Strategic Global Human Resource Management: an Analysis of Liability-Of-Foreignness Issues Associated With Inpatriate Managers

Essay 1: This manuscript addresses the strategic role of an inpatriate staffing approach in the development of a global mindset within global organizations. The premise lies in the development of the liability-of-foreignness concept from the individual level of analysis in the context of global assignments. I first provide arguments relative to the utility of inpatriate managers in global organizations by advocating what appears to be a shift to a strategic global human resource management paradigm. Drawing upon reference point theory, the manuscript highlights potential hardships faced through an analysis of managerial and contextual liability-of-foreignness as may be perceived by inpatriate managers. Moreover, i propose a self-assessment measure in anticipation for a realistic preview of an inpatriate assignment in a global organizational context. Essay 2: The research question examined in this study seeks to investigate respondents\u27 attitudes towards interacting with foreign nationals from emerging and developed markets. The mechanisms through which differences in attitudes are assessed are the liability-of-foreignness factors (i.e., region of origin, global awareness, tendency to stereotype, and personality) which are examined as uniquely attributed to individuals\u27 cultural backgrounds. A purposive sample collected at a private university in Australia demonstrates differences in men and women\u27s inclination to interact with foreign nationals from emerging markets. Findings of the study are that Europeans’ willingness to interact with emerging market foreign nationals is diminished with high levels of tendency to stereotype, whereas North Americans’ willingness to interact with developed market foreign nationals is enhanced with high levels of tendency to stereotype. Implications for research and practice are discussed. Essay 3: Multinational organizations experience the need to diversify their managerial talent throughout their organizational hierarchies to achieve what is known as a global mindset - attaining a holistic perspective of how to conduct businesses recognizing and acting upon the many forces of globalization. Optimal composition of managerial talent exists when multiple perspectives or cultures are included in decision-making processes that allow organizations to compete more effectively. Through this organization may acquire a competitive advantage over others. By incorporating global talent, organizations have a responsibility to assess current HR policies and practices and build in flexibility to foster a more strategic sense of incorporating talent. This manuscript, therefore, discusses ways to leverage diversity by making a case for flexible and strategic global human resource policies and practices

Interpreting dual-career couples' family life-cycles: Identifying strategic windows of global career opportunity

Dual career families are more resistant to undertaking expatriate assignments primarily due to the difficulties associated with the trailing spouse not being able to find a job overseas and the potential net financial loss for the couple. As reported in other research, the failure of spouse or family to adjust is the number one reason for expatriate failure, therefore, a model for selecting expatriate candidates that accommodates the dual career family should help international human resource managers. This paper examines some of the particular gender and sociological issues surrounding the dual career expatriate couple, such as family and career Life-Cycles, to identify ‘strategic windows’ of opportunities for relocating expatriates overseas. Several selection methods based on self selection, such as accomplishment review, plus corresponding appraisals by management are proposed as an alternative to the present dual career couple dilemma. The significance of this research lies in the necessity for organisations to be primarily aware of rapidly changing recruiting environments and to be willing to undertake the changes allowing for greater effectiveness of HRM process in global environments

Odlučivanje najvišeg rukovodstva malih i srednjih poduzeća u globalnim akvizicijama

