practical applications and remaining controversy

... Korman and Associates Diversity in the Workplace, Susan E Jackson and Associates Working with Organizations and Their People, Douglas W Bray and Associates Trang 7Going GlobalPractical Applications ... Lundby EDITOR Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace “The very concept of globalization is evolving, and this book provides a ... underlying framework and is organized into three sections: • Practical considerations for HR and OD practitioners in a global environment; • Attracting and selecting global talent; and • Maximizing

Ngày tải lên: 20/06/2014, 20:20

... listening and responding to the views of employeesand customers Much of his consulting and research work hasfocused on developing and leveraging human capital metrics to drive customer satisfaction and ... duplicated andwasted effort, as everyone works to re-create the wheel over andover again Understanding and leveraging organizational-level insights isalso difficult For example, assessing and securing ... countries, and certainly within andacross continents Understanding the complexity both withinregions and on a global scale is especially important based onthe significant increase in regional and global

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... have examined affective intercultural learning outcomes areBhawuk (1998), Bird and colleagues (1993), and Sorcher andSpence (1982) In Bhawuk’s (1998) study, trainees who weregiven the theory-based ... compared with trainees placed in a control condition.Sorcher and Spence (1982) assessed attitude change via self-report and interviews and found that behavioral modeling trainingresulted in no changes ... mental model assessments,and the probed protocol analysis technique Kim, Kirkman, and Chen (2006) define cognitive culturalintelligence as knowledge about economic, legal, and social Trang 5aspects

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... where he lectures at thegraduate and undergraduate levels in psychology and trains andplaces undergraduate and graduate students in various compa-nies across Hong Kong and Shanghai for internships ... experience and hasheld top management and teaching positions throughout hiscareer He has taught organizational leadership and managementcourses at the graduate and university level, and consulted ... listening and responding to the views of employeesand customers Much of his consulting and research work hasfocused on developing and leveraging human capital metrics to drive customer satisfaction and

Ngày tải lên: 21/06/2014, 08:20

... state-of-the science and employthe distinction between process and emergent states In addition,while there are a multitude of process and state variables whichcould be argued to be challenging and essential ... Triandis (1996) argues that there is wide agree-ment across definitions that culture consists of ‘‘shared elementsthat provide standards for perceiving, believing, evaluating, com-municating, and ... professional work, and objectiveswere explicit, yet evolving and not focused solely on task-relatedoutcomes (Gibson & Zellmer-Bruhn, 2002) nar-Conversely, metaphors reflecting family and communitytended

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... oriented, and caste conscious (Tayeb, 1987), and Taiwanese 120 Going Global and Malaysians are rooted in traditional Chinese values of group or collective orientation People in Thailand, China, and ... year, operates more than 110 restaurants, and is expanding nationally (Dessler, 2008) Infosys attracts and hires over 24,000 people annually, and is expanding globally Further, a depleting talent ... positive attributes and differentiating themselves in a labor market Branding influences familiarity and recall ability which in turn positively influence candidate attention and job application

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... Vietnam, and Jordan than in any Western country, such as Switzerland, Germany, the United States, Sweden, and Finland There is a very important practical lesson here that international managers and ... Dugan, and Trompenaars (1996), Gelfand, Ghawuk, Nishii, and Bechtold (2004), and Minkov (2007) There are some divergent opinions concerning the right interpretation of this dimension and what ... Utilitarian Versus Loyal Involvement Smith, Dugan, and Trompenaars (1996) studied the norms and beliefs of 8,841 managers and employees from 43 countries and identified a dimension they called ‘‘utilitarian...

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... stereotype accessibility, and in-group favoritism Journal of Personality and Social Psychology, 78(4), 708–724 Gelfand, M J., & Brett, J M (Eds.) (2004) The handbook of negotiation and culture Stanford, ... 479–514 Gelfand, M J., Fulmer, C A., & Severance, L (in press) The psychology of negotiation and mediation In S Zedeck (Ed.), Handbook of industrial and organizational psychology Gelfand, M J., ... team members and address any major gaps in skills prior to actual interaction, potentially preventing conflicts and misunderstandings Furthermore, the ability to incorporate both written and visual...

