The expat-preneur: conceptualizing a growing international career phenomenon

2016 ◽  
Vol 4 (2) ◽  
pp. 202-224 ◽  
Author(s):  
Charles M. Vance ◽  
Yvonne McNulty ◽  
Yongsun Paik ◽  
Jason D'Mello
Keyword(s):  
Host Country ◽  
Multinational Firms ◽  
New Venture ◽  
Content Type ◽  
Self Employment ◽  
The Status ◽  
Scant Attention ◽  
Local Host ◽  
Conceptual Study

Purpose – The purpose of this paper is to introduce the emerging international career phenomenon of the “expat-preneur,” an individual temporarily living abroad who initiates an international new venture (self-employment) opportunity in a host country. Design/methodology/approach – This analysis is based on the authors’ observance of developing trends that also are showcased in the international management and IHRM literatures. Findings – Two general types of expat-preneurs are proposed: first, pre-departure expat-preneurs who move abroad with a preconceived entrepreneurial purpose; and second, transitioned expat-preneurs who, only while abroad, recognize and pursue a new venture opportunity, either from the status of self-initiated expatriates (SIEs) looking for local employment or while serving as organization-assigned expatriates and leaving the organization at the end of the assignment or midstream. Research limitations/implications – Distinctions between expat-preneurs and typical business SIEs are explored, and important contributions that expat-preneurs may provide in strengthening local host country economies are considered. Directions for further systematic and empirical research on the expat-preneur international career phenomenon are discussed. Practical implications – Important mutually beneficial implications are noted for multinationals in supporting expat-preneurs’ long-term success in host country environments. Originality/value – This conceptual study provides a valuable recognition and analysis of an important and growing international career category that has received scant attention in the literature. This research has important implications for the understanding of new international career dynamics associated with the growing trend of international entrepreneurship, especially valuable for emerging markets and of interest to multinational firms interested in the movement of their human capital.

The legal guarantees to protect foreign investment in Jordan

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohamad Ali Helalat
Keyword(s):  
Host Country ◽  
Foreign Investment ◽  
Design Methodology ◽  
Foreign Investor ◽  
Foreign Investments ◽  
Content Type ◽  
Legal Principles ◽  
Bilateral Agreements ◽  
The Status ◽  
Investment System

Purpose This paper aims to indicate that the foreign investment system in Jordan includes many provisions that create an appropriate environment for encouraging foreign investments and grant a distinctive treatment for the foreign investor that allows them the status equal to the national investor. Design/methodology/approach This study deals with the protection provided by the Jordan Government for foreign investments to attract foreign investment by studying the guarantees given by Jordan including many legal principles that encourage investment. The legal guarantees for the foreign investor enhance the confidence of the foreign investor in the host country. Findings The system provides a lot of guarantees with respect to non-commercial risks to which the foreign investor may be exposed. Originality/value The paper also clarifies that the role played by bilateral agreements in the field of investments, as these agreements give foreign investments a measure of protection through the guarantees and they are considered as incentives for the investor.

scholarly journals Migrant entrepreneurs as cosmopolitan change agents

2016 ◽  
Vol 11 (3) ◽  
pp. 297-312 ◽  
Author(s):  
Catarina Figueira ◽  
Giorgio Caselli ◽  
Nicholas Theodorakopoulos
Keyword(s):  
Change Agents ◽  
Symbolic Capital ◽  
Negative Effects ◽  
Content Type ◽  
Social Actors ◽  
Scant Attention ◽  
Migrant Entrepreneurs ◽  
Mind Set ◽  
The Many ◽  
Conceptual Study

Purpose The aim of this paper is to provide novel insights into how the cosmopolitan mind-set can be fostered at a time of globalization by considering a group of social actors that has received scant attention in the literature on institutional change, notably migrant entrepreneurs. Design/methodology/approach This is a conceptual study that draws on Bourdieu’s theory of capital to develop a set of testable propositions as to how the economic, cultural, social and symbolic capital endowments of migrant entrepreneurs shape their agency in bringing about cosmopolitan transformation. Findings Together, migrant entrepreneurs endowed with higher levels of capital may act as institution reformers and promote the cosmopolitan mind-set by influencing the beliefs, incentives and behaviors of those embedded in more entrenched traditional institutions. Research limitations/implications This conceptual framework deals with only one of the many agents that may help bring about cosmopolitan change and is particularly well suited to a Western European context. Practical implications This conceptual paper provides a number of testable propositions that can be central to an empirical investigation into how the levels of capital possessed by migrant entrepreneurs affect their engagement in cosmopolitan change. Social implications The findings help identify those individuals who are more likely to endorse the cosmopolitan movement. This implication may be of particular interest to policymakers concerned with conceiving ways of counteracting some of the negative effects caused by globalization, as they need to identify and understand the social agents who can take on the role of catalyzers of public reforms. Originality/value The novelty of this paper lies in the development of a set of propositions that shows how divergent change toward a cosmopolitan vision might be engendered by spatially dispersed actors endowed with varying degrees of economic, cultural, social and symbolic capital.

