Overview : understanding vlues and expectations of foreign employees creates a better company
By: SEGALLA, Michael
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Material type: 
ArticlePublisher: 2001Subject(s): Cross-cultural | Managerial Values | International Management | Cultural Psychology | Organisational Theory | Cross-border Mergers and Acquisitions | Employee Expectations | Employer Expectations | Strategic Human Resource ManagementEuropean Management Journal 19, 1, p. 27-31Abstract: Thi study finds that nationality and cultural group are good determinants of many common managerial problems related to human resource management, especially in situations of cross-border mergers, acquisitions, joint-ventures and alliances. This conclusion is based on the results of the first phase or a large European study on managerial decision-making. Nearly 300 managers participated in this phase, which surveyed 25 firms from the financial sectors of France, German, Itlay, Spain, and the United Kingdom. The authro develops the hypothesis that two different decision logics, economic rationality and group rationality, co-exist and are used independetly to creat and justigy organisational politices. He suggests that some cultures are better able to balance the competing logics by compartmentalising them in such a way that they are used for different types of common problems
| Item type | Current location | Collection | Call number | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
| Periódico | Biblioteca Graciliano Ramos | Periódico | Not for loan |
Thi study finds that nationality and cultural group are good determinants of many common managerial problems related to human resource management, especially in situations of cross-border mergers, acquisitions, joint-ventures and alliances. This conclusion is based on the results of the first phase or a large European study on managerial decision-making. Nearly 300 managers participated in this phase, which surveyed 25 firms from the financial sectors of France, German, Itlay, Spain, and the United Kingdom. The authro develops the hypothesis that two different decision logics, economic rationality and group rationality, co-exist and are used independetly to creat and justigy organisational politices. He suggests that some cultures are better able to balance the competing logics by compartmentalising them in such a way that they are used for different types of common problems
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