scholarly journals Language choice at a Chinese subsidiary of a Spanish bank

2019 ◽  
Vol 79 ◽  
pp. 45-62
Author(s):  
Cheng Qian ◽  
Zhao Ke
Keyword(s):  
Human Resources ◽  
Multinational Corporations ◽  
Commercial Banks ◽  
Direct Investment ◽  
Language Choice ◽  
Language Management ◽  
Senior Managers ◽  
Strategic Development ◽  
Multilingual Workplace ◽  
Shed Light

This study explored language management in Banco Santander in China, a multilingual workplace where two major languages, Spanish and Chinese, are used along with English as a lingua franca. We collected data through conducting interviews with four senior managers in charge of human resources, strategic development, retailing and commercial banks to understand how languages are used and managed in this Spanish bank. Analyses of data revealed consistencies and inconsistencies between employees’ choices of language and beliefs as mediated by relevant social cultural, corporate and linguistic factors. The findings shed light on the complexity of language management at a Spanish bank in China against the backdrop of the changing scenario of foreign direct investment. They highlight the importance for multinational corporations to manage languages in response to multilingual challenges at workplaces in China.

‘it’s not written on parchment but it’s the way to survive’: Official and unofficial use of languages in MNCs

2015 ◽  
Vol 1 (2) ◽  
pp. 54-84
Author(s):  
Ifigeneia Machili
Keyword(s):  
Multinational Corporations ◽  
Economic Crisis ◽  
Management Strategies ◽  
Language Choice ◽  
Foreign Languages ◽  
Workplace Communication ◽  
Language Management ◽  
Email Communication ◽  
Language Choices ◽  
Method Approach

Abstract The globalization of economic activity and the escalating economic crisis impact on the expansion and shrinking of businesses along with their management of human resources and language management strategies. Struggling to remain competitive and survive, businesses resort to a range of language policies when employees make their own everyday language choices, a divergence that is worth investigating. Against this backdrop, this paper takes a mixed method approach and reports on the official and unofficial uses of English as a lingua franca and Greek as the local language in multinational corporations in Greece. According to the analysis, language choice is negotiated locally and strategically to the fallout of the economic crisis according to the employees’ post duties, the complexity of issues communicated, socialization with other employees, acting as unofficial default communication channels and safeguarding the privacy of email communication. Implications are discussed in relation to the teaching of foreign languages to meet the multivariate demands of workplace communication.

scholarly journals DETERMINANTS OF INNOVATIVE ACTIVITIES: EVIDENCE FROM EUROPE AND CENTRAL ASIA REGION

2015 ◽  
Vol 60 (01) ◽  
pp. 1550004 ◽  
Author(s):  
CHI KEUNG MARCO LAU ◽  
FU STEVE YANG ◽  
ZHE ZHANG ◽  
VINCENT K. K. LEUNG
Keyword(s):  
Economic Growth ◽  
Foreign Direct Investment ◽  
Central Asia ◽  
Direct Investment ◽  
Estimation Procedure ◽  
Corruption Index ◽  
Country Analysis ◽  
Cross Country ◽  
Shed Light ◽  
Central Asia Region

Recent studies in the innovation literature show that Foreign Direct Investment (FDI) enhances innovations in recipient countries through spill-over effects. In this paper we extend the existing literature by incorporating the corruption index in the estimation procedure. Using a cross-country analysis from the Europe and Central Asia (ECA) region, covering 57 countries over the period of 1995–2010, we find no evidence of FDI spill-over effects on innovations, when corruption is endogenously modelled in the regression. Interestingly, we find that corruption and expenditure on education sector are positively related to the number of patents applications, suggesting anti-corruption programs encourage innovations that promote economic growth. Our study shed light on the national innovations and anti-corruption programs.

scholarly journals Governance of Vietnam's Financial Institutions in Accordance with International Standards until 2020

2016 ◽  
Vol 23 (01) ◽  
pp. 50-76
Author(s):  
Huong Tram Thi Xuan ◽  
Canh Nguyen Phuc ◽  
Nhu Nguyen Tu
Keyword(s):  
Multiple Regression ◽  
Financial Institutions ◽  
Commercial Banks ◽  
Banking System ◽  
Commercial Banking ◽  
International Standards ◽  
Bank Performance ◽  
Related Factors ◽  
Regression Approach ◽  
Shed Light

In this article, using a combination of risk-related factors, we address the governance of financial institutions, mainly Vietnam’s commercial banks, in light of such international standards as of Basel II and III. Additionally, we employ multiple regression approach to shed light on the effect of each type of risk on bank performance and propose a few recommendations for effectively governing the commercial banking system of Vietnam until 2020.