Middle East regimes will survive lasting instability

2015 ◽  
Keyword(s):  
Middle East ◽  
Civil Wars ◽  
The United States ◽  
Political Systems ◽  
Content Type ◽  
The Status ◽  
Near Term ◽  
The Government ◽  
Regime Resilience

Subject Regime resilience in the Middle East. Significance The Middle East's political order has been shaken at the start of the 21st century by the sudden and violent removal of long-standing authoritarian rulers in Tunisia, Libya, Egypt, Iraq and Yemen; mass protests against the government in Tehran; and the collapse of regime authority in large parts of Syria. Far from paving the way to an era of more democratic and stable rule in the Middle East, most countries have instead experienced increasingly dysfunctional governance, reinforced authoritarianism, sectarian tensions, or civil wars. This raises questions about the sustainability of the status quo and the long-term direction of political systems across the region. Impacts Some countries may yet transition to more representative and accountable forms of government over the next ten years (Tunisia, Morocco). Deteriorating economic conditions and escalating proxy conflicts will see volatility rise across the region. The United States will resist pressure to step up its intervention in the region to help restore stability. Political Islam is unlikely to make a serious comeback in the near term, but will be active in Morocco, Tunisia, Bahrain and Kuwait. Regime repression and security force brutality will radicalise political opposition and increase recruitment to jihadist groups.

Promoting Resident and Family Councils: a pilot evaluation

2016 ◽  
Vol 20 (2) ◽  
pp. 101-109
Author(s):  
Jamie Znidarsich ◽  
Susan Davies ◽  
Susan Mary Sullivan
Keyword(s):  
Long Term Care ◽  
Care Facility ◽  
Original Research ◽  
Structured Interviews ◽  
Term Care ◽  
Content Type ◽  
Long Term Care Facility ◽  
Care Facilities ◽  
The Status

Purpose – The purpose of this paper is to evaluate the status and impact of a recently formed Resident and Family Council to determine whether the group was achieving the goals of improving long-term care facility relationships, enhancing communication and promoting positive change within the facility. Design/methodology/approach – The pilot evaluation was designed to develop recommendations for future sustainability, of the council, as well as providing wider lessons about the benefits and potential pitfalls of such groups. Data were gathered utilizing participatory qualitative research methods. Semi-structured interviews were conducted with nine council members, representing all groups within the Resident and Family Council. Documents relating to the work of the council and observational field notes maintained during meetings were also analyzed. Findings – A number of themes and dynamics were identified relating to communication, collaboration and future sustainability. Practical implications – Recommendations for initiating Resident and Family Councils should include surveying interest within long-term care facilities, involving the facility ombudsmen or volunteer coordinator, and assessing resources within the community, such as volunteer organizations or partnering with local education organizations. Originality/value – This original research can serve as a template for establishing Resident and Family Councils within long-term care facilities.

Small organisations and cultural institutions – a digital future?

2005 ◽  
Vol 39 (4) ◽  
pp. 366-380 ◽  
Author(s):  
Jaqueline Spence
Keyword(s):  
Cultural Heritage ◽  
Digital Form ◽  
Digital Collections ◽  
Content Type ◽  
Historical Material ◽  
The Status ◽  
Digital Material ◽  
Acquisition Management ◽  
Effective Transfer

PurposeThis paper aims to examine how technology presents both problems and opportunities for the historian, the researcher, small organisations, and cultural heritage institutions. Ways of safeguarding historical material in digital form are suggested, and the role of cultural heritage bodies as managers of sustainable digital collections is examined.Design/methodology/approachThe tools available for online access to historical material are discussed, with some comparison made between current efforts on access provision and long‐term preservation.FindingsAt present, access to historical material in digital form is often given precedence over its preservation. This could have potentially serious long‐term implications. Lack of funding for the traditional collecting bodies suggests that new mechanisms for dealing with digital archive collections need to be found. Managing digital material from its creation moves responsibility back to owners, but can provide a platform for effective transfer to new custodians at the appropriate time. Small organisations can participate, increasing the volume and diversity of available material, enriching the base of knowledge upon which history is created.Research limitations/implicationsFurther research is required into possible models to enable seamless transfer through the custodial chain. Limitation: lack of quantitative analysis of existing and planned digital preservation projects.Originality/valueThe paper challenges the status quo and sets out some radical ideas concerning the creation, acquisition, management and preservation of digital records, and the roles of the key stakeholders in the cultural and historical domains.

