scholarly journals Managing Multiple and Conflicting Reputations in Global Organizations

AIB Insights ◽  
2021 ◽  
Author(s):  
William S. Harvey
Keyword(s):  
Global Organizations

The Language of Global Success

2019 ◽  
Author(s):  
Tsedal Neeley
Keyword(s):  
Cultural Differences ◽  
High Tech ◽  
Lingua Franca ◽  
Global Organizations ◽  
Cross Border ◽  
The World ◽  
Global Language ◽  
Language Strategies ◽  
Native Tongue

For nearly three decades, English has been the lingua franca of cross-border business, yet studies on global language strategies have been scarce. Providing a rare behind-the-scenes look at the high-tech giant Rakuten in the five years following its English mandate, this book explores how language shapes the ways in which employees in global organizations communicate and negotiate linguistic and cultural differences. Drawing on 650 interviews conducted across Rakuten's locations around the world, the book argues that an organization's lingua franca is the catalyst by which all employees become some kind of “expat”—detached from their native tongue or culture. Demonstrating that language can serve as the conduit for an unfamiliar culture, often in unexpected ways, the book uncovers how all organizations might integrate language effectively to tap into the promise of globalization.

The Decline of the Liberal Global Order and the Revival of Nationalism

2018 ◽  
Author(s):  
Yale H. Ferguson ◽  
Richard W. Mansbach
Keyword(s):  
United States ◽  
The United States ◽  
Global Politics ◽  
Global Order ◽  
Donald Trump ◽  
National Interests ◽  
Global Organizations ◽  
Obama Administration ◽  
Us Hegemony ◽  
National Populism

This chapter addresses the erosion of the postwar liberal global order and the accompanying disorder in global politics. It describes the perceptions of declining US hegemony during the Obama administration of American decline and the return of geopolitical and economic rivalries that are undermining the liberal order. The election of President Donald Trump in 2016 in the United States was the most significant manifestation of national populism that has emerged in recent years in Europe and elsewhere. The profile of supporters of national populism are much the same globally. They oppose so-called elites and immigrants (especially minorities) whom they blame for the loss of manufacturing jobs. After defining national populism, the chapter describes how it fosters isolationism and malignant nationalism and focuses on national interests rather than global cooperation. Such policies threaten the movement of goods and people, multinational global organizations, and the postwar order in which globalization thrives.

Issues of Identity in the Indian Diaspora: A Transnational Perspective

2006 ◽  
Vol 5 (1-2) ◽  
pp. 81-98 ◽  
Author(s):  
Ajaya Kumar Sahoo
Keyword(s):  
Indian Diaspora ◽  
Global Organizations ◽  
The People ◽  
Rural And Urban ◽  
Indian Origin ◽  
Global Organization ◽  
The World ◽  
Recent Advancement ◽  
Professional Fields ◽  
Diasporic Communities

AbstractIndia is unique for the magnitude of her diversities in terms of languages and regions, religions and sects, castes and sub-castes, rural and urban, food and style of dress, which are also reflected by her diasporic communities. There are diasporic communities formed on the basis of linguistic or regional identities such as Punjabis, Gujaratis, Sindhis, Tamils, Malayalees and Telugus. Global organizations such as Global Organization of People of Indian Origin (GOPIO), World Telugu Federation (WTF), and World Punjabi Organization (WPO), have recently emerged to preserve and promote the identities and cultures of Indians, uniting transnationally India and the global Indian diaspora. The past decade has witnessed a phenomenal dynamism among the diasporic communities, made possible by the recent advancement in technologies of travel, transport, and communications. Not only did these developments bring the diasporic communities and their motherland closer but they also facilitated in bringing together the members of their community dispersed around the world. The present article examines this emerging trend with the illustration of one of the important regional Indian diasporic communities, the Gujarati Diaspora. Gujaratis, the people from the central western parts of India, are one of the early Indian communities who have ventured out to different parts of the world for multiple reasons. Today, as one of the prominent Indian diasporic communities in the world, Gujaratis are successful not only in business, which is their first love, but also in professional fields such as technology, science, medicine, and business management.

Globalization and Human Resources Management

2013 ◽  
pp. 1-13 ◽  
Author(s):  
Yasemin Bal ◽  
Serdar Bozkurt
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Workforce Diversity ◽  
Global Organizations ◽  
International Context ◽  
Resources Management ◽  
Diverse Workforce ◽  
International Hrm ◽  
Global Arena

As a result of globalization, many firms have begun to compete on a worldwide basis. This situation has led Human Resources Management (HRM) to gain more importance in the global arena and “international HRM” field. Over the past few decades, international HRM has gained considerable attention from both academicians and practitioners. The increasing globalization of business has required organizations to manage their workforces effectively. Managing a foreign workforce can differ drastically from managing a domestic one. HRM in the international context requires managing diverse workforces originating from different nationalities with various cultures. Therefore, workforce diversity has become increasingly important for organizations that plan to expand into global markets and target different consumer groups. Organizations can adopt different approaches for managing their workforces and every function of HRM systems should be designed consistent to the workforce diversity of the organization. The purpose of this chapter is to investigate the concept of international HRM and diverse workforce in global organizations. Additionally, the importance of managing diverse workforces effectively in global organizations in the context of HRM functions and the role of HRM in this process will be discussed briefly.

