactional competence following one semester of near-peer role modeling activities.
Results indicate that less confident or proficient learners exposed to near-peer role models may experience positive changes in efficacy beliefs regarding the English learning aptitude of Japanese individuals and in the degree of support they feel equipped to offer their classmates and may also display increased classroom participation. More advanced learners did not exhibit these changes to a significant degree. Additionally, it was found that Japanese learners with culturally-proximate English-speaking role models such as parents or older siblings were less inclined to make statements indicating low efficacy beliefs. Increased interactional competence of learner pairs, demonstrated by more sophisticated use of communication strategies, was also observed; constraints in isolating the possible influence of near-peer role modeling activities were partially mitigated through learners' interview responses and reflections. Limitations attributable to sampling methods, researcher oversight, and the distinctive nature of the teaching context point to a greater need for more detailed research on the topic.
Mit der zunehmenden Mobilität und Vielfalt von Arbeits- und Lebensformen wächst auch die Vielfalt von Menschen, die mit unterschiedlichen Erfahrungshintergründen und kulturellen Wissensbeständen aufeinandertreffen und zusammenarbeiten. Damit diese Zusammenarbeit gelingen kann, steht besonders die Führung vor der Aufgabe, die Unterschiedlichkeiten zu verstehen und als Ressourcen zu nutzen, aber auch die daraus entstehenden Konfliktpotenziale wahrzunehmen. Unterschiedliche Perspektiven erweitern den kollektiven Denk- und Handlungsraum. Die Rolle der Führung ist es, diesen Raum im Hinblick auf die Ziele der Organisation gemeinsam mit den Mitarbeitenden zu nutzen und sinnhaft zu gestalten.
The present book chapter firstly tackles general characteristics and key concepts of business ethics, defined as the theory of right conduct in the business environment. Business ethics is also scrutinized within the dynamics of the tax game between contributors and tax authorities, where only tax compliance may be qualified as genuine ethical behavior. As it unravels, the book chapter focuses on the ethical precepts guiding institutions and businesses that activate within the public and private economic sectors in Romania. Namely, it discusses the ethics codes of professional accountants, fiscal civil servants and banking sector employees, all categories being expected to act following common precepts like confidentiality, integrity, transparency, nondiscrimination and professionalism. Besides theoretical considerations on the Romanian business ethics guidelines, the chapter includes a brief literature review of the studies performed by academic researchers and international organizations on Romanian consumers, employees, students, Western managers and economic entities activating in Romania. Among these, the study conducted by Transparency International Romania (TI-RO) in 2011 on 631 companies is the most noticeable. According to their results, businesses in Romania still have to make considerable efforts in the process of institutionalizing ethics.
ნაშრომი წარმოადგენს დამხმარე სახელმძღვანელოს, რომელშიც გადმოცემულია საერთაშორისო ბიზნესში კროს-კულტურული ურთიერთობების პრობლემატიკის ძირითადი თემები. წიგნს საფუძვლად დაედო ავტორის მიერ ივანე ჯავახიშვილის სახელობის თბილისის სახელმწიფო უნივერსიტეტის ეკონომიკისა და ბიზნესის ფაკულტეტის სტუდენტებისთვის წაკითხული ლექციები. დამხმარე სახელმძღვანელო განკუთვნილია სტუდენტებისთვის, თუმცა საინტერესო იქნება ასევე სხვა მკითხველებისათვის, რომლებიც ცდილობენ ეკონომაკასა და ბიზნესში კულტურის ფაქტორის და კულტურათშორისი ურთიერთობების თავისებურებების სიღრმისეულ გარკვევას. დამხმარე სახელმძღვანელოს მომზადებისას გამოყენებულ იქნა უცხოელ და ქართველ ავტორთა ნაშრომები, ასევე საკუთარი კვლევის შედეგები. მასალები მოძიებული და ასახულია როგორც ორიგინალში, ასევე ქართულ და რუსულ ენებზე თარგმნილი. ამასთან, აღნიშნული ნაშრომების, ჩვენი აზრით, საინტერესო ნაწილები უშუალოდ უცვლელად ან ჩვენი რედაქციით და კომენტარებითაა ჩართული.
The work represents the auxiliary textbook in which main topics of problematic cross-cultural relationships in international business are given. The lectures read to the students of the faculty of Economics and business of Ivane Javakhishvili Tbilisi state University by the author became the basis of this book. It is destined for the students but it will be interesting for other readers as well who are trying to clarify the peculiarities and features of cultural factors and intercultural relationships in business fundamentally. While preparing this auxiliary textbook as well the works of foreign and Georgian authors as the results of the author’s own research were used. The materials are sought and represented as in the original as translated into Georgian and Russian languages. Herewith, the interesting parts of the above-mentioned works are inserted either directly without any change or edited by us with comments.
In this study, 21 university students, who represented thirteen nationalities, participated in an online cross-cultural learning activity. The participants were engaged in interactions and exchanges carried out on Facebook® and Skype® platforms, and their multilingual communications were supported by speech-to-text recognition (STR) and computer-aided translation (CAT) systems. The participants spoke in their native languages, and the STR system generated texts from their voice input. The CAT system then simultaneously translated the STR-texts into English. The aim of this study was to examine the accuracy rates of STR and CAT processes for different languages during intercultural communication. We also explored issues associated with these processes and how they were addressed in the study context. In addition, an attempt was made to determine whether or not our learning activity as supported by STR and CAT technologies facilitated cross-cultural learning. Our results showed that the lowest STR accuracy rate was for Belizean English whereas the highest STR accuracy rate was for French and Hindi. The lowest CAT accuracy rate was for Mongolian and Filipino, and the highest was for Spanish, Russian, and French. Seven issues associated with the STR process and ten issues associated with the CAT process were identified. The participants employed ten workarounds to address the STR-related issues and thirteen workarounds to address the CAT-related issues. We refer to a workaround as a method used by the participants to overcome a limitation related to either STR or CAT. Finally, our results demonstrated that cross-cultural learning took place; the participants understood and could explain foreign traditions to others and could also compare foreign traditions with their own. Based on our results, we made several suggestions and provided implications for the teaching and research community.
