376 research outputs found
Workforce diversity policy.
No full textResumen del capítulo: Este capítulo explora las políticas de diversidad laboral internacional dentro de las corporaciones multinacionales estadounidenses (MNC). Argumenta que la diversidad es un tema clave en la transferencia de políticas de recursos humanos entre países, ya que tiene sus raíces en características distintivas del entorno empresarial estadounidense (demográficas, sociopolíticas y legales). Estas particularidades han dado lugar a una agenda de diversidad centrada en la "igualdad de oportunidades" y en la "justificación empresarial". El capítulo examina cómo estas políticas de diversidad viajan a sistemas jurídicos y patrones demográficos distintos en los países anfitriones, lo que puede complicar su aplicación. También se analiza cómo la diversidad, tal y como ha emergido en las corporaciones estadounidenses, refleja una agenda política propia de EE. UU., y se contrasta con datos comparativos de los países anfitriones. Finalmente, se estudia la prevalencia de políticas de diversidad internacional en diferentes empresas y cómo se implementan en las subsidiarias, explorando los factores que subyacen a la variabilidad en la adopción de estas políticas.Abstract: This chapter explores international workforce diversity policies within American multinational corporations (MNCs). Diversity is considered a key issue in HR policy transfer across countries, rooted in distinctive features of the US business environment, including demographic, socio-political, and legal factors. These have led to the development of diversity agendas centred around 'equal employment opportunity' and the 'business case' for diversity. The chapter examines how these US diversity policies are applied in host countries with different demographic patterns and legal traditions, potentially complicating their implementation. It further investigates how diversity, as it has emerged in US corporations, reflects a specifically American policy agenda, and contrasts this with comparative data from host countries. The chapter also analyses the prevalence of international diversity policies across different companies and how they are implemented in subsidiaries, focusing on the process of assimilation, adaptation, or resistance by actors in host countries. Lastly, it explores the factors driving variation in the propagation and implementation of diversity policies across companies and nations.Depto. de Organización de EmpresasFac. de Comercio y TurismoTRUEpu
Anthony Ferner, Richard Hyman (Dirs.), Industrial Relations in the New Europe, Oxford, Blackwell, (Business), 1992
No full textAnsari Françoise, Deshayes Élisabeth, Dupon-Lahitte Bernadette, Grolière Catherine. Anthony Ferner, Richard Hyman (Dirs.), Industrial Relations in the New Europe, Oxford, Blackwell, (Business), 1992. In: Formation Emploi. N.45, 1994. p. 62
Global games and general claims: locating the contribution of Kristensen and Zeitlin.
No full textThis is a pre-copy-editing, author-produced PDF of an article accepted for publication in Socio-Economic Review following peer review. The definitive publisher-authenticated version Ferner, A.M. (2008) Global games and general claims: locating the contribution of Kristensen and Zeitlin. Socio-Economic Review, 6 (2) pp. 379-384. is available online at: http://dx.doi.org/doi:10.1093/ser/mwn00
Multinational companies and the diffusion of employment practices from outside the country of origin explaining variation across firms
No full textThis paper analyses the issue of variation between multinational companies in the extent to which they use their foreign operating units as the origin of employment practices that are subsequently transferred across the firm.
It uses data from a nationally representative survey of MNCs in the UK and contrasts the relative influences of three sets of factors on diffusion.
The results demonstrate that while the nationality of the parent firm and the way in which the multinational is configured have only modest effects on diffusion, the organisational conduits through which the diffusion of practices can occur are central to explaining variation between firms
Transforming social policy in Europe? The EC's parental leave directive and misfit in the 15 member states
No full textThis paper presents first results from a collaborative research project which analyzes the national transposition, enforcement and application of six European labor law Directives in all 15 member states. Looking at the case of the EC's parental leave Directive (1996), it draws conclusions about the domestic impact of European social policy standards. It will interest practitioners as much as labor law experts that, in fact, adaptational pressure was created in all 15 member states. Although the overall economic impact of the Directive in terms of costs was rather modest, every single country had to change its rules. While misfit was rather small in Finland, France, Germany, Portugal, Spain and Sweden, the other member states were confronted with significant adaptation pressure. Political theorists may be surprised that our results cast doubts on the theoretical usefulness of focusing too much on matches or mismatches between European policies and domestic structures. We show that a very low degree of misfit may sometimes even be a problem rather than a condition for success and that the existence of considerable adaptational pressure may under certain conditions even be conducive to smooth implementation. In addition, several member states not only eliminated the misfit created by the Directive, but raised their domestic standards above the European minimum requirements. -- Dieses Papier stellt erste Ergebnisse eines Projektverbundes vor, der die rechtliche Umsetzung, administrative Durchführung und praktische Anwendung von sechs arbeitsrechtlichen EG-Richtlinien in allen 15 Mitgliedstaaten untersucht. Anhand der Richtlinie zum Elternurlaub (1996) werden hier die Auswirkungen europäischer Sozialstandards auf der nationalen Ebene behandelt. Für Praktiker und Arbeitsrechtsexperten gleichermaßen interessant dürfte unser Befund sein, dass die Richtlinie tatsächlich in allen Mitgliedstaaten Anpassungen nötig machte. Obwohl die von der Richtlinie verursachten Kosten insgesamt eher gering waren, musste doch jedes Land seine Regulierungen ändern. Während die erforderlichen Reformen in Deutschland, Finnland, Frankreich, Portugal, Spanien und Schweden von eher begrenzter Tragweite waren, sahen sich die übrigen Mitgliedstaaten mit beträchtlichem Anpassungsbedarf konfrontiert. Theoretisch Interessierte werden feststellen, dass unsere Ergebnisse Zweifel daran erwecken, ob die im Rahmen der Prognose des Anpassungserfolges bislang gängige Orientierung an der Größe des verursachten Anpassungsbedarfes wirklich sinnvoll ist. Wir zeigen, dass sehr kleiner misfit manchmal die erfolgreiche Anpassung sogar behindern kann, und dass hoher Anpassungsbedarf unter bestimmten Bedingungen größeren Erfolg verspricht. Darüber hinaus haben mehrere Mitgliedstaaten im Zuge der Implementation nicht nur die notwendigen Anpassungen vorgenommen, sondern ihre nationalen Standards über das von der Richtlinie geforderte Maß hinaus verändert.
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