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... management, learning and development, and selection and staffing professionals, must work closely with their generalist partners and line management to support the business strategy and goals Once the ... quality of the reviews and discussions This occurs because the HR professionals themselves not truly understand the value In order for HR to be advocates and to champion the tools and processes, they ... to understand the tools and processes developed to operate the business Only by their knowledge can they communicate and educate constituents on the HR in the Global Workplace 99 value and use...

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... to go and work in The Hague and vice versa So in essence you wind up in a global job market and the standardization [of staffing systems] ensures that you are applying the same standards and using ... year, operates more than 110 restaurants, and is expanding nationally (Dessler, 2008) Infosys attracts and hires over 24,000 people annually, and is expanding globally Further, a depleting talent ... positive attributes and differentiating themselves in a labor market Branding influences familiarity and recall ability which in turn positively influence candidate attention and job application...

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... China, Korea, and Japan tend to be high-context cultures; Switzerland and Scandinavian countries such as Norway and Sweden tend to be low-context cultures; and France, Spain, Africa, and the Middle ... their families (see Vance and Paik, 2006; Briscoe and Schuler, 2004; Perkins and Shortland, 2006), we will focus here on two methods of selection, standardized testing and assessment centers The ... Oakland estimates there are some 5,000 standardized tests in use today There have long been guidelines for creating and using tests, with the bar being set by the standards for educational and...

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... releases, and so on should be gathered and shared with the new hire as these can also help describe the unique personality of the company and its local operations Line managers and colleagues and people ... brand equity Practical steps for global hiring managers include the following: • Provide each applicant with a positive and realistic understanding of the company • Excite them about your brand ... accustomed to using a map or landmarks? Is it detailed with street names and numbers or visual and reliant on landmarks? Do they rely on Google maps for directions and get detailed sets of directions...

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... maintain a focus on cultural heritage and organizational future, and (3) adapt the leadership model and approach Understand the Uniqueness of Experience and Environment Just as streetwise business ... development specialist need to scrutinize and discover why the differences exist and understand their assumptions as they influence how people think and behave and thus grow in their leadership capability ... anthropology, sociology, and psychology converge with organizational behavior Cultural norms and habits are embedded from birth and are built through the formative years and into adulthood Developing...

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... assignments, and quizzes Kealey and Protheroe (1996) identify three types of didactic cross-cultural training: practical information, area studies, and cultural awareness training Practical information ... Loyalty; Bledow, Frese, Erez, Anderson, and Farr, (2009) for Innovation; Miron, Erez, & Naveh (2004) for Quality; Macey and Schneider (2008) for Employee Engagement; and Efron, Greenslade, & Salob ... scale, decreasing costs, and other efforts to control and standardize the organization’s efforts The pursuit of developing future potential generally depends less on control and more on creativity...

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... and are perceived as imaginative, curious, and original People with low scores seek familiarity, think practically about the current situation, and are perceived as traditional, consistent, and ... activities, and are perceived as talkative, assertive, and sociable People with low scores prefer being alone, remain private, choose to write more than talk, and are perceived as quiet, aloof, and serious ... compromise, and are described as compassionate, tolerant, and cooperative People with low scores promote their interests, persist in an opinion, and are described as tough, independent, and adamant...

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... skills and experiences that will make them more marketable— and thus more likely to leave (Stahl et al., 2009) Guenter Stahl and his colleagues surveyed 1,779 expatriates from many countries (and ... contribution and also will contribute directly to the success during and retention following international assignments Self-Selection, Assessment, and Selection International assignee assessment and selection ... Ferzandi, 2006; Stening, 1979) that enable them to be open and receptive to learning the norms of new cultures, to initiate contact with host nationals, to gather cultural information, and to handle...

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