Developing an understanding of the human resource (HR) complexities in Pakistan with a GLOBE cultural lens

2018 ◽  
Vol 26 (4) ◽  
pp. 483-501 ◽  
Author(s):  
Sadia Nadeem ◽  
Mary F Sully de Luque
Keyword(s):  
Human Resource ◽  
Secondary Data ◽  
Cross Cultural ◽  
Primary Data ◽  
Cultural Management ◽  
Gender Egalitarianism ◽  
Group Loyalty ◽  
Cross Cultural Management ◽  
And Gender ◽  
The Impact

AbstractThis article presents primary data from the GLOBE study in Pakistan and compares them with secondary data from the 61 GLOBE societies, in an effort to increase the interest of scholars of cross-cultural management in Pakistan and also provide a practically useful overview for businesses. Results based on data collected from 152 middle managers using the original GLOBE research instruments indicate that Pakistani society exhibits high power distance and in-group collectivism but low assertiveness and gender egalitarianism. The results also indicate a desire to create a more egalitarian society; however, people appear to treasure the lack of assertiveness and high in-group loyalty. In light of these findings, the authors offer implications for management in Pakistan, in accordance with cross-cultural management literature. In-depth research within Pakistan, as well as comparative cross-national studies, are needed to develop a deeper understanding of the impact of the culture on human resource practices in Pakistan.

scholarly journals From cultural differences to cultural globalization: towards a new research agenda in cross-cultural management studies

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mehdi Boussebaa
Keyword(s):  
Social Sciences ◽  
Cultural Differences ◽  
Research Agenda ◽  
Cross Cultural ◽  
Professional Service ◽  
Content Type ◽  
Cultural Management ◽  
Cultural Globalization ◽  
Cross Cultural Management ◽  
The Impact

Purpose This paper responds to calls for a new raison d’être in the field cross-cultural management (CCM) and culture-sensitive studies of international business (IB) more broadly. It argues that one way of addressing the crisis of confidence in the field is to develop a line of inquiry focussed on corporate-driven cultural globalization. This paper also proposes a theoretical approach informed by international political economy (IPE) and postcolonial theory and outlines a research agenda for future work on cultural globalization. Design/methodology/approach The paper is a desk-based analysis that draws on relevant research in the wider social sciences to insert cultural globalization into the CCM/IB field’s intellectual project. Findings The paper finds the field of CCM and culture-sensitive IB studies more broadly to be almost exclusively focussed on studying the impact of cultural differences. Surprisingly, little attention has been devoted to the phenomenon of corporate-driven cultural globalization. Research limitations/implications The paper redirects the field and presents a research agenda, calling for studies on the role of four related actors in cultural globalization: MNEs, global professional service firms, business schools and CCM/IB researchers themselves. Practical implications CCM/IB scholars may be able to reorient themselves towards the phenomenon of cultural globalization and, in so doing, also seize an opportunity to contribute to important debates about it in the wider social sciences. Originality/value The paper suggests possibilities for renewal by redirecting CCM/IB towards the study of cultural globalization and by encouraging the field to develop a postcolonial sensibility in future research on the phenomenon.

scholarly journals Kontribusi zakat, infak, sadaqah dan wakaf terhadap civil society (studi kasus di Yayasan Solopeduli Surakarta)

2013 ◽  
Vol 13 (2) ◽  
pp. 198
Author(s):  
Muh Zumar Aminuddin
Keyword(s):  
Civil Society ◽  
Comparative Method ◽  
Fixed Ratio ◽  
Secondary Data ◽  
Primary Data ◽  
Analysis Process ◽  
The Poor ◽  
The Government ◽  
And Gender ◽  
The Impact

This research aims to describe the contributions of zakat, infak, s}adaqah and wakaf (Islamic philanthropy) toward the civil society movements in Indonesia and the problems surrounding it. This study raised the case of Yayasan Solopeduli Surakarta, an Islamic philanthropy management agencies. This research uses the socilogical approache of law. The primary data sources are administrators and managers, and agency activities organized by the Yayasan Solopeduli Surakarta. Secondary data are relevant papers, brochures and dictionaries. Data were collected by interview and observation and documentation. Data analysis was performed with a fixed ratio (constant comparative method) which includes datareduction, categorization and synthesization, as well as the formulation of an answer. In the analysis process, the data are associated with theories of civil society.The findings of this research show that zakat, infak, s}adaqah and wakaf managed by Yayasan Solopeduli Surakarta contributes to the formation of the pillar of civil society and the enforcement of civil society values. Firsly the charity value as showed by existence of the agency that always builds the care spirit of the haves for the poor, as well asby most its programs that offer free service concept, in the field of education, health, and other public service. Secondly, the independence value, especially from the aid of the government. The impact is, thatthe agency moves freely by itself paradigm. Thirdly juctice value as showed by the most programs that support the poor society. However, actually the agency is far from, but doesn’t recognize the civil society discourse as seen by the west. That is why, it doesn’t go along with the contemporery issue of civil society, such as democracy and gender equality. The interpretation of mustahiq surrounds the classic one.

scholarly journals Organizational Structure and Crosscultural Management: The Case of Credit Suisse's Project Copernicus in Singapore

2007 ◽  
Vol 32 (4) ◽  
pp. 63-74 ◽  
Author(s):  
Nina Jacob
Keyword(s):  
Cultural Heritage ◽  
Organizational Structure ◽  
Financial Services ◽  
Management Practices ◽  
Organizational Structures ◽  
Cross Cultural ◽  
Cultural Management ◽  
Cross Cultural Management ◽  
The Impact ◽  
Multicultural Organization

