Job Allocations as Cultural Sorting in a Culturally Diverse Organizational Context

This study addresses the inadequacy of the career and diversity literatures in explaining the dynamics of job allocations in a culturally diverse organizational context. In order to better understand this topic, we conducted a qualitative study involving personal interviews with 50 Emiratis and international employees who worked in managerial positions in the United Arab Emirates (UAE). The purpose of the study was to explore the unique challenges associated with managing a culturally diverse workforce and explore the role of culture in allocating jobs among employees with diverse cultural backgrounds. Despite the perceived value of having a culturally diverse workforce, our findings indicate a lack of effective diversity management strategies for dealing with challenges and issues associated with a high level of cultural diversity in the participating organizations. This study provides insights into the impact of cultural/nationality-based stereotypes on job allocations as well as on organizational outcomes. Based on the findings, we discussed implications for research and practice and as well as for policy makers

SOCIAL IMPACT OF RELIANCE ON EXPATRIATES IN DAILY LIFE IN UAE

The Gulfs cities have witnessed a tremendous flow of human capital in recent decades. More than 75% of the population of the United Arab Emirates (UAE) is made up of foreign nationals. In Dubai, for example, expatriates constitute more than 85 % of the total workforce. The diversification of business strategies in the region has led to expatriates working in all industrial and service sectors. The expatriates\u27 presence has therefore had an impact on the working lives of the Emirati workforce. In particular, as a numeric majority, expatriates influence the work habits, management, and leadership style of Emiratis. In the same way, Emirati top leaders and managers influence the way work and organizations are structured and the status of expatriates in the UAE. Nevertheless, present research tells us very little about the topic of expatriate-local interaction and diversity in the workplace. This report bridges an important knowledge gap by shedding light on the impact that expatriates working in the UAE have on the Emirati workforce and organizations

Global Talent Management of Skilled Migrants

OUTLINE INTRODUCTION Definitions: GTM and SMs 1.SKILLED MIGRANTS IN THE MANAGEMENT LITERATURE 2.GLOBAL TALENT MANAGEMENT OF SKILLED MIGRANTS: THEORETICAL FRAMEWORKS AND APPROACHES USED IN CURRENT RESEARCH Human capital theory Bourdieu’s capital theory 3.HUMAN RESOURCE MANAGEMENT PRACTICES THAT FACILITATE GLOBAL TALENT MANAGEMENT OF SKILLED MIGRANTS Development of an inclusive culture Pro-active and differentiated staffing practices Facilitation of SMs’ integration into the organization Training, development, and career support 4. A RESEARCH AGENDA ON GLOBAL TALENT MANAGEMENT OF SKILLED MIGRANT

Perceived Employability of Skilled Migrants: A Systematic Review and Future Research agenda

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators (transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceived employability and the mediation and moderation mechanisms in the process of work transition are outlined

Experiencing privilege at ethnic, gender and senior intersections

Purpose: In management studies, assumptions surround the fixed, categorical and binary nature of male, ethnic and other privileges. Compared to white, middle-class men, ‘Others’ are typically assumed not to experience privilege. We counter this assumption by applying intersectionality to examine privilege’s juxtaposition with disadvantage. We offer an elaborated conceptualisation of organisational privilege and insight into the agency employed by individuals traditionally perceived as non-privileged. Approach: Using diaries and interviews, we analyse twenty micro-episodes from four senior minority ethnic women and men’s accounts of intersecting ethnic, gender and senior identities. We identify how privilege plays out at the juxtaposition of (male gender and hierarchical) advantage with (female gender and ethnic) disadvantage. Findings: The fluidity of privilege is revealed through contextual, contested and conferred dimensions. Additionally, privilege is experienced in everyday micro-level encounters and we illustrate how 'sometimes privileged' individuals manage their identities at intersections. Research Limitations: This in-depth analysis draws on a small sample of unique British minority ethnic individuals to illustrate dimensions of privilege. Practical and social implications: It is often challenging to discuss privilege. However, our focus on atypical wielders of power challenges binary assumptions of privilege. This can provide a common platform for dominant and non-dominant group members to share how societal and organisational privileges differentially impact groups. This inclusive approach could reduce dominant group members’ psychological and emotional resistance to social justice. Originality: Through bridging privilege and intersectionality perspectives, we offer a complex and nuanced perspective that contrasts against prevalent conceptions of privilege as invisible and uncontested

The historical origins of ethnic (white) privilege in US organizations

PURPOSE : The purpose of this paper is to trace the genealogy of ethnic (white) privilege in US organizations and its continuing significance in organizations today. DESIGN/METHODOLOGY/APPROACH : The paper relies upon the historical literature on work, culture, and society found primarily in the fields of labor history and sociology. It also references contemporary organization studies and sociological literature to illustrate the continuing significance of ethnic (white) privilege in the workplace. FINDINGS : There is an inexorable link between European global expansion and colonization, industrialization, and the racialization/ethnicization of nineteenth and twentieth century US organizations. Furthermore, the particular manifestations of ethnic (white) privilege today must be understood within its historical development and the new meanings whiteness has acquired within the workplace if scholars and practitioners are to be successful in creating inclusive workplaces. RESEARCH LIMITATIONS/IMPLICATIONS : The focus in this paper is on the USA and ethnic (white) privilege to the exclusion of other forms of difference and contexts. Suggestions for future research are provided along with managerial implications. ORIGINALITY/VALUE : This paper provides historical insight into the formation of white privilege in organizations and constitutes a prelude to fully understanding its contemporary manifestations in the workplace. These insights suggest ways to disrupt inequality and create inclusive organizations that do not privilege one ethnic or racial group over another.http://www.emeraldinsight.com/journals.htm?issn=0268-3946hb201

Migrant CEOs: Barriers and Strategies on the Way to the Top

This study discusses the main barriers that qualified migrants face in their route towards becoming Chief Executive Officers (CEOs) along with the strategies they employ in their quest to reach the top. The study was conducted in France, a leading economic power with a long history of migration. A relational analytic framework was adopted, where in-depth interviews with migrant CEOs were triangulated with accounts from native CEOs, organizational leaders, and institutional actors. It emerged that meso- and macro-level factors created powerful barriers to advancement, while migrant CEOs tended to deploy four career strategies, two of them reactive – adaptation/adjustment and overcompensation – and the other two proactive – differentiation and manoeuvring. In addition, substantial differences were identified in the accounts of migrant CEOs and the other participants as to the existence of barriers and awareness of these by organizational actors

Understanding the global refugee crisis: managerial consequences and policy implications

The number of refugees is predicted to increase continually this century. We tackle the topic of the global refugee crisis and, in particular, its business and management implications. We investigate the dynamics of refugee integration and settlement processes, and present evidence for the specific challenges associated with the refugee crisis. Drawing on the organizational justice and inclusion literatures, we present the benefits of using organizational justice theory as a template for understanding refugee inclusion and for developing organizational practices and policies that support refugee inclusion. Supporting the UN’s call for more company participation in achieving Sustainable Development Goals, we argue for more active involvement of host country organizations as part of the solution to this global crisis. We also call for greater attention from business and management scholars to issues related to forced migration and refugee inclusion in the workplace. We discuss implications for theory, business practices, and public policies

Global mobility of employees : creating an audit tool to support good practice

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