This paper is an eye‐witness account of how training and management development policies are put into practice in Chinese state‐owned enterprises. Observations are made on how…
Abstract
This paper is an eye‐witness account of how training and management development policies are put into practice in Chinese state‐owned enterprises. Observations are made on how training is perceived and implemented in an era of fast socio‐economic change. The contribution that western countries could make and the obstacles that could be met, as a result, are also discussed. Thus, it is argued that there is an emergent urge for the development of adequate training programmes that could meet an increased need for skilful and efficient managers who would be able to cope with the reforms. However, the characteristics of the Chinese approach to training and management development could make it difficult to transfer management skills and knowledge that are wanted from the West. Evidence for these observations is drawn from the author's involvement in a major United Nations Development Programme (UNDP) for the design and teaching of management strategy and human resource management courses to cohorts of managers from selected Chinese foreign trade corporations.
André de Waal and Miriam Frijns
This paper aims to investigate whether the United Arab Emirates (UAE) business context as described in the literature still matches with the UAE business context in practice. In…
Abstract
Purpose
This paper aims to investigate whether the United Arab Emirates (UAE) business context as described in the literature still matches with the UAE business context in practice. In many managerial publications, and even in quite a few academic ones, warnings are given about the different and difficult business environment which exists in Arab countries. This environment is allegedly characterized by a high religious influence, a definitive centralization of power, a strong family and tribal culture and a strong role of wasta, which makes doing business in the Middle East arduous. However, the context of the UAE is not typical Arab, as it is very much multicultural with many expatriates working in both local and foreign companies.
Design/methodology/approach
The theoretical aspects of the UAE business context were derived from a literature study. The aspects of the UAE business context in practice were collected during interviews with 36 Emirati and Western and Eastern expat managers working in the UAE. Subsequently, the theoretical aspects were matched with the practical aspects.
Findings
The matching shows that the typical Arab business setting is still there but that it exists next to the international business setting.
Research limitations/implications
Because of the coexisting cultural business settings, more nuance is needed in describing the typical Arab elements of the UAE business context, to fully understand the way of operating in the UAE.
Originality/value
As during this study a cross section of nationalities working in the UAE, including Emirati, was interviewed, it gives an unique insight into the current state of affairs in the UAE.
Details
Keywords
Eugenie A. Samier and Waheed Hammad
The purpose of this chapter is to shed light on humanistic knowledge traditions and highlight their value in informing educational administration and leadership curricula designed…
Abstract
The purpose of this chapter is to shed light on humanistic knowledge traditions and highlight their value in informing educational administration and leadership curricula designed for graduate students. We argue that, despite their distinctive features, humanist traditions such as the Confucian, Buddhist, Islamic and European share many core values and practices that should be incorporated into the educational administration and leadership curricula. However, these traditions tend to be overlooked or marginalised by curriculum designers. We argue that incorporating these traditions into educational administration and leadership curricula can contribute to greater internationalisation and achieve a greater diversity. The chapter starts with an exploration of the origins, nature and definitions of humanism. The following parts discuss Confucian, Buddhist, Islamic and European humanist traditions and examine how they can contribute to shaping educational administration and leadership curricula.
Details
Keywords
Kamel Mellahi and Pawan S. Budhwar
The purpose of this paper is to introduce this special issue on Islam and human resource management (HRM).
Abstract
Purpose
The purpose of this paper is to introduce this special issue on Islam and human resource management (HRM).
Design/methodology/approach
The paper introduces the papers in this special issue, which further current understanding of the association between Islam and HRM, and HRM practices in Islamic countries. The papers debate whether it makes sense to talk about an Islamic HRM, and try to identify the key features of an Islamic HRM model that is substantially distinctive from existing normative models of HRM.
Findings
The papers examine the impact of Islamic values on HRM practices and organisational outcomes, but more research is needed to gain a deeper understanding of the role Islam plays at the work place, and specifically how Islamic ideals, culture, values and norms are used in practice and implications thereof on workplace environment and overall organisational performance.
