| 1. |
- Zander, Lena, et al.
(författare)
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Team-based global organizations : the future of global organizing
- 2015. - 10
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Ingår i: The future of global organizing<em></em>. - Bingley : Emerald Group Publishing Limited. - 9781785604232 - 9781785604225 ; , s. 227-243
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Bokkapitel (refereegranskat)abstract
- PurposeWe propose team-based organizing as an alternative to more traditional forms of hierarchy-based organizing in global firms.Methodology/approachAdvancements in the study of global teams, leadership, process, and outcomes were organized into four themes: (1) openness toward linguistic and value diversity as enhancing team creativity and performance, (2) knowledge sharing in team-based organizations, (3) the significance of social capital for global team leader role success, and (4) shared leadership, satisfaction, and performance links in global virtual teams.FindingsWe identify questions at three levels for bringing research on team-based organizing in global organizations forward. At the within-team individual level, we discuss the criticality of process and leadership in teams. At the between-teams group level, we draw attention to that global teams also need to focus on relationships and interactions with other teams within the same global firm, for example, when sharing knowledge. With respect to the across-teams organizational level, we highlight how bringing people together in global teams from different organizational units and cultures creates the potential for experiential individual and team-based learning, while making the firm more flexible and adaptable.Theoretical implicationsThe potential of the relatively underexplored idea of global team-based firms as an alternative to hierarchy open up questions for empirical research, and further theorizing about the global firm.Practical implicationsPractitioners can learn about organizational, team, and individual challenges and benefits of global team-based organizing.Originality/valueA century-old dominant organizational form is challenged when moving away from hierarchy- and hybrid-based forms of organizing toward team-based global organizing of work.
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| 2. |
- Zettinig, Peter, et al.
(författare)
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A World of Learning : The future of management education based on academia and practitioner ‘Universitas’
- 2020
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Ingår i: Research Handbook of Global Leadership. - Cheltenham : Edward Elgar Publishing. - 978 1 78254 534 7 - 978 1 78254 535 4 ; , s. 393-407, s. 393-407
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- The chapter is rethinking the role of the university as a