Dynamic global careers: a new conceptualization of expatriate career paths

2017 ◽  
Vol 46 (2) ◽  
pp. 205-221 ◽  
Author(s):  
Yvonne McNulty ◽  
Charles M. Vance
Keyword(s):  
Career Paths ◽  
Multinational Enterprises ◽  
Design Methodology ◽  
Career Progression ◽  
Career Orientation ◽  
Work Experiences ◽  
Content Type ◽  
International Labor ◽  
Practical Implications ◽  
The Continuum

Purpose Most studies of expatriates have explored global careers as unfolding within assigned or self-initiated expatriation contexts in a predominantly linear fashion. The purpose of this paper is to conceptualize that expatriates’ career progression is facilitated by frequent moves between domains, with an increasing overlap among assigned-expatriate (AE) and self-initiated expatriate (SIE) contexts. Design/methodology/approach Underpinned by findings from extant literature, the authors review and integrate studies of expatriation and careers to conceptualize an AE-SIE career continuum. Findings The authors debunk the idea that AEs and SIEs are a type of expatriate per se, but instead is indicative only of their career orientation in terms of where they choose to sit on the AE-SIE career continuum at any point in time. Specifically, individuals pursuing global careers in international labor markets include up to eight types of expatriate who retain varying degrees of AE vs SIE characteristics dependent on the point they choose along the continuum. Practical implications The tension that dynamic global careers cause for multinational enterprises (MNEs) is not necessarily “bad”, and that by accepting and accommodating changes in career orientation MNEs will be able to make clearer and more consistent global staffing decisions. Originality/value The authors provide a new, improved conceptualization of linear and non-linear global careers and of the challenges global career actors face throughout their career development both at home and abroad. They further show that while career orientation explains why expatriates engage in various types of international work experiences, their typology adds explication of the various types of expatriate who pursue global careers.

Gender in management: differences in male and female evaluations in leadership

2018 ◽  
Vol 32 (6) ◽  
pp. 22-24
Author(s):  
Kelly Dutton
Keyword(s):  
Gender Bias ◽  
Design Methodology ◽  
Reading Time ◽  
Career Progression ◽  
Performance Ratings ◽  
Male And Female ◽  
Content Type ◽  
Gender Perception ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Gender equality is increasing; however, in the higher management levels of organizations, there persists a bias toward male management. Investigating how bosses and peers rated managers showed that males provide lower job evaluations than females, regardless of sex, but at the same time, male peers provided higher ratings toward their own gender. Bosses were indifferent to gender in their ratings. Affecting the evaluation could be factors of social homophily and interpersonal familiarity. Lower performance ratings and a gender bias could hold back female career progression and create an overall atmosphere of gender perception within the workplace. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Minding the pennies – at home and abroad

2018 ◽  
Vol 34 (1) ◽  
pp. 34-36
Keyword(s):  
Case Studies ◽  
Multinational Enterprises ◽  
Design Methodology ◽  
Reading Time ◽  
Local Culture ◽  
Foreign Subsidiaries ◽  
Content Type ◽  
Head Office ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Discussions around multinational enterprises (MNEs) and how they run their foreign subsidiaries often relate to either the direction of traffic when it comes to autonomy and power or culture. For the latter, the textbooks are stuffed with case studies and examples of how things went mainly wrong when an MNE ventured into a certain market when it came to managing the local culture, with debates around globalization, localization, or (the horribly named) glocalization strategies and which one is best in any given circumstance. This is of course relevant and important, but often the meat of the story lies in the former category and the ensuing power struggles between head office and foreign hub. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Followership behaviors and barriers to wealth creation

2015 ◽  
Vol 34 (3) ◽  
pp. 270-285 ◽  
Author(s):  
Linda A. Hayes ◽  
Cam Caldwell ◽  
Bryan Licona ◽  
Thomas E. Meyer
Keyword(s):  
Design Methodology ◽  
Theoretical Background ◽  
Future Research ◽  
Management Research ◽  
Wealth Creation ◽  
Short Term ◽  
Content Type ◽  
Leaders And Followers ◽  
Practical Implications ◽  
The Continuum