Human resource management transfer challenges within multinational firms

2018 ◽  
Vol 41 (7) ◽  
pp. 860-877 ◽  
Author(s):  
Nana Yaw Oppong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Host Country ◽  
Multinational Firms ◽  
Home Country ◽  
Parent Company ◽  
Content Type ◽  
Cross Border ◽  
Best Fit

Purpose The paper aims to trace the challenges that multinational companies (MNCs) face as they grow out of their national borders into foreign countries and how they attempt to transfer human resource management (HRM) policies and practices across their subsidiaries for a best-fit HRM model. Design/methodology/approach The paper uses the dilemma theory (involving two opposing values which doing one without the other creates a disadvantage but both cannot be done together) as the main analytical tool and reviews scholarly literature on MNCs’ HRM transfers for the assessment of the transfer challenges. Findings It is found that MNCs face a dilemma as to how to find best-fit between home-country HRM requirements and host-country demands. In the face of this dilemma, MNCs attempt to build synergy between home-country requirements and host-country demands for a best-fit HRM that is beneficial to both the parent company and their foreign subsidiaries. Despite the best-fit HRM practices to diffuse the tension, parent company has greater influence in the final synergy product which is the trade-off between home-country HRM label and host-country contextual demands, thereby advancing the dominant HRM option of the dilemma. Practical implications MNCs should be aware of the possible challenges as they internationalise and should equally be aware that though they may build a synergy (a blend of workable headquarters and subsidiary HRM), the final product will continue to favour headquarters’ HRM policies and practices. Originality/value The paper generates theoretical implications into the issues and challenges that arise with HRM transfers within multinational firms by examining how the dilemma theory sheds light on the transfer process and challenges from the dominant-contextual tension till the fight for best-fit HRM. It also contributes to the development of cycle of cross-border HRM dilemma, cross-border HRM transfer framework and Synergy-Dominant theory.

How do new ventures attract and retain talented employees? The case of Shaadisaga

2017 ◽  
Vol 25 (2) ◽  
pp. 1-3 ◽  
Author(s):  
Safal Batra
Keyword(s):  
Emerging Economies ◽  
Small Businesses ◽  
Design Methodology ◽  
Management Practices ◽  
New Ventures ◽  
New Venture ◽  
Content Type ◽  
Depth Interviews ◽  
Practical Implications

Purpose This paper aims to make an attempt to highlight how small businesses and new ventures, which are invariably resource-constrained and cannot match the salaries of their larger counterparts, attract and retain talented employees. The study uses the setting of a new Indian venture called Shaadisaga to demonstrate successful employee development practices for new ventures. Design/methodology/approach Findings are based on in-depth interviews with the team of Shaadisaga. Findings Findings reveal that new ventures – which operate with limited resources and market presence – need to leverage their human resources to their highest potential. The only way to hire and retain good talent is to keep the employees motivated, offer challenging assignments which enhance their learning and skills and make them partners of the growth story of the company. Practical implications Managers and entrepreneurs who are building new ventures need to pay special attention to the development of their employees. Long-term promising careers, challenging assignments, diverse roles and a share in the growth of the company can help organizations retain good talent and get the best out of them. Originality/value Extant research offers insights into how to manage and motivate people in large organizations. However, little is still known about the management practices of new ventures, especially of those operating in the emerging economies. This study tries to highlight the human resource practices of a new venture that has been successfully building a team of motivated employees delivering to the expectations of the organization.

scholarly journals Paid employment amongst adults with learning disabilities receiving social care in England: trends over time and geographical variation

2018 ◽  
Vol 23 (2) ◽  
pp. 117-122 ◽  
Author(s):  
Chris Hatton
Keyword(s):  
Learning Disabilities ◽  
Social Care ◽  
Content Type ◽  
Self Employment ◽  
Paid Employment ◽  
Adults With Learning Disabilities ◽  
Working Age ◽  
Employment Rates ◽  
Over Time

