Promoting Leadership Development and Talent Management in Modern Organizations

This chapter aims to promote leadership development and talent management in modern organizations, thus describing the theoretical and practical overviews of leadership, leadership development, and talent management; the importance of leadership development in modern organizations; and the importance of talent management in modern organizations. Promoting leadership development and talent management is required for modern organizations that seek to serve suppliers and customers, improve business performance, reinforce competitiveness, and gain continuous effectiveness in the digital age. Therefore, it is necessary to promote their leadership development and talent management, establish a strategic plan to regularly check their practical advancements, and immediately respond to leadership development and talent management needs of executives and employees in modern organizations. Promoting leadership development and talent management in modern organizations has the potential to enhance organizational performance and reach strategic goals in the era of globalization.

Indigenous Management and Bottom of Pyramid Countries

Recent research on indigenous management has created the potential for more diverse, and innovative international business research (Holtbrugge, Narayanan and Wang, 2011). In this conceptual chapter, I extend the existing literature on indigenous management, with an integration into, bottom of pyramid country research such as India (Prahalad and Hart, 2004; London and Hart, 2004; Berger, 2014). In the 21st century, eighty percent of the world's population is still considered developing, i.e. having a per capita income of less than U.S. $1,000 dollars per year. Most of these are emerging. This chapter focuses on the importance of national institutions and their potential lessons for, bottom of pyramid countries. I argue that national institutions play a key role in indigenous management research, through their positive impact on the, development of bottom of pyramid countries.

Examining Corporate Social Responsibility and Employee Engagement in Macao

Previous research suggested that Corporate Social Responsibility (CSR) is positively related to organization's attractiveness to potential employees. This chapter tries to explore the effectiveness of CSR dimensions on employee engagement and the mediating factors that lay between the two constructs. It is proposed that CSR has a direct impact on employee engagement, and that perceived organizational support (POS) and Chinese values mediate this relationship, so CSR may also contribute indirectly to employee engagement. Data were collected from 314 employees in the tourism sector in Macao. Results support the hypotheses, as the relationship between CSR and employee engagement is fully mediated by POS and Chinese Values. Implications to theory and practice, with limitations and future research are presented.

Can Consolidated Supervision Deter Shadow Banking?

This chapter analyzes the business of shadow banking practiced by non banking financial companies that are subsidiaries of bank-groups or conglomerates across the continents. The central banks want to stop shadow banking because it has hidden regulatory arbitrage in it that can create distortions and additional risks to the financial systems. Three countries - one each from Belgium in Europe, Canada in North America and China in Asia in addition to USA and UK along with India are taken as cases in this chapter. This chapter inquires into whether consolidated supervision can work as a way out of the problem of shadow banking.

Grooming Market in India

‘Grooming' is a multi-billion dollar industry. Numerous brands participate in grooming market. Grooming is transformative. These products derive their significance from their psycho-socio-cultural roles. Grooming was found to be a three dimensional phenomena both for men and women. In case of men these dimensions were physical, psychological, and behavioral. And for women group, the other two dimensions remained same but behavioral dimension was replaced by beauty. It is these dimensions which give rise to consumption constellation and demarcate what product categories are relevant in the perusal of goal of grooming. Well groomed people are rare and uncommon. It is this rarity which renders a groomed state as aspirational and desirable. Being well groomed is advantageous for two reasons: it eases negotiation of social turf and psychologically it transforms identity into confident and energetic self. It is through these psycho-social processes, being well groomed gives an advantage over others in securing success.

Culture in the PRC

As the second largest economy in the world and one of the BRIC countries, China has been a major inward FDI receiver and competing ground for MNEs. Entry mode strategy has become a critical factor to the success of MNEs in China. Common among different approaches is sensitivity to the cultural nuances of Chinese society and, in particular, to the norms of government actors at the Central, Provincial and Local government levels. The role of culture in inward FDI presents unique challenges and opportunities to MNC's in establishing a presence in one of the world's largest market. Entry strategies are discussed as well as the role that culture played in specific MNC's entries. The recent anti-corruption campaign in China has brought much attention from the outside world. Its impact on MNEs business model in China was discussed in this study. Implications for HR practitioners and managers are reviewed as well.

Youth Entrepreneurship in India

Governments and local communities globally have recognized that key to building prosperity and stimulating regional growth is fostering entrepreneurship - mainly youth entrepreneurship. India is no exception, with so many educated yet unemployed youth; continuous policies are being drawn and attempts made for promoting youth entrepreneurship. Unemployment for educated youth has become particularly acute since the education explosion in early 2000's. Though the promotion of entrepreneurship as a possible source of job creation, empowerment and resources dynamism has attracted increasing policy and scholarly attention, yet there is no systematic attempt to look at it from a youth angle. This has resulted in lack of an adequate understanding of the potential benefits of youth entrepreneurship (YE). Through grounded research and in-depth analysis, the aim of this chapter is to stimulate policy debate, portray the outlook and understand the obstacle for youth entrepreneurship in India. Attempt is also made to suggest strategies that can be initiated for enhancing youth entrepreneurship.

What Matters Most

This chapter aims to identify the level of importance of the performance attributes of architects in the project delivery process by using self-evaluation. Good performance is the only insurance that can help construction professionals, such as architects, to survive in the industry. Performance problems during the design process that are experienced by these professionals are the reasons for the drawbacks and deficiencies in construction. The present study proposes 37 performance attributes. The results revealed that understanding the client's objectives is the performance attribute with the highest relative importance index value. The present study recommends for future research on improving the performance assessment in design practice and providing behavior-based feedback to increase feedback accuracy for measuring the performance of architects in the design delivery process needed by the employers in the construction industry.

Internationalization of Chinese Pharmaceutical Firms-Strategies and Drivers

Investigating how pharmaceutical firms from emerging economies internationalize themselves to meet the knowledge- and investment-intensive challenges of pharmaceutical industry has become an inviting topic for both academia and industry. This paper explores the internationalization strategies and driving factors of Chinese pharmaceutical firms. Through applying text analytics, four internationalization patterns of Chinese pharmaceutical firms are identified, namely, (1) market seeking by the state-owned; (2) opportunity exploring by the emerging-private; (3) culture penetration by TCM firms; and (4) global integration by CROs. It shows that the internationalization of Chinese pharmaceutical firms is driven by three key factors: firm ownership, business scope and value chain positioning. This study attempts not only to provide empirical evidence of internationalization of Chinese pharmaceutical firms, but also to contribute to the field of study on corporate internationalization in the complex-system sector.

Influence of Retention Policies on Employee Efficiency and Organization Productivity

In the continuously developing economy, organizations should be able to anticipate the technological innovations and compete with other organizations worldwide. This need makes an organization's ability to evolve through its employees' learning and continuous development. In this context employee retention has become a most critical issue for all the organizations as a result of the shortage of skilled labor, economic growth and employee turnover. Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time. The employees are the real assets of any organization, so the management should exert some effort to determine the non-monetary interests and preferences of its key employees, and then attempt to meet these preferences in action. This study is an attempt to identify the various retention policies practiced in different public and private organisations, and evaluate the effectiveness of these policies on employees' efficiency and its influence on the overall productivity of an organisation.