Purpose – The purpose of this paper is to further research in the leader-follower relationship by focussing on followership. Given the need to increase organizational collaboration and cooperation, this research identifies the nature of follower buy-in behaviors and characteristics and develops a continuum of increasing follower compliance to stewardship with the organization. Design/methodology/approach – This research integrates the insights of highly regarded researchers into a continuum of follower compliance to stewardship and proposes 12 propositions of leaders and followers that address the importance of creating an environment for improved collaboration and cooperation which ultimately leads to increased organizational competitiveness and profitability. Findings – A continuum of increasing follower buy-in is proposed with the first four zones drawn from past literature (indifference, acceptance, trust, and commitment) and a fifth zone, follower stewardship, being introduced in the paper. The authors argue that understanding and fostering follower behaviors along the continuum improves organizational effectiveness. Research limitations/implications – This research offers a framework of follower behaviors and characteristics and proposes 12 hypotheses of leaders and followers to improve competitiveness and profitability that can be tested in future research. Practical implications – This paper provides valuable insights to scholars and practitioners by creating a framework of follower buy-in behaviors and characteristics that will allow leaders to increase the effectiveness of organizational culture, practices, and procedures. The research proposes 12 hypotheses of leaders and followers that can be tested for improving organizational competitiveness and profitability. Social implications – The paper identifies barriers to creating followership including under-investing in human capital, treating followers as means rather than as ends, thinking short-term, breaking commitments, and so on. Originality/value – The research develops a solid theoretical background for categorizing and measuring follower buy-in to organizations and introduces follower stewardship to management research.

How emerging markets firms will become global leaders

2016 ◽  
Vol 11 (3) ◽  
pp. 274-287 ◽  
Author(s):  
Robert Grosse
Keyword(s):  
Emerging Markets ◽  
Multinational Enterprises ◽  
Design Methodology ◽  
Value Added ◽  
Policy Implications ◽  
Single Model ◽  
Content Type ◽  
Success Stories ◽  
Practical Implications ◽  
Insight Into

Purpose – Over time the countries characterized as “emerging” change, and some of the companies from these countries become world leaders even as many of those from traditional economic powers fade. There is nothing guaranteed about success of companies from emerging markets (EMs), other than the fact that some of the firms that do survive will be among the success stories of the future. The purpose of this paper is to explore two questions: what enables companies from EMs to compete with existing firms? Is there a conceptual structure that is best for analyzing these firms and their strategies? Design/methodology/approach – This paper discusses the strengths of EM multinational enterprises (MNEs) from the perspective of Dunning’s eclectic view, and gives four detailed examples of companies from this perspective. Findings – It is suggested that while the eclectic view offers excellent insight into EM MNEs, an analysis of their strategies and policy implications requires further perspective such as through the global value-added chain. Research limitations/implications – No single model will capture all of the important features of EM MNEs, but Dunning’s view and the global value-added chain are good tools. Practical implications – Hopefully, both research analysts and company managers will be able to utilize the view presented here to better manage/understand EM MNEs. Originality/value – This view demonstrates a mechanism for exploring key elements of EM MNEs and by moving to the global value-added chain additional, original perspective is gained.

Anti-globalization implications for NME performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Case Studies ◽  
Multinational Enterprises ◽  
Design Methodology ◽  
Reading Time ◽  
Business Environment ◽  
Content Type ◽  
Social Legitimacy ◽  
Nonmarket Strategies ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Increase in populism is fueling anti-globalization sentiments and negatively impacting on the investment, expansion and location plans of many multinational enterprises. By focusing on social legitimacy, resilience and institutional arbitrage, such organizations can develop appropriate nonmarket strategies to help alleviate risk and better adapt to the changing business environment. Originality/value The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Bridging the industry-education skills gap for human resource development

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nana Arthur-Mensah
Keyword(s):  
Human Resource Development ◽  
Student Motivation ◽  
Design Methodology ◽  
Positive Impact ◽  
Document Analysis ◽  
Career Progression ◽  
Skills Gap ◽  
Content Type ◽  
Adult Participants ◽  
Practical Implications

Purpose The purpose of the study was to describe one advanced engineering company's efforts to build a channel of skilled workforce by developing an apprenticeship program with high schools. Design/methodology/approach This was a longitudinal study, in which Interview, observation and document analysis provided the data. Findings The essential conditions identified for this scheme were employer commitment, the employer realizing they needed to be an industry champion, employer flexibility to enable career progression and hence promote student motivation. The program had a positive impact on the organization’s culture and workforce morale. Research limitations/implications The research provided evidence of the essential conditions for such schemes to be successful. The author acknowledged that the company may have incurred hidden costs which could impact on such schemes in the future. Practical implications The lessons from this research will benefit other employers seeking to establish such schemes successfully. Originality/value Most other studies have focused on apprenticeship schemes for adult participants; hence, this study has originality and value.