Purpose The purpose of this paper is to examine trends over time and geographical variation in rates of paid employment amongst working age adults with learning disabilities receiving long-term social care in England. Design/methodology/approach Data were drawn from NHS Digital adult social care statistics examining paid/self-employment for working age (18-64 years) adults with learning disabilities known to social care (2008/2009 to 2013/2014) or receiving long-term social care (2014/2015 to 2016/2017). Findings In 2016/2017, councils reported that 5.7 per cent of working age adults (7,422 people) with learning disabilities receiving long-term social care were in paid/self-employment, with higher employment rates for men than women and most people working less than 16 hours per week. Paid employment rates seem to be slightly declining over time, and there is wide variation across councils in reported paid/self-employment rates. Social implications Despite good evidence for the cost effectiveness of supported employment support, employment rates for adults with learning disabilities receiving long-term social care remain extremely low. Originality/value This paper presents in one place statistics concerning the paid employment of working age adults with learning disabilities in England.

When lock-ins impede value co-creation in service

2018 ◽  
Vol 10 (1) ◽  
pp. 2-15 ◽  
Author(s):  
Anette Svingstedt ◽  
Hervé Corvellec
Keyword(s):  
Waste Management ◽  
Waste Prevention ◽  
Structured Interviews ◽  
Short Term ◽  
Content Type ◽  
Prevention Services ◽  
Self Confidence ◽  
The Status ◽  
Practical Implications

Purpose This paper aims to demonstrate the relevance of identifying lock-ins that characterise a service, showing how lock-ins or impediments reinforce the status quo and prevent change. It provides an understanding of the factors hindering the development of value co-creation in this service. Design/methodology/approach The study is based on 19 semi-structured interviews with representatives of the Swedish waste management industry. It focusses on the difficulties that waste management companies encounter when they try to collaborate with their industrial customers to develop waste prevention services. Findings Four lock-ins that impede collaborative ways of working are identified: a business model based on short-term transactions rather than long-term relationships, a low level of self-confidence among waste managers regarding their competence to offer waste prevention services, non-supportive legal and economic institutional factors and existing waste processing infrastructures. Research limitations/implications Based on a case of waste services and to provide a better understanding of the rationale of value co-creation, this paper points to the generic relevance of investigating situations in which value co-creation encounters difficulties. Practical implications The authors identify the fact that lock-ins impeding value co-creation can act as a roadmap for the development of new services. Originality/value By focusing on a case of unsuccessful value co-creation, the paper offers a counterpoint to cases of successful value co-creation.

scholarly journals Interactive Network Branding: demonstrating the importance of firm representatives for small and medium-sized enterprises in emerging markets

2020 ◽  
Vol 35 (7) ◽  
pp. 1179-1189 ◽  
Author(s):  
Nikolina Koporcic
Keyword(s):  
Multinational Firms ◽  
Single Case ◽  
Emerging Market ◽  
Corporate Identity ◽  
Research Approach ◽  
Content Type ◽  
Business Partners ◽  
Interactive Network

Purpose The purpose of this paper is to explore Interactive Network Branding (INB) in an emerging market (EM) context while focusing on the importance of firm representatives for small- and medium-sized enterprises (SMEs). The INB corresponds to the process of interpersonal interaction which results in corporate identity and reputation creation that SMEs ultimately use to influence their network positions. Design/methodology/approach This single case study presents four Croatian SMEs embedded in a business network. A research model of INB serves as an analytical tool for analyzing the phenomenon in its context. The key unit of analysis is an SME represented by its manager(s). Findings Contrary to large multinational firms that have financial capabilities for branding departments and recruitment of brand managers, SMEs in EMs tend to focus more on creating long-term relationships with their fundamental business partners. Through INB and interactions between firm representatives, corporate branding becomes an inherent part of networking. Thus, the study acknowledges the importance of INB, being implemented through firm representatives, as it plays a crucial role in the survival and success of SMEs in the EM context. Research limitations/implications Based on the chosen research approach and the focus on the Croatian EM, the findings might lack generalizability. Hence, further research is necessary to examine the applicability of INB in different empirical contexts. Practical implications This paper provides implications for practitioners coping with networking and branding processes of SMEs that are operating in fast-changing EMs. Originality/value This study provides a deeper understanding of INB while focusing on the importance of firm representatives and their interactions that have an influence on the networking and branding processes of all the parties involved.

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