This book examines cross-cultural managerial competence across all managerial functions. Focusing particularly on the hospitality and tourism industry, editor Saee examines the cross-cultural implications of planning: workplace communication, recruitment/promotion, induction, training, supervision, industrial relations, management of change, customer service, financial management and marketing. Incorporating well-structured discussion, this book demonstrates an excellent balance of theory and practical application, and takes an innovative angle on the analysis of the host countries managers, undergoing culture shock. This volume will be useful to students across many disciplines including cross-cultural studies, international business and tourism.
Dr Pechlaner and Dr Innerhofer, the editors of Competence-Based Innovation in Hospitality and Tourism, argue that the industry operates within highly challenging and competitive environments. Changing environmental and market conditions continually force hotel businesses and service providers to offer their customers new and modified products and services, in order to remain competitive; those which respect value perceptions of markets and sustainable stakeholder reactions. This then raises the question of how innovations within this industry must be developed in order to achieve competitive differentiation. The book demonstrates that the development and analysis of successful innovation strategies should integrate the resource-based view and its advancements, the competence-based view, as well as the dynamic capabilities approach and the relational view. Resource-based strategic management approaches view the firm as a bundle of resources and competences. They point to the importance of firm-specific resources and competences in explaining variations in competitive positions and performance differentiation between companies. The challenge of hospitality and tourism is to develop resources and competences that drive innovations. This book will serve to advance the status quo of tourism research literature by combining innovation theories with network theories and tourism and destination development, by illustrating the development of cooperative competences and innovations in tourism and by showing, in a tailored way, how the challenge of the development of resources and competences that drive innovations in tourism can be managed.
This book offers a comprehensive look at the current literatures and research based on empirical data from across different countries in Africa. It focuses on the work of leading scholars of management in and around Africa and the African Context, exploring whether we can at this point refer to ‘African Management’ as an emerging and distinct stream in the scholarly discourse in management. The main themes are macro and micro issues of Management in Africa, each chapter illustrating the historical or traditional view of Management in Africa versus the newer western business management perspective. This book presents current, in-depth, rigorous research and identifies future research and propositions, enabling scholars and students to gain an in-depth understanding of management as it is evolving and practiced in Africa.
When globalization affects jobs and economies, policy makers strive to plan, design and implement actions to support their communities and businesses (Ansell and Gash 2007). Furthermore, local development policies are at the core of international cooperation programs or more in general represent a challenge for emerging countries. They could refer to infrastructure, entrepreneurship innovation or urban renewal. However, more frequently than not, development policies, which involve different institutional levels and public and private players, fail due to poor implementation management. This research book presents a managerial approach (the so called Managerial Flow) that could help the closure of gaps that hamper an efficient and effective policy execution. The managerial flow model observes the phenomenon of policy implementation for economic development through managerial lens. In the book, the research team has empirically identified five gaps in practice whereupon public policy implementation falls down. As a response Managerial Flow model outlines sets of managerial actions that can be adopted to facilitate a clear ‘flow’ from policy development through to implementation. This book expands on the Managerial Flow model, and acts as both a practical guide to stimulate evidence based policy implementation in governments and as theoretical contribution to policy and strategy execution. Written for researchers and academics, this book begins by outlining the theoretical foundations of Managerial Flow and moves to unpack application and cases, based in different sectors and countries, in order to discuss and show how the Managerial Flow approach can concretely support managers in the implementation of economic development policies. It reviews and discusses how the managerial flow could be relevant in the implementation of a set of sectorial policies and uses the managerial flow concept to analyse cases of economic development and establish lessons for broader management scope.
Using a diffusion approach and comparisons between Australia and the U.S., this book examines the question: what are the barriers keeping the American coal mining industry and the U.S. government from moving toward risk-based governance?
Urban Regeneration Management analyzes the regeneration management process, locating the issues within both local and international perspectives, critiquing the theoretical literature on globalization, and analyzing a variety of case studies from across the globe.
Management research has expanded considerably over recent decades. The impetus for such growth comes from a wide range of forces both inside and outside of the academic community stimulate and regulate its development, while the audience for which management research might be considered to be useful and the extent of that usefulness are highly contested. This book seeks to explore the forces that drive the development of management research, shape its current state and influence its future potential.
The asymmetry of responsibilities between management and corporate governance both for day-to-day operations and the board’s monthly or quarterly review and evaluation remains an unresolved challenge. Expertise in the area of risk management is a fundamental requirement for effective corporate governance, if not by all, certainly by some board members. This means that along with board committees such as "compensation", "audit", "strategy" and several others, "risk management" committees must be established to monitor the likelihood of certain events that may cause the collapse of the firm. Risk Management and Corporate Governance allows academics and practitioners to assess the state of international research in risk management and corporate governance. The chapters overlay the areas of risk management and corporate governance on both financial and operating decisions of a firm while treating legal and political environments as externalities to decisions undertaken.
How has the recession affected the conduct of human resource management? How have HR departments and managers fared? Have leading firms taken measures to sustain and revive their businesses through innovative HR measures? How have union representation and influence been affected? Is the recession reshaping work and employment practices? These are among the questions answered in Recession at Work, the first systematic study in Europe to deal with the effects of the economic crisis on people at work. Drawing on survey data for Ireland provided by nearly 500 managers responsible for human resources, on focus groups of HR managers and trade union officials, and on detailed case studies of six major firms, the book provides an unrivalled picture of the effects of the current recession on how people are managed and how they are represented by trade unions. Examining the effects of the Irish recession on work and employment in the context of international experience and commentary, this book provides detailed information and analysis on the ways in which firms have sought to handle the challenges that have arisen since the severe reverse in Ireland’s economic fortunes in 2008.
Since the beginning of the century, there have been calls for the integration of traditional individualistic (micro) and management (macro) paradigms in Human Resource Management studies. In order to understand this so-called ’black box,’ the HR field needs research which is more sensitive to institutional and cultural contexts, focusing on formal and informal relationships between employees, supervisors and HR managers and the means by which these organizational participants enable and motivate one another. This book presents advanced quantitative and mixed research methods that can be used to analyze integrated macro and micro paradigms within the field of Human Resource Management. Multi actor, social network and longitudinal research practices, among others, are explored. Readers will gain insight into the advantages and disadvantages of different research methods in order to evaluate which type is most suitable to their research. This book is suitable for both advanced researchers and graduate students.