The new global marketplace has caused changes in some organizations’/industries’ forms and execution of strategy and reliance on international personnel. Entry and success through the accumulation of knowledge in the global marketplace have become the impetus for sustainable competitive/developmental advantage for many corporations. Many organizations choose a strategy focusing on international acquisitions in foreign markets to compete effectively in the current ever-changing dynamic competitive landscape. After acquisition, the monitoring of the operations of the new international subsidiary by US firms typically is an ethnocentric example of applying home-country standards and controls. We suggest that the top management team (TMT) of a firm is a valuable resource, needs to be retained and that ethnocentric monitoring must be reconsidered. This research focuses on the TMT and their value to the firm to help explain the variation in acquisition success. Thus post-acquisition integration and monitoring must account for this valuable asset.Novo globalno tržište u nekim je organizacijama i industrijama dovelo do promjena u oblicima i načinu provođenja strategije, te do većeg oslanjanja na međunarodno osoblje. Ulazak na globalno tržište kao i uspjeh na njemu, ostvaren akumulacijom znanja, za mnoga je poduzeća postao zamašnjak održivih konkurentskih/razvojnih prednosti. Brojne organizacije odlučuju se za strategiju orijentiranu na međunarodne akvizicije na inozemnim tržištima kako bi se mogle učinkovito natjecati s konkurencijom u sadašnjem dinamičnom okruženju, koje je podložno sve većim promjenama. Nakon obavljanja akvizicije, praćenje poslovanja nove međunarodne podružnice od strane američkih poduzeća uglavnom je primjer etnocentrične primjene domaćih standarda i načina nadziranja. Smatramo da je najviše rukovodstvo svakog poduzeća vrlo vrijedan resurs, koji valja zadržati, a da bi se trebalo preispitati etnocentričnost praćenja i nadzora. Ovo se istraživanje usredotočuje na najviše rukovodstvo i njegovu vrijednost za poduzeće pri objašnjavanju varijacije akvizicijskog uspjeha. Zbog toga postakvizicijska integracija i praćenje moraju odgovarati za ovu vrijednu imovinu

Small and medium-sized firms top management teams’ decision making in global acquisitions

The new global marketplace has caused changes in some organizations’/industries’ forms and execution of strategy and reliance on international personnel. Entry and success through the accumulation of knowledge in the global marketplace have become the impetus for sustainable competitive/developmental advantage for many corporations. Many organizations choose a strategy focusing on international acquisitions in foreign markets to compete effectively in the current ever-changing dynamic competitive landscape. After acquisition, the monitoring of the operations of the new international subsidiary by US firms typically is an ethnocentric example of applying home-country standards and controls. We suggest that the top management team (TMT) of a firm is a valuable resource, needs to be retained and that ethnocentric monitoring must be reconsidered. This research focuses on the TMT and their value to the firm to help explain the variation in acquisition success. Thus post-acquisition integration and monitoring must account for this valuable asset

A potential dissociation between perception and production version for bounded but not unbounded number line estimation.

BACKGROUND What, exactly, do number line estimation (NLE) tasks measure? Different versions of the task were observed to have different effects on performance. METHOD We investigated associations between the production (indicating the location) and perception version (indicating the number) of the bounded and unbounded NLE task and their relationship to arithmetic. RESULTS A stronger correlation was observed between the production and perception version of the unbounded than the bounded NLE task, indicating that both versions of the unbounded-but not the bounded-NLE task measure the same construct. Moreover, overall low but significant associations between NLE performance and arithmetic were only observed for the production version of the bounded NLE task. CONCLUSION These results substantiate that the production version of bounded NLE seems to rely on proportion judgment strategies, whereas both unbounded versions and the perception version of the bounded NLE task may rely more on magnitude estimation

n-Culturals, the next cross-cultural challenge: introducing a multicultural mentoring model program

This article advances current conceptualizations of multicultural identities by identifying constituent elements of multicultural identity as knowledge, identification, internalization, and commitment. This new conceptualization is labeled n-Culturalism and posits that there are individuals who operate at the intersection of multiple cultures by maintaining salience of their multiple cultural identities. We illustrate that n-Culturals are assets to organizations because they are creative synthesizers that are able to facilitate organizational goals and can also serve as models for others who are struggling in a multicultural environment. This article provides some solutions to managing multicultural challenges in organizations, such as conflicting values and identities. It also offers solutions on how individuals and organizations can leverage their identities in relation to the multiculturalism continuum to achieve desired workplace outcomes. Further, we introduce the multicultural mentor modeling program for organizations, which, if implemented, can help struggling multiculturals to address challenges in their social cognition and to develop appropriate and effective behaviors in and outside of the workplace

