Dilemma Theory and Path to Cross-Cultural HRM Synergy within Multinational Firms

Multinational companies (MNCs) have become the most significant players in world trade, with the world’s 100 largest MNCs now controlling approximately 20 per cent of global foreign assets. However, MNCs as they grow out of their national borders into foreign countries face a problem managing people because they often find themselves in a dilemma as to how to find equilibrium with regard to parent company’s HRM policies and practices and local environmental factors in the location of the subsidiary. In the face of the complexities and the problems associated with the dilemma, MNCs attempt to build synergy between the two extremes for an option beneficial to both subsidiary and parent company. The purpose of this paper is to assess how the central HRM problem is managed along the path to synergy building. The paper uses the dilemma theory as the main tool and predominantly popular and academic literature on MNCs HRM transfers for the assessment. Manor contributions are the development of cycle of cross-border HRM dilemma; cross-border HRM transfer framework; and path to cross-border HRM synergy building. A key finding is that parent company has greater influence in the trade-off thereby advancing, to a greater extent, the global integration option of the dilemma. Key Words: Cross-border HRM; Dilemma theory; Host country; HRM synergy; Multinational compan

Towards African Work Orientations: Guide from Hofstede’s Cultural Dimensions

Work orientation is the meaning an individual gives to work and the relative importance assigned to work in one’s life. This study assesses and predicts work orientations of employees of Sub-Saharan African – countries with diverse but similar cultural consequences. Scores of Hofstede’s study on his five cultural dimensions, and review of some major and enduring African cultural and social values are the two main categories of data for analysis. Organised under ten work-related factors, the paper produces what guide and shape the behaviour of the African based on his/her enduring cultural and social values. These work orientations could be guide to employers, especially multinational ones, to understand what influence the behaviour of the African at work. This is because the African will always be influenced by his/her cultural values, and their recognition of these values could enhance effective management of the employment relations. Key words: Hofstede, cultural dimensions; Africa; work orientations; cultural values; African worke

National Managerial Talent Development in Ghanaian Gold Mining Industry: Comparing Western and Indigenous Approaches

Management development in improving productivity has become powerful tool for management effectiveness, as well as to address the management gap especially in developing countries. However, management development programmes follow Western concepts and curricula which, in most situations, are not relevant to African context. Data from interviews of 26 national managers in the Ghanaian gold mining industry produced definition of their talent development and how they expect the development programme to run in industry. The definition is just a reproduction of Western concepts of management development. Motivated by strong display of Ghanaian identity and cultural practices during author’s interactions with some national managers, the main concern of this paper is to assess how these Western concepts of management development could be localised to be consistent with traditional Ghanaian learning methods to develop national managers (in the Western dominated Ghanaian gold mining industry). Applying indigenous methodology, the Western concept of management development is compared to indigenous approach. Results of comparative assessment of the two approaches reveal that traditional Ghanaian education has it strong and enduring versions of the elements of the Western approach to talent development, most of which the author speculates are stronger in driving the talent process than the Western versions. Key words: management development, national managers, indigenous methodology, traditional learning methods, Western concep

Construction and Application of Conceptual Framework as Research Tool: A Researcher’s Reflections

The importance of any study is demonstrated through the linkages made between research questions and larger theoretical concepts or policy, demonstrating how the particulars of the study serve to illuminate larger issues and, therefore, portraying the significance of the study. This theoretical concept or conceptual framework has the functions of building a foundation of the research; demonstrating how study advances knowledge; conceptualising the study; assessing the research design and instrumentation; and providing reference point for interpretation the findings. This paper outlines the author’s reflections on the building and application of a conceptual framework as a research tool.   Author’s aim is to share his experience with researchers, especially students, who may be required to apply the tool but may find difficulty developing one. Using author’s own (PhD) research topic, the paper firstly discusses the various stages that input to construct the framework and, secondly, considers how the choice of research methodology, data collection and analysis techniques are informed by the framework.   Key lesson is that a well-constructed conceptual framework has the potential of informing the choice of appropriate research methodology that in turn influences the data collection and analysis techniques, and even the research findings. This paper is expected to be of value to anyone seeking to better understand conceptual framework as a research tool, especially ‘young’ researchers who may be required to develop and apply one but may find it difficult doing so. Key Words: Conceptual framework; literature review; methodology; data collection method; data analysis metho

Call Centre Outsourcing: Comparative Assessment of Ghana’s Readiness as a Provider