This chapter adds culture to the facework process. Concepts of national culture and cultural dimensions are laid out. The cultural dimensions power distance, uncertainty avoidance, individualism, collectivism, power distance, masculinity, femininity, long-term orientation and short-term orientation are explained. Furthermore, concepts relating to those dimensions such as exclusionism, in-groups, out-groups, universalism, indulgence, restraint, monumentalism, self-promotion, and flexumility are also described. Schwartz’ theory and the GLOBE’s theory are presented. Then, related theory such as low-context and high-context communication as well as how harmony and hierarchy relate to communication are explicated. The functional approach is explained as well.
In a diversified and multi-cultured era of globalized business environment, managing Human
Resources and multi-cultured organization has become more challenging to organization. With the
growing significance of developing economies multi-cultural adaptability in an organization is
required to avoid cross cultural issues. The purpose of this study is to understand the cross-cultural
human resource management and understand the methods to build the harmonious working
relationship between expatriates and local citizens of Middle East countries. The paper revolves on
factors that contribute building harmonious relations and on issues faced by expats.
Časopis Dálný východ je nově zřízeným periodikem Katedry asijských studií a Katedry aplikované ekonomie Filozofické fakulty Univerzity Palackého v Olomouci. První číslo vyšlo v roce 2011, od druhého ročníku je periodicita tohoto časopisu dvě čísla ročně. Časopis a jeho redakce splňují všechny náležitosti, aby mohl být zařazen mezi recenzovaná periodika. Cílem časopisu je poskytnou odborné veřejnosti prostor pro publikování nejnovějších závěrů vědy a výzkumu týkající se oblasti Dálného východu jako střediska historické tradice, ale i moderního ekonomického dění. Vítány jsou příspěvky, které se věnují aktuálním událostem a civilizačním procesům probíhajícím v tomto regionu, stejně jako příspěvky týkající se všech rovin současné nebo minulé situace oblasti Dálného východu, a to jak politické, ekonomické, sociální nebo kulturní, kunsthistorické, jazykové, geografické nebo obecně historické.
The classic guide to getting what is needed from people one doesn'tcontrol. Getting things done requires collaboration, and convincing others to contribute requires political skill; this book builds on the Exchange Model, in which one gets what is needed by offering something of value in return. It works from knowing what the other person values— their "currency," the immediate tool for coaxing their cooperation. This model has been proven over decades, as organizations around the world have moved from frustration and resignation toward collaboration and results. This book shows how to implement the Exchange Model at the personal, team, and organizational level for performance and leadership.
This new third edition has been updated to reflect the changing face of the workplace, and includes new examples and information on geographically dispersed virtual teams. Supplementary materials facilitate classroom and training use with discussions, role-play, videos, and other ancillaries that deepen understanding and promote practical application.
Global Business Leadership discusses the urgent issues facing global business leaders and presents seven strategies found necessary for successful intercultural business ventures. It provides business professionals and students with insight into the failure of businesses to prepare leaders for stepping into complex cultural contexts. The Geoleadership Model developed by Dr. Wibbeke is applied to global business situations using cases taken from leading companies such as Google and eBay. The book uses a case study format to present salient issues related to intercultural leadership and then principles of the model are applied to the case in discussion format. The concepts of care, communication, consciousness, change, capability and others are analyzed in relation to how each concept is seen in different parts of the business world. Each chapter concludes with a "bottom line" example of how each Geoleadership concept directly affects business results. Global Business Leadership also provides instruction about entry into cultural contexts, negotiating, preventing and managing cultural-based local-global conflict, and preparing global leaders to increase intercultural awareness and sensitivity. Dr. Wibbeke founded and managed the leading Internet website (Web of Culture) for cross-cultural information on the Internet and shares such global experiences with other would-be globetrotters.
Sumario: Part one organizes international business customs and practices into logical, easily understood patters so as to enable the international manager to conduct business successfully around the world. Part two presents 32 unique negotiator profiles designed to prepare the business visitor to conduct effective negotiations in the world's major markets
To compete around the world, a company needs three strategic capabilities: global-scale efficiency, local responsiveness, and the ability to leverage learning worldwide. No single "global" manager can build these capabilities. Rather, groups of specialized managers must integrate assets, resources, and people in diverse operating units. Such managers are made, not born. And how to make them is--and must be--the foremost question for corporate managers. Drawing on their research with leading transnational corporations, Christopher Bartlett and Sumantra Ghoshal identify three types of global managers. They also illustrate the responsibilities each position involves through a close look at the careers of successful executives: Leif Johansson of Electrolux, Howard Gottlieb of NEC, and Wahib Zaki of Procter & Gamble. The first type is the global business or product-division manager who must build worldwide efficiency and competitiveness. These managers recognize cross-border opportunities and risks as well as link activities and capabilities around the world. The second is the country manager whose unit is the building block for worldwide operations. These managers are responsible for understanding and interpreting local markets, building local resources and capabilities, and contributing to--and participating in--the development of global strategy. Finally, there are worldwide functional specialists--the managers whose potential is least appreciated in many traditional multinational companies. To transfer expertise from one unit to another and leverage learning, these managers must scan the company for good ideas and best practice, cross-pollinate among units, and champion innovations with worldwide applications.
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