and universally endorsed across cultures. Deanne N. Den Hartog Vrije Universiteit-Amsterdam Representing the Netherlands Robert J. House University of Pennsylvania Principal Investigator Paul J. Hanges University of Maryland Principal Investigator S. Antonio Ruiz-Quintanilla Cornell University GLOBE Coordinating Team Direct all correspondence to: Deanne N. Den Hartog, Free University, Work and Organizational Psychology, v.d. Boechorst straat 1, 1081 BT Amsterdam, the Netherlands; email: dn.den
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multinational organisations can they still be effectively applied? Hofstede’s (1980) work surrounding the pertinence of American motivational theories in different cultural settings identified several key cultural dimensions which should be taken into account. Of this the Individualism Dimension (IDV) was highlighted as having a prominent effect on how motivational theories could be applied. IDV is characterised by the way in which someone perceives their social alignment, with individualism showing a
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THE APPLICATION OF CHANGE MANAGEMENT THEORY TO HR PORTAL IMPLEMENTATION IN SUBSIDIARIES OF MULTINATIONAL CORPORATIONS Cataldo Dino Ruta HR portals are complex information technology (IT) applications that can be accessed by all employees of a given organization. By placing more applications and information online, HR portals reduce the reliance employees have on HR personnel. Given this relational change, from human to computer, the HR portal implementation process must take into account the
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promotional and awareness strategies in the overseas market. This public relations proposal aims to assist Sally’s Soup & Salad (SS&S), one of the most integrated and largest soup and salad restaurant based in Australia to expand into a new foreign market which is Singapore. A brief background description is discussed beginning of the report followed by concise information of SS&S’ vision and mission, corporate goals and objectives to facilitate the company throughout the process of penetration. Upon entering
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LEADERSHIP AND CHANGE MANAGEMENT ANALYSIS OF LEADERSHIP THEORIES AND CHANGE MANAGEMENT CONCEPTS WRITTEN BY: ANKITA PATIL BATCH: BABM-1 UNIVERSAL BUSINESS SCHOOL CONTENTS Serial No. | Title | Page No. | 1 | INTRODUCTION | 3 | 2 | LEADERSHIP | 3 | 2.1 | LEADERSHIP APPROACHES | 4 | 2.1.1 | TRANSACTIONAL LEADERSHIP | 5 | 2.1.2 | TRANSFORMATIONAL LEADERSHIP | 6 | 2.2 | REALATION BETWEEN TRANFORMATIONAL AND TRANSACTIONAL LEADERSHIP | 7 | 2.3 | X AND Y THEORY | 8 | 3 | WHAT IS ORGANIZATIONAL
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political, economic, social, technical and legal environment a number of factors that influence human resource policies and practice in Nigeria. International human resource management(IHRM) is the term used to refer to the instance where an organisation`s HRM entails managing employees in more than one nation .(Ngo et al 1998 cited in Lloyd and Hartel ,2004, pg60) .According to( Dowling et al, 2008) IHRM covers a wide range of human resource issues faces MNCs in different parts of their organizations
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MARKETING PLAN – WOOD’S INTERNATIONAL TITLE PAGE TO BE COMPLETED INTRODUCTION TO BE COMPLETED ENVIRONMENTAL & INTERNAL ANALYSIS Economic statistics and activity - ERIC * Q1: Is the market economically viable and sustainable? Political System – CHEN – REFERENCES! * Q 2: Is the political environment supportive of the venture? a) Political structure: the government of Malaysia comprises the federal, state and local government. Malaysia is a federation of 13 states
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Human Resource Management Review 19 (2009) 117–133 Contents lists available at ScienceDirect Human Resource Management Review j o u r n a l h o m e p a g e : w w w. e l s ev i e r. c o m / l o c a t e / h u m r e s Diversity in organizations: Where are we now and where are we going? Lynn M. Shore ⁎, Beth G. Chung-Herrera, Michelle A. Dean, Karen Holcombe Ehrhart, Don I. Jung, Amy E. Randel, Gangaram Singh Institute for Inclusiveness and Diversity in Organizations, Department of Management
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delineate the impact a variable may have on the ability of a firm to follow a standardized global marketing strategy. Practical implications – The three-factor model aids decisions relating to standardization in a global marketing context. Originality/value – The paper furthers the discussion on the issue of standardization. Through the identification of three factors that impact standardization/adaptation decisions, and the consideration of feedback effects, the paper provides a foundation for future
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their organization operate so as to gain COMPETITIVE ADVANTAGE • The Specific (task) Environment • In the specific environment in which an organization operates, several stakeholder groups are linked to the input-transformation-out put process of value creation. • Managers and their Work • Every organization needs people managers who do the specific work of management - planning, organizing, integrating, measuring, and developing people. • Manager directly support, supervise, facilitate
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