Many multinational companies are moving their back offices to developing countries where costs (especially labour) is low. The government of Ghana has therefore taken the initiative, through the Ghana Investment Promotions Centre (GIPC) and the Ghana Free Zones Board (GFZB), to develop the business process outsourcing (BPO) business including call centres. This paper assesses the readiness of Ghana as a competitive call centre outsourcing provider on the global market. Data is largely from primary sources and through questionnaire administration. Data relating to 23 call centre outsourcing provider-companies in Ghana, India, USA and UK were analysed. Most of the factors relating to Ghana were weighed against those of India, the most renowned call centre service provider-nation in the world. Outcome of the analysis together with economic indicators were then used to evaluate the strengths, weaknesses, opportunities and threats (SWOT) of the Ghanaian call centre industry. The results show that in spite of favourable factors such as lower cost of labour, English language proficiency, and political stability, Ghana seems less capable of offering strong competition in the call centre outsourcing market if its telecommunication infrastructure, especially voice over internet protocol (VoIP); contracting strategies; and human skills are not upgraded. Keywords: Call centre, Ghana, India, outsourcing, SWOT matri

Talent Management: A Bundle of Hurdles

Although companies around the world have made talent management a top priority, most human resource professionals and senior executives believe their organisations have not fully resolved the talent management puzzle. The paper investigates if there are any indicators that suggest that talent management is a puzzle. Applying mainly review of academic and popular literature, the assessment is done under five headings and nine propositions are developed that suggest various talent management perceptions, difficulties and applications. It is found that albeit being differentiator between organisations that succeed and those that do not, talent management is saddled with uncertainties, lack of clarity, and misunderstanding, hurdles that need to be cleared to pave way for more effective talent programmes. To overcome these, organisations should avoid one common blueprint to all talent situations, but develop approaches that suit individual talent requirements.   Key Words: Talent management; talent perspectives; skills deficiencies; talent process; talent dilemm

Identification of Individuals for Directorship Roles: Evaluation of a University’s Succession Management

Identification of potential individuals for leadership roles is a critical aspect of a succession management programme, as other aspects of the programme depend on an effective identification. This study evaluates how the University of Cape Coast (UCC) in Ghana identifies potential non-academic senior members for directorship roles. We collected qualitative data through in-depth interviewing of nine directors at the university. We analysed the data using constant comparison analysis by developing three themes, under each of which we presented similar categories of data. We found that the criteria for identification of potential directors include seniority; both internal and external sources; and familiarity with the culture, the legal framework, and the higher educational system. We conclude that UCC does not operate a structured, formal succession management but fills leadership vacancies through the traditional recruitment and selection method, an all-inclusive approach which we argue is not suitable for identifying and developing potential individuals for leadership positions

Generational Cohort and Work-Life Balance Policies Preference Among University Senior Teaching Staff in Ghana: Does Gender Matter?

The study sought to examine work-life balance (WLB) policies preference among generational cohorts concerning gender. Being quantitative, a population of 714 with a sample size of 333 was selected, but 306 responded. The main independent variable was gender while the dependent variable was work-life balance policies with four dimensions: Flexible Work Arrangement; Wellness and Personal Development; Leave Arrangement and Dependent Care Assistance. The data was analysed using inferential statistics. The study results showed that except for Wellness and Personal Development, where gender difference between males and females of Generation Y existed, gender did not differ significantly from the rest of the policies. Therefore, it was recommended that there should be equal treatment of both males and females in implementing WLB policies

Health and Safety Practices and Work Attendance in a Ghanaian Health Service

This study assesses how health and safety policies and practices are adhered to at the Dunkwa-on-Offin Municipal Hospital in Ghana to enhance quality and sustainable healthcare delivery. The study approach was mainly quantitative and employed a survey design. 123 employees, out of the 167 total population of the hospital, were sampled. Questionnaire was designed to collect quantitative data, which were complemented by a single-source interview data. Data were analysed, using Pearson’s Correlation Coefficient (R), multiple regression and narrative analysis. The results showed that although employees were aware of and adhered to health and safety practices, about two-thirds of them had experienced different forms of injuries with significantly negative effect on their work attendance (absenteeism). It was further found that health and safety supervision was week. We recommend that the Ministry of Health should step up its health and safety supervisory and monitoring roles for improved quality and sustainable healthcare delivery. &nbsp

Elements of Working Conditions and Retention of Course Tutors in Distance Education in Ghana

This study examined the relationship between elements of working conditions and retention of course tutors facilitating distance academic programmes in Ghana. The descriptive cross-sectional survey design from the quantitative approach was adopted for the study. A sample of 612 tutors was drawn with the help of simple random and stratified sampling techniques from a study population of 2,700 from two public universities in Ghana—the University of Cape Coast and the University of Education, Winneba. The study adopted the Partial Least Square Structural Equation Modelling technique for the analysis of the results. It was found that elements of working conditions, such as compensation, workload and welfare, had a statistically and significant relationship with retention of course tutors. In conclusion, compensation, workload and welfare influence retention of part-time academic staff in distance education programmes in Ghana. Therefore, it was recommended that the management of the two universities should introduce attractive compensation and welfare packages for their course tutors facilitating their distance education programmes. It was also suggested that tutors assist in the enrolment drive for students, since more students lead to better working conditions through the workload as an element of working conditions.&nbsp