By J.J. Lawler, G.S. Hundley
The aggressive forces generated by way of globalization act to advertise the cross-national diffusion of human source administration 'best practices'. specifically, excessive functionality paintings practices have end up seen because the regular as businesses in lots of elements 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. diverse methodologies and views supply a number interpretations concerning diffusion and convergence.
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Extra resources for Advances in International Management, Volume 21: The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits
This strand of the literature appears to offer an inﬂuential critique of the logic of the global – local question, but there are problems with it, too. One problem relates to the rejection of institutional inﬂuences in favor of an ‘‘economic’’ explanation, as favored explicitly by Dedoussis (1995) and Wilkinson and Morris (2001). Recognizing that ﬁrms may concentrate their activities within a segmented international process does not mean that ﬁrm strategy will not be shaped by institutional inﬂuences.
1996). Human resource management, manufacturing strategy, and ﬁrm performance. Academy of Management Journal, 39(4), 836–866. , & Shleifer, A. (2002). The regulation of entry. Quarterly Journal of Economics, 117, 1–37. ESS – European Social Survey (2006). org EUROSTAT Yearbook (2004). _ pageid=1073,46587259%26_dad=portal%26_schema=PORTAL%26p_product_co de=KS-CD-04-001 Freeman, R. (2005). Labor market institutions without blinders: The debate over ﬂexibility and labour market performance. NBER Working Paper no.
IMD World Competitiveness Yearbook. (2003). IMD World Competitiveness Yearbook. Lausanne, Switzerland: IMD. Inglehart, R. (2003). How solid is mass support for democracy and how can we measure it? Political Science and Politics, 36, 51–57. Kerr, J. L. (2004). The limits of organizational democracy. Academy of Management Executive, 18(3), 81–95. Malone, T. (2004). The future of work: How the new order of business will change your organization, your management style and your life. Boston: Harvard University Press.
Advances in International Management, Volume 21: The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits by J.J. Lawler, G.S. Hundley
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