Talent management in government organizations: identification of challenges and ranking the solutions to address them

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad-Hadi Sehatpour ◽  
Behnam Abedin ◽  
Aliyeh Kazemi
Keyword(s):  
Human Resources ◽  
Talent Management ◽  
Successful Implementation ◽  
Senior Managers ◽  
Related Factors ◽  
Content Type ◽  
Government Organizations ◽  
Top Managers ◽  
Different Types ◽  
Comprehensive Framework

PurposeThe main aim of this research is to rank and prioritize the solutions to address the challenges for the successful implementation of talent management (TM) in government banks in Iran.Design/methodology/approachThis paper has identified the challenges of TM implementation in government banks and proposed the solutions to address these challenges through a review of the extant literature. The identified challenges and solutions were ranked using two multi-criteria decision-making (MCDM) methods called PROMETHEE and VIKOR based on the insights from 20 senior managers of government banks in Iran.FindingsThe challenges and solutions were categorized into cultural, managerial, human resources and environmental-related factors. “Building culture of TM in organizations”, “making TM as an ongoing process in organizations”, “commitment of senior managers to TM process”, “managing TM pipeline” and “focusing on meritocracy in recruitment and selections” were ranked as the top solutions to address cultural, managerial, human resources and environmental challenges, respectively.Research limitations/implicationsThe findings can provide a comprehensive view of different types of challenges and solutions in the TM process for government organizations and institutions. It also provides helpful insights for top managers to define their organizations' strategies effectively and to implement the TM process by ranking and prioritizing the solutions to address their challenges.Originality/valueThe main contribution of this study is to develop a comprehensive framework in which, identification of different types of challenges in the implementation of TM processes can be addressed and the approaches to remove or mitigate the effects of these challenges are ranked by using two well-established MCDM techniques.

Medium-Sized Enterprises in the Socialist Republic of Vietnam

2019 ◽  
pp. 30-48
Author(s):  
Thang Chien Nguyen ◽  
Hoang Van Tran ◽  
Huan Minh Luong
Keyword(s):  
Economic Performance ◽  
Direct Investment ◽  
Census Data ◽  
Policy Implications ◽  
Economic Sectors ◽  
Socialist Republic ◽  
Playing Field ◽  
Management Ownership ◽  
Medium Enterprises ◽  
Shed Light

Based on Vietnam's enterprise census data this research analyses development of Vietnam's medium enterprises for a period 2007-2015, assessing their economic performance, efficiency, and elaborating their evolution over the period. The research found that there is tendency of shrinking and decreasing efficiency of medium enterprises (MEs), very few could be able to grow to join “large enterprises,” while majority had to exit market or shrink to fall into “small and micro enterprises.” The research also shed light on what factors explain economic performance and evolution of MEs, and found that macroeconomic management, ownership forms, economic sectors, size of MEs, and some other factors matter for their performance and evolution. Some policy implications for the next period drawn from the analysis and put in the new context of development are improving macroeconomic stability, creating level playing field between private, state-owned enterprise (SOE) and foreign direct investment (FDI), rebalance priority toward agriculture, improving implementation of MEs supporting policies.

The Role of Culture in FDI in the PRC

2014 ◽  
Vol 5 (1) ◽  
pp. 37-45 ◽  
Author(s):  
Ramón J. Venero ◽  
Yunshan Lian
Keyword(s):  
Multinational Corporations ◽  
Direct Investment ◽  
Chinese Culture ◽  
Management Practices ◽  
Talent Management ◽  
Transaction Cost Theory ◽  
Republic Of China ◽  
Mode Of Entry ◽  
Management Issues

This paper examines the role that culture plays in Foreign Direct Investment (FDI) in the People's Republic of China (PRC). Using examples of inward FDI from mostly western Multinational Corporations (MNCs), the implication of Chinese culture, Transaction Cost Theory, and modes of entry are discussed. The authors suggest that the increase in, and the rate of direct FDI in the PRC (prior to the current worldwide economic crisis) raises important issues with respect to employment and talent management issues and organizations would be wise to consider the mode of entry and management practices if they are to be successful in China.

Organisational learning capabilities of the commercial banks in Jordan: do electronic human resources management practices matter

2020 ◽  
Vol 17 (3) ◽  
pp. 242
Author(s):  
Sulieman Ibraheem Shelash Al Hawary ◽  
Ayat Saed Mohammad ◽  
Mohammad Sultan Al Syasneh ◽  
Maysaa Salman Faleh Qandah ◽  
Thunyan Mannaa Seham Alhajri
Keyword(s):  
Human Resources ◽  
Commercial Banks ◽  
Management Practices ◽  
Human Resources Management ◽  
Organisational Learning ◽  
Resources Management ◽  
Learning Capabilities
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