Originality/value
The paper introduces the concept of Islam and human resource management.
Details
Keywords
The purpose of this paper is to look into the relationship between attribution and requirements of Islamic leadership.
Abstract
Purpose
The purpose of this paper is to look into the relationship between attribution and requirements of Islamic leadership.
Design/methodology/approach
This paper describes concepts of attribution and requirements of leadership and links them to related Islamic concepts.
Findings
A correlation is found to exist between attribution and requirements of “conventional” and Islamic leadership.
Research limitations/implications
Being a practical endeavor, attribution and requirements of “conventional” leadership converge with Islamic leadership.
Practical implications
It is hoped that leaders and managers would not hesitate to apply Islamic leadership style.
Originality/value
This paper will add to the literature on Islamic leadership, especially for Indonesia.
Details
Keywords
Mohammed Ishaq and Asifa Maaria Hussain
Focusing on some of the key strands of equality and diversity (E&D), the purpose of this paper is to highlight the progress made by armed forces in implementing the E&D agenda…
Abstract
Purpose
Focusing on some of the key strands of equality and diversity (E&D), the purpose of this paper is to highlight the progress made by armed forces in implementing the E&D agenda, with specific focus on Anglophone countries and their allies. The research also looks at the obstacles encountered by managers and policymakers in attempting to establish effective diversity management in a traditionally highly conservative public sector institution.
Design/methodology/approach
Using an approach known as secondary analysis, there is an in-depth review of a wide range of data sources.
Findings
The analysis reveals that E&D issues in armed forces have been under researched and there is also unbalanced coverage and reporting of E&D across nations. There is also evidence of greater progress on diversity management in the armed forces of some countries but a distinct lack of progress in others. A combination of political, legal, economic and social influences are impinging on the culture of militaries. Whilst in the long-term these pressures are likely to result in armed forces becoming more reflective of developments in wider society, the road to achieving this is still fraught with uncertainty.
Originality/value
To increase the understanding of diversity management in public institutions characterised by an mono culture and traditionally associated with resistance to change, and establish the extent to which the legal, social justice and business cases for promoting E&D are wholly applicable to the armed forces.
Details
Keywords
Classical assumptions of agency theory (AT) fall short of providing satisfactory answers to modern management and organizational knowledge (MOK) problems, and there is a need for…
Abstract
Purpose
Classical assumptions of agency theory (AT) fall short of providing satisfactory answers to modern management and organizational knowledge (MOK) problems, and there is a need for extending the scope of the field. This article aims to compare modern AT assumptions with the agency perspective of Islamic historical political treatises (namely, siyasetnamas) and point out how AT can be furthered.
Design/methodology/approach
This article applies content analysis method to find out agency perspectives in Islamic political treatises and then compare them with those of the basic AT assumptions to find out similarities and differences between them in explaining agency problems.
Findings
The agency perspective in siyasetnamas are based on the following assumptions which could contribute to the development of AT with their emphasis on (1) responsibilities beyond contracts, (2) entrustment rather than ownership, (3) shared societal responsibility rather than conflicting individual interests, (4) importance of self-control for both principals and agents and (5) trust discourse which emphasizes inner virtues rather than control discourse.
Originality/value
Agency perspectives cannot be considered independent of cultural imprints. By introducing siyasetnamas' agency perspective, this article makes an effort to suggest implications for how to further modern MOK based overwhelmingly on individualistic cultural assumptions to rediscuss agency problems from the viewpoint of specifically the emerging markets in which collectivist culture plays an important role in social and economic life. In this respect, siyasetnamas' agency perspective based on the notion of entrustment seems, arguably, to be a better fit to the contextual realities and managerial practices of emerging markets.