Open Access Initiatives and Institutional Repositories

2015 ◽  
pp. 208-228
Author(s):  
Naseehath S.
Keyword(s):  
Open Access ◽  
Present Stage ◽  
Global Organizations ◽  
Institutional Repositories ◽  
Characteristic Features

This chapter gives an over view of Open access initiatives and institutional repositories. It emphasizes the emergence and development of open access initiatives from various international declarations up to its present stage. Definitions, types, characteristic features and impact of open access on various sectors are discussed. Open access initiatives in India are briefly included. DOAJ and other global organizations are taken in to discussion with their recent events. Objectives of Institutional repositories are given with an emphasis on institutional repositories in India. It throws light on DOAR and ROAR. Types of institutional repositories and softwares used to create them are also discussed. Earlier and latest institutional repositories in India are listed in tables. Major Indian institutional repositories with their software used are also in the table form. Role of librarians and libraries on open access and institutional repositories are also included followed by a conclusion for the whole chapter.

Cultural Adaptation of E-Learning Courseware

2012 ◽  
pp. 192-209
Author(s):  
Randall Stieghorst ◽  
Andrea L. Edmundson
Keyword(s):  
Instructional Design ◽  
Design Process ◽  
Ethical Dilemmas ◽  
Code Of Conduct ◽  
Corporate Environment ◽  
Web Based ◽  
Global Organizations ◽  
Learning Modules ◽  
Instructional Design Process ◽  
E Learning

Web-based and self-paced learning modules have become a common-and sometimes primary-tool used by the Ethics & Compliance departments of global organizations to educate employees worldwide. These e-learning modules provide guidance around such topics as the company’s Code of Conduct, specific policies or laws, globally applicable corporate standards, and how best to manage ethical dilemmas in a corporate environment. In this case, the authors describe the instructional design process that were used on various ethics and compliance courses to achieve a more global, regional, or country-specific applicability, including an overview of changes made to content and methodology that was originally perceived as “very American.”

The Role of Virtual Multicultural Teams in Corporate Culture

2011 ◽  
pp. 62-86 ◽  
Author(s):  
Amira El Guindi ◽  
Sherif Kamel
Keyword(s):  
Virtual Teams ◽  
Corporate Culture ◽  
Multicultural Teams ◽  
Cultural Backgrounds ◽  
Global Organizations ◽  
Team Members ◽  
The World ◽  
Information And Communication ◽  
Multicultural Team

Information and communication technologies are impacting today’s organizations and businesses in many diverse ways. The implications are perceived at the individual, organizational, and national levels. The old accustomed-to boundaries of national economies and markets are giving way to globalization and newly emerging trends. Competition is increasing, and due to the forces of change, the world market will sweep aside the small market players to make way for global organizations that are capable of penetrating the world markets through a massive global outreach strategy. In that respect, there is a need to invest in innovative business models such as virtual multicultural teams that are capable of handling the pressures of growing competition while capitalizing on the evolution of information and communication technology. Global organizations need to operate through a very flexible structure that allows freedom and speed, and replaces the hierarchical models with structures that are flatter and adequate for stronger and more efficient communication. Such a structure will allow bottom-up decision making and self-management and will capitalize on the advantages of employing multicultural teams; the diversified capacities, knowledge and business perception of these teams will be conducive to more in-depth innovation and creativity. Virtual teams can provide an organization with a solid opportunity to compete, making it easier to adapt to different situations and reducing conflicts. This chapter reflects the results of a study conducted in Egypt that targeted the determination of the possibility of reducing multicultural team conflicts by establishing a corporate culture that could have a strong influence on team members using virtual teams. The study covered six organizations operating through virtual multicultural teams and describes the analysis of the findings that relate to the role of corporate culture, the management style, and conflict resolution, among other elements. Global organizations face the challenge of operating through global multicultural teams whose members—coming from different cultural backgrounds—often stumble into conflicts that influence the overall performance of the organization. The core issue of this study is the impact of multicultural team conflicts on the overall organizational performance. Therefore, the objective of the study was to examine the relationship between corporate culture and multicultural team conflicts and to determine whether it is possible to reduce multicultural team conflicts by building a corporate culture in which all individual cultures would fit and where the management plays a vital role in transmitting the corporate culture to different teams in order to help global organizations become more efficient using virtual multicultural teams.

Cross-Cultural Competences in the New Economy

2012 ◽  
pp. 238-256 ◽  
Author(s):  
Irene Martin-Rubio ◽  
Drew Rodgers ◽  
Erik Døving
Keyword(s):  
Knowledge Management ◽  
Information Processing ◽  
Experiential Learning ◽  
Cultural Knowledge ◽  
Cross Cultural ◽  
Cultural Learning ◽  
Experiential Learning Theory ◽  
Global Organizations ◽  
Different Cultures ◽  
Kolb's Experiential Learning Theory

Cross-cultural knowledge management in the e-environment results from interactions with others from different cultures that require new understanding and interpretations. The authors find that few studies have been conducted to address the objective of identifying the competences that are needed to promote learning and information processing in the 21st century. The authors’ primary goal is to identify competences that will promote learning and information processing in global organizations. The chapter outlines a taxonomy of competences necessary for cross-cultural learning in the global e-environment based on Kolb’s Experiential Learning Theory.

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