This paper explores the linkage between organizational structure and cross-cultural management. It suggests that a fluid and continuously evolving structure enables effective crosscultural management. In support of this proposition, the paper reports on the experience of one of the world's largest financial services corporations – a Swiss Bank. The bank adopted a different type of organizational structure for one of its units. This new structure was different from the traditional bureaucracy it had used throughout the 150 years of its existence. It was observed to be an emergent structure, evolving in response to the stimulants provided by its various cultural constituents. It was also flexible, allowing it to assimilate when necessary, the inputs provided by its diverse cultural constituents, and discard when necessary, the structural features which no longer served any useful purpose. This paper discusses and analyses the experience of Credit Suisse Private Banking's Project Copernicus in Singapore, (October 2000 – December 2001). The principal findings of this paper are: Traditional modes of organizational structure are not appropriate for the management of diversity. Fluid and amorphous organizational structures provide the context within which crosscultural management can be effected. There is a symbiotic relationship between organizational structure and organizational members' cultural heritage. The author had earlier highlighted (2005) the fact that current cross-cultural management research emphasises the need for multiculturalism. Multiculturalism is the management of subcultures within an entity like the nation-state. Organizational structures need to be designed keeping in mind the dynamics of interacting sub-cultures within a multicultural organization. An analysis of the case study embedded in this paper reveals that cross-cultural management is facilitated by: The co-evolution of organizational structure and management practices. In other words, organizational structure need not be durable as has traditionally been the case. Additionally, it need not precede the creation and operationalization of management practices. Allowing individual members' cultural heritage to influence the evolving nature of organizational structure. Thus a manager entering a multicultural organization would try and align himself⁄herself with the existing structure. Co-terminously, he⁄she would impact on the structure's design. The impact would have cultural underpinnings. Enacting an organizational structure that overtly takes into account the cultural conditioning of individual members. Thus two managers from different cultures experiencing difficulty in interacting with each other may both have to adapt and change in order to sresolve discord as well as to find a fit with the organization. Meanwhile, the amorphous nature of the organizational structure makes possible the improvisation that accompanies managers' attempts to find a fit.

scholarly journals Intermediary Management and Employee Corporate Culture Identification Mediation and Mediation Effect Verification

2021 ◽  
Vol 12 ◽  
Author(s):  
Mingji Liu ◽  
Jinyao Li ◽  
Tianlang Xiong ◽  
Tong Liu ◽  
Min Chen
Keyword(s):  
Mergers And Acquisitions ◽  
Organizational Performance ◽  
Corporate Culture ◽  
Cross Cultural ◽  
Total Effect ◽  
Cultural Management ◽  
The Difference ◽  
Cross Cultural Management ◽  
The Impact

This exploration is mainly performed to study the role of corporate culture accepted by employees in enterprise development and its impact on employees themselves. First, the influence of employee participation, cross-cultural management, and corporate culture on the enterprise is realized through the relevant literature. Then, investigation and analysis are carried out with American I Industrial Group as the research object to determine the impact of cross-cultural management on mergers and acquisitions and organizational performance. The results show that the total impact of trust on reuse is 0.264 before mergers and acquisitions; the difference is not statistically significant, and so is the overall impact of mergers and acquisitions. This means that there is no correlation between trust and reuse. However, when the merger is done, the total effect of trust on reuse rises to 1.594, indicating that the difference and the total effect are statistically significant. The data calculation and analysis for the direct impact of trust on reuse and the indirect impact of trust on reuse are 0.667 and 0.926, respectively, which means that the difference is statistically significant. This proves the role of satisfaction in the impact of trust on reuse once mergers and acquisitions are completed. Therefore, in the process of mergers and acquisitions in the future, enterprises must consider the different cultures of employees and company locations and employee participation, which will further affect the organizational performance of enterprises.

PENGARUH PELATIHAN, KOMPETENSI, MOTIVASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN PENDIDIKAN SEBAGAI PEMODERATOR PADA BALAI PENDIDIKAN DAN PELATIHAN APARATUR KEMENTERIAN KELAUTAN DAN PERIKANAN

2018 ◽  
Vol 5 (2) ◽  
pp. 37-49
Author(s):  
Wahyu Yulianto
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Structural Equation ◽  
Secondary Data ◽  
Primary Data ◽  
Equation Modeling ◽  
Training Centre ◽  
Competence Motivation ◽  
The Impact ◽  
Mediator Variable

The study purpose is to analyse the impact of training, competence, motivation and leadership towards performance either directly or through job satisfaction as a mediator variable. As many as 55 staff are considered as respondents in this research, and census method is used as the sampling method. Primary data in this study were collected through questionnaires and analyzed using Likert Scale. Secondary data are obtained from the organization structure Sukamandi Apparatus Training Centre (BDA), performance appraisal, staff attendance, information system and personnel management. Structural Equation Modeling Analisis of Moment Structures (SEM-AMOS) is used to process and analyze data. This study shows staff with high education, competence and leadership have a significant effect on performance, While the job satisfaction is significant in mediating the influence of training, competence and leadership on performance. Next on the employee with low education, training, competence, motivation and leadership have a significant influence on performance, while job satisfaction is significant in mediating the effect of competence and leadership on staff performance.   Keywords:  training, competence, motivation, leadership, job satisfaction, performance

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