Knowledge Sharing and its Management in an International Work Environment: Drivers, Challenges, and Consequences

As organizations are becoming increasingly multicultural in their composition and global in their focus, we set out to zero in on extant dialog around creating, sharing, and managing knowledge in an international work environment with this special issue. With this objective in mind, we inform on a range of contributions to provide perspective on meaningful future research opportunities in this exciting domain

Engaging in duty of care: towards a terrorism preparedness plan

A minor digression, if you will: It has been over 30 years since I (referring to lead author) first wrote on the topic of terrorism and its potential impact on conducting business in a global context (Harvey, 1983a; 1983b; 1985; 1993). The most vivid memory I have relative to that initial foray into this new topic was making a presentation at the annual summer American Marketing Association (AMA) conference in Chicago. I got halfway through the paper and I started to hear jeering noises emanating from the audience. As I remember (it is not a pleasant memory), the audience thought that I had lost my mind and that the reviewers of the paper allowed this rubbish into the AMA meeting (the implication was that they must have been drinking at the time). This is a true account of the presentation and when I left the session, I would be dishonest if I didn’t tell you that I had made a terrible error and there would be significant ramifications to my young academic career. Yet, no country is untouched by global terrorism today, and the ramifications for global organizations are escalating year by year

Liver Fibrosis and Metabolic Alterations in Adults With alpha-1-antitrypsin Deficiency Caused by the Pi*ZZ Mutation

BACKGROUND & AIMS: Alpha-1 antitrypsin deficiency (AATD) is among the most common genetic disorders. Severe AATD is caused by a homozygous mutation in the SERPINA1 gene that encodes the Glu342Lys substitution (called the Pi*Z mutation, Pi*ZZ genotype). Pi*ZZ carriers may develop lung and liver diseases. Mutation- associated lung disorders have been well studied, but less is known about the effects in liver. We assessed the liver disease burden and associated features in adults with this form of AATD. METHODS: We collected data from 554 Pi*ZZ adults (403 in an exploratory cohort, 151 in a confirmatory cohort), in 9 European countries, with AATD who were homozygous for the Pi*Z mutation, and 234 adults without the Pi*Z mutation (controls), all without pre-existing liver disease. We collected data on demographic parameters, comorbidities, lung- and liver-related health, and blood samples for laboratory analysis. Liver fibrosis was assessed non-invasively via the serum tests Aspartate Aminotransferase to Platelet Ratio Index and HepaScore and via transient elastography. Liver steatosis was determined via transient elastography-based controlled attenuation parameter. We performed histologic analyses of livers from transgenic mice that overexpress the AATD-associated Pi*Z variant. RESULTS: Serum levels of liver enzymes were significantly higher in Pi*ZZ carriers vs controls. Based on non-invasive tests for liver fibrosis, significant fibrosis was suspected in 20%–36% of Pi*ZZ carriers, whereas signs of advanced fibrosis were 9- to 20-fold more common in Pi*ZZ carriers compared to non-carriers. Male sex; age older than 50 years; increased levels of alanine aminotransferase, aspartate aminotransferase, or g-glutamyl transferase; and low numbers of platelets were associated with higher liver fibrosis burden. We did not find evidence for a relationship between lung function and liver fibrosis. Controlled attenuation parameter 280 dB/m, suggesting severe steatosis, was detected in 39% of Pi*ZZ carriers vs 31% of controls. Carriers of Pi*ZZ had lower serum concentrations of triglyceride and low- and very-lowdensity lipoprotein cholesterol than controls, suggesting impaired hepatic secretion of lipid. Livers from Pi*Zoverexpressing mice had steatosis and down-regulation of genes involved in lipid secretion. CONCLUSIONS: In studies of AATD adults with the Pi*ZZ mutation, and of Pi*Z-overexpressing mice, we found evidence of liver steatosisinfo:eu-repo/semantics/publishedVersio