Details
Keywords
Achmad Sani and Vivin Maharani Ekowati
This study aims to determine the direct and indirect effects of Islamic spirituality on organizational citizenship behavior (OCB) Islamic perspective (OCBIP), identifying the role…
Abstract
Purpose
This study aims to determine the direct and indirect effects of Islamic spirituality on organizational citizenship behavior (OCB) Islamic perspective (OCBIP), identifying the role of spiritual and marketing strategy at work and organizational commitment to mediate the effect of Islamic spirituality on OCBIP.
Design/methodology/approach
The research population is all employees of Sidoarjo BRI Syari'ah Branch Office. Total sample involves 130 fulltime employees. Proportional random sampling technique is a selected technique. Data is collected directly from respondents. The analysis used in this study uses Partial Least Square.
Findings
The research results show that Islamic spirituality has no direct effect on OCBIP. Spiritual at work mediates the effect of Islamic spirituality on OCBIP; organizational commitment mediates the effect of Islamic spirituality on OCBIP.
Originality/value
The OCBIP variable is used as the originality in this study. Another finding in this research is the marketing strategy of sharia-based companies. There has not been a comprehensive examination of the influence of Islamic spirituality and marketing strategies on OCB with spirituality at work and organizational commitment as a mediating variable. This Islamic perspective is very important considering the majority of Indonesian citizens are Muslims.
Details
Keywords
Kayhan Tajeddini, Taylan Budur, Thilini Chathurika Gamage, Ahmet Demir, Halil Zaim and Ramazan Topal
This paper investigates the effect of diversity management on employees' innovative work behavior (IWB) through human resource management (HRM) and affective commitment (AC).
Abstract
Purpose
This paper investigates the effect of diversity management on employees' innovative work behavior (IWB) through human resource management (HRM) and affective commitment (AC).
Design/methodology/approach
Data were collected from 358 employees of small- and medium-sized enterprises in the Kurdistan Region of Iraq. The hypothesized model has been evaluated using structural equation modeling.
Findings
Findings suggest that workforce diversity management directly and significantly affected HRM and AC. Furthermore, findings revealed that HRM significantly influenced both employees' IWB and AC, while AC had a significant positive influence on IWB. Moreover, concerning the indirect effects, AC and HRM significantly mediated the relationship between DM and employees' IWB.
Research limitations/implications
A cross-sectional single source dataset is used to evaluate the hypothesized model.
Originality/value
Grounded in the social exchange and institutional theories, this research fills the gap in the literature by addressing the “black box” of how workforce DM influences employees' IWB while examining the mediating role of employees' AC and firm HRM policies.
Details
Keywords
Merlin Stone, Eleni Aravopoulou, Geraint Evans, Esra Aldhaen and Brett David Parnell
This paper reviews the literature on information mismanagement and constructs a typology of misinformation that can be applied to analyse project planning and strategic planning…
Abstract
Purpose
This paper reviews the literature on information mismanagement and constructs a typology of misinformation that can be applied to analyse project planning and strategic planning processes to reduce the chances of failure that results from information mismanagement. This paper aims to summarize the research on information mismanagement and provide guidance to managers concerning how to minimize the negative consequences of information mismanagement and to academics concerning how to research and analyse case studies that might involve information mismanagement.
Design/methodology/approach
Literature review accompanied by conceptual analysis.
Findings
Information mismanagement is widespread in organizations, so all those involved in managing and researching them need to be far more aware of the damage that can be done by it.
Research limitations/implications
The research is based on the Western society (Europe and North America). The same research should be carried out in other parts of the world. Also, all the case studies could usefully be investigated in more depth to apply the taxonomy.
Practical implications
Managers should be much more aware of their own and others’ tendencies to mismanage information to their own benefit.
Social implications
Stakeholders in public sector activities, including citizens, should be much more aware of the tendency of the government and the public sector to mismanage information to justify particular policy approaches and to disguise failure.
Originality/value
The taxonomy on information mismanagement is original, as is its application to project planning and strategic decision-making.