1,720,972 research outputs found
Reference letters as components of the personal tutor and career services systems: Action research and policy formalisation
No full textArp, Frithjof (2016). Reference letters as components of the personal tutor and career services systems: Action research and policy formalisation. Teaching Development Seminar, Nottingham University Business School, Ningbo, China 21 September 2016. DOI: 10.5281/zenodo.160157This extended abstract is part of the public dissemination and consultation stage in the broader action research project 'Linkage of student services' at the international branch campus of a British university in China
Linkage of student services: Reference letters, career advice and personal tutor systems
No full textArp, Frithjof (2016). Linkage of student services: Reference letters, career advice and personal tutor systems. Accepted for and presented at the 2nd Teaching & Learning Conference, The University of Nottingham, Ningbo, China 2 September 2016. DOI: 10.5281/zenodo.154138This extended abstract of the conference presentation is part of the public dissemination and consultation stage in a broader action research project 'Linkage of student services' at the international branch campus of a British university in China
Knowledge transfer through foreign experts: The role of support for geocentric HRM at different hierarchy levels in the headquarters of Chinese firms
No full textArp, Frithjof & Fu, Pingping (2016). Knowledge transfer through foreign experts: The role of support for geocentric HRM at different hierarchy levels in the headquarters of Chinese firms. Extended abstract of conference paper accepted for and presented at ‘The Global Transformation of Work: Market Integration, China’s Rise and Labor Adaptation’ at Rutgers University, New Brunswick, March 17-18, 2016. DOI: 10.5281/zenodo.4789
Foreign executives in local organisations (FELOs)
No full textForeign executives in local organisations (FELOs) of culturally distant countries are a rare international management phenomenon that differs significantly from expatriate assignments in the subsidiaries of multinational organisations. The phenomenon has not been systematically researched, although media reports and executive search firm publications see it as ‘fairly new, highly visible, and sometimes controversial’ with demand for FELOs in Asia ‘likely to continue’. The purpose of this research is to address the gap in the literature through a systematic investigation of the FELO phenomenon. It adopts a qualitative approach to examine what and when foreign executives contribute to local organisations, why they are appointed, and how cultural distance is bridged. To achieve its purpose, the study analyses data from in-depth semi-structured interviews with foreign executives (n=46) from 13 countries and their local colleagues (n=25) from various cultural backgrounds, in organisations founded and headquartered in Malaysia. Dyadic data is used for the triangulation of findings, while non-dyadic data, socio-biographical data, as well as ‘between’ and ‘within’ group analysis, adds to the richness of the findings and is utilised to establish typologies. The research setting allows the exploration of organisational and individual perspectives across multiple cross-cultural boundaries in a single language common to all participants. Utilising this heterogeneity of perspectives, the study identifies differences between FELOs and other phenomena (such as expatriate assignments), and distinguishes country-specific influences from those that are generalisable to FELO workplaces in other settings. The key findings of the research include that FELOs are initially appointed for temporary roles and their hard skills, and to help open foreign markets, enhance organisational reputation and portray internationalisation. Assumptions about the remuneration of FELOs are a potential source of resentment from host-country nationals, although many FELOs are learning- and experience-driven rather than motivated purely by income. The research further suggests that some FELOs remain in their positions due to their soft skills, progress with the internationalisation of the local organisations for which they work, and because of a unique ‘in/out group’-status that has developed based on their host-country involvement. For many FELOs, this involvement includes engagement in local industry associations, private relationships with host-country nationals, and bridging roles between groups of local colleagues. The originality, theoretical contribution and significance of this research lie in its exploration and analysis of an international cross-cultural workplace phenomenon that has been overlooked by research primarily focused on expatriate assignments. In distinguishing between individual (that is, psychological) and collective (that is, socio-cultural) distance, the study helps to explain how cultural distance can be asymmetric and contingent on direction. It generates new insight on the theoretical constructs of ‘degree of internationalisation’ and the ‘global mindset’ of management teams. The study also holds important practical implications, as it elucidates the career-paths and career-capital of the individuals involved in the FELO phenomenon, and the contribution these individuals make to local organisations through leverage of their unique ‘in/out group’-status.Table of contents released for public access by author
Assessing the Effectiveness of Microcredit for Poverty Alleviation: An Alternative Approach to Avoid Research in a Vacuum
No full textAbstract of refereed paper accepted for the Academy of International Business (AIB) 2016 Conference, 28 June 2016, New Orleans, USA. DOI: 10.5281/zenodo.58171
Rational choice or normative institutionalism? Problematizing UK universities' recruitment processes for globally mobile knowledge workers
No full textAbstract of refereed paper accepted for the European Academy of Management (EURAM) 2017 Conference, 21-24 June 2017, Glasgow, UK. DOI: 10.5281/zenodo.58171
For success in a cross-cultural environment, choose foreign executives wisely
No full textThis article illustrates two of the four types of foreign executives in local organisations found through fieldwork. It should be read in conjunction with:Arp, F. (2013). Typologies: What types of foreign executives are appointed by local organisations and what types of organisations appoint them? German Journal of Human Resource Management / Zeitschrift für Personalforschung (ZfP), 27(3), 167-194, DOI:10.1177/239700221302700302International audienceThe increasing globalization of the world economy challenges multinational as well as small and medium‐sized local organizations to attract and retain global talent. Academic researchers have lately turned their attention from organizational expatriate assignments to various new types of global careers, including self‐initiated expatriation in geographically and culturally distant countries. Among these new global careers, foreign executives in local organizations (FELOs) are a very specific phenomenon. Highly visible and often controversial, FELOs are appointed to help organizations compete with—and even leapfrog–international competitors. Research shows that a dichotomy exists between the initial reason for an FELO appointment and the reasons that actually make a cross‐cultural workplace successful in the long term. Local organizations that appoint foreign executives without regard for contextual influences, people management skills, and capacity development do so at their peril
Typologies: what types of foreign executives are appointed by local organisations and what types of organisations appoint them?
Full text linkCurrent issues in international human resource management include global careers that differ from traditional expatriate assignments. A number of foreign executives have in recent years been appointed to positions in the headquarter operations of culturally distant organisations. These appointments of foreign executives in local organisations (FELOs) can be viewed as a specific form of self-initiated expatriation (SIE), with several distinct types of FELOs found in fieldwork studies. This article offers typologies of the individuals and organisations involved in the FELO phenomenon. These typologies elucidate that FELO appointments do not necessarily indicate a geocentric hiring approach, and assist in identifying which FELO workplaces produce successful outcomes as well as those which are likely to fail. The applicability to other country contexts, implications for theory on diversity in management teams, and key criteria for FELO hiring practices are discussed
Does microfinance really alleviate poverty? The 34-billion-dollar question
No full textArticle on the problems for research into microfinance for poverty alleviation. Advocates a sceptic approach and describes the methods used for studies recently published in a journal article for UNCTAD. "The Conversation" is an independent source of news and knowledge, sourced from the academic and research community and delivered for use by the wider public.Global Perspectives. The Conversation https://theconversation.com/does-microfinance-really-alleviate-poverty-the-34-billion-dollar-question-8747
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