By J.J. Lawler, G.S. Hundley
The aggressive forces generated by means of globalization act to advertise the cross-national diffusion of human source administration 'best practices'. specifically, excessive functionality paintings practices have emerge as considered because the average as businesses in lots of components of the realm have endeavored to 'Americanize' their employment and administration platforms. but cultural, institutional, and ideological forces proceed to provide resistance to the worldwide convergence of HR practices. This quantity comprises papers from authors in Europe, Asia, Africa, and US who discover diffusion in quite a few nationwide contexts. assorted methodologies and views offer more than a few interpretations concerning diffusion and convergence.
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Additional info for Advances in International Management, Volume 21: The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits
Even with these limitations, the study makes an important contribution to the literature on how the human factor can play a role in competitiveness. It Competitiveness and the Employment Relationship in Europe 27 points to important directions for future research and identiﬁes possible reforms at the business and national level that can help countries achieve that elusive objective of competitiveness. NOTES 1. This study was partially funded by Adecco Spain and the Instituto de Empresa Business School Foundation.
Sachs, J. , & Warner, A. M. (2000). Executive summary: Current competitiveness and growth competitiveness. The Global Competitiveness Report. Oxford University Press for the World Economic Forum, New York. Competitiveness and the Employment Relationship in Europe 29 Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. In: M. ), Advances in experimental social psychology (Vol. 25, pp. 1–65). New York: Academic Press.
Moreover, the data possess many strengths. In-depth interviews of this sort are still relatively rare in MNCs in China, or in MNCs in developing nations more generally, and provide a depth that some other techniques cannot provide. The variety of levels at which the research took place – from global corporate HQ to employees in production sites – provides a scope that is unusual in studies of this phenomenon. Most importantly, the data are highly suitable for an analysis of the utility of both the global – local tension and the segmentation thesis in interpreting the way the ﬁrm manages its international workforce.