A comparison of intra- and inter-organizational global careers

2014 ◽  
Vol 2 (2) ◽  
pp. 183-202 ◽  
Author(s):  
Malin H. Näsholm
Keyword(s):  
Career Paths ◽  
Design Methodology ◽  
Narrative Approach ◽  
Subjective Experiences ◽  
Content Type ◽  
Talent Pool ◽  
The Family ◽  
Similarities And Differences ◽  
Practical Implications

Purpose – Although research has shown differences between self-initiated experiences and expatriation, this differentiation has rarely been made when it comes to more long-term global careers. The purpose of this paper is to identify similarities and differences between repeat expatriates and international itinerants in their career paths, subjective experiences, and narratives of how they relate to their context. Design/methodology/approach – A narrative approach was used and interviews were conducted with ten repeat expatriates and ten international itinerants. The career paths of the 20 Swedish global careerists and how they narrate their careers are analyzed, and the two types of global careerists are compared. Findings – Results show that the repeat expatriates and international itinerants differ in their subjective experiences of global careers, and how they narrate them. Three broad domains are identified that integrate a range of issues that are important for global careerists. These domains are the organization and career domain, the country and culture domain, and the family, communities, and networks domain. The repeat expatriates and international itinerants differ in how they relate to these and what is important to them. Practical implications – The differences found have implications for organizations in terms of recruitment, management, and retention of a global talent pool. Originality/value – This research contributes to the understanding of subjective experiences of global careers and integrates a range of aspects in the context of global careerists that are important to them. Moreover, it contributes to the understanding of global careers by differentiating between those with intra- and inter-organizational global careers.

scholarly journals Cybersecurity advocates: discovering the characteristics and skills of an emergent role

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Julie M. Haney ◽  
Wayne G. Lutters
Keyword(s):  
Best Practices ◽  
Customer Service ◽  
Design Methodology ◽  
Interpersonal Skills ◽  
Career Progression ◽  
Service Orientation ◽  
Content Type ◽  
Depth Interviews ◽  
Practical Implications

Purpose Cybersecurity advocates safeguard their organizations by promoting security best practices. This paper aims to describe the skills and characteristics of successful advocates. Design/methodology/approach This study involved 28 in-depth interviews of cybersecurity advocates. Findings Effective advocates possess not only technical acumen but also interpersonal skills, communication skills context awareness and a customer service orientation. Practical implications Non-technical skills are deemphasized in cybersecurity training, limiting career progression into the cybersecurity advocate role for existing security professionals and those from other disciplines. This paper suggests improvements for professional development that encourage greater security workforce diversity. Originality/value To the best of the authors’ knowledge, this study is the first to define and enumerate competencies for the role of cybersecurity advocate.

Experimentalist systems in manufacturing multinationals

2018 ◽  
Vol 14 (4) ◽  
pp. 362-382 ◽  
Author(s):  
Gary B. Herrigel
Keyword(s):  
Multinational Enterprises ◽  
Design Methodology ◽  
Action Theory ◽  
Stakeholder Involvement ◽  
Content Type ◽  
Qualitative Case Studies ◽  
Institutional Rules ◽  
Effective Operation ◽  
Governance Processes ◽  
Practical Implications

Purpose The purpose of this paper is to apply experimentalist framework to understand self-optimizing efforts within German manufacturing multinationals. Benefits and characteristic obstacles to diffusion are discussed. Mechanisms for combatting obstacles are outlined. Design/methodology/approach Qualitative case studies, interview-based research, processual and reflexive action theory are applied to the governance of manufacturing-based multinational enterprises. Findings Uncertainty is an ineradicable element in multinational companies (MNC) FDI operations. Self-optimizing systems, many with an experimentalist character, are a pervasive form of response to this uncertainty. Obstacles to the diffusion and effective operation of self-optimization are chronic and, indeed, endogenously generated. But as a result, so are superordinate efforts to undercut the continuous emergence of obstacles. MNC development is, thus, characterized by continuous self-recomposition. Research limitations/implications Implication is that managers and management theorists should focus as much on the management of dynamic process and learning that results in the recomposition of institutional rules as they do on the constraining and enabling effects of those rules. Practical implications Superordinate mechanisms for the disruption of incipient insulation and exclusion are crucial for the implementation of successful experimentalist (learning) systems. Social implications Transparency, stakeholder involvement in MNC governance processes has positive implications for learning, innovation and competitiveness. Originality/value This paper presents the application of experimentalist learning theory to MNC global governance.

Learning on the move

2018 ◽  
Vol 25 (2) ◽  
pp. 113-122
Author(s):  
Anne Janand ◽  
Amélie Notais
Keyword(s):  
Human Resource ◽  
Career Paths ◽  
Design Methodology ◽  
Qualitative Methodology ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Internal Mobility ◽  
New Perspective ◽  
Practical Implications

Purpose This paper aims to explore the types of learning engendered by internal mobility (IM) by referring to the principles elaborated by Bateson (1972). Design/methodology/approach A qualitative methodology is followed with interviews among 50 professionals working at four large French firms. Findings A system of classification for IM is proposed, namely, replication, adaptation, innovation and revolution. Practical implications The identification of these categories invites human resource managers to reconsider the traditional career paths. Originality/value This paper brings a new perspective on the possible link between learning and IM and questions what employees really learn thanks to their moves.

Sign in / Sign up

Export Citation Format

Share Document