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Article
Publication date: 1 March 1996

Christopher A. Bartlett and Sumantra Goshal

As competitive pressures increase, top‐level managers in many companies have recognized the need to rebuild initiative, creativity, and drive in the front‐line units of their…

545

Abstract

As competitive pressures increase, top‐level managers in many companies have recognized the need to rebuild initiative, creativity, and drive in the front‐line units of their organizations. Under the banner of “inverting the pyramid,” they delayered and destaffed, and invested significant amounts of money and management time to cascade the message of empowerment throughout their companies. Yet, in most instances, after the dust settled, they found that how the company functioned did not change because the behaviors of its people did not change.

Details

Strategy & Leadership, vol. 24 no. 4
Type: Research Article
ISSN: 1087-8572

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Article
Publication date: 6 March 2017

Yvonne McNulty and Charles M. Vance

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…

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Abstract

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.

Details

Personnel Review, vol. 46 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 2 September 2014

Bernard Sionneau, Carlos Rabasso and Javier Rabasso

This paper aims at explaining why “Globally Responsible Humanism (GRH)” is presented here as the pivot for a re-foundation of European Business Schools’ culture. Explaining the…

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Abstract

Purpose

This paper aims at explaining why “Globally Responsible Humanism (GRH)” is presented here as the pivot for a re-foundation of European Business Schools’ culture. Explaining the concept and its difference with traditional European Humanism, the related argumentation is organized around two main parts: the first one explains why the European Union and its business schools do not make sense in a globalization process driven by the financialized economy; the second one shows how a sustainable exposition of European management students to a transcultural approach, a postcolonial perspective, and critical thinking, can lead to their training as future globally responsible leaders in New Business Schools for Societal Studies.

Design/methodology/approach

An international political sociology perspective, applied to the interpretation of globalization trends, and a critical thinking approach to education allow for a questioning of the values and contents of mainstream business learning.

Findings

The new proposed transversal, postcolonial and interdisciplinary pedagogical approach regarding business education is conducive to closely related operational tracks: on the one hand, how to improve the skills and systemic understanding of students’ global environment; on the other hand, how to lead, organize and manage the coherent “GRH”-driven business school.

Originality/value

The originality of this paper stems from the combination of critical works issued from the social and human sciences realms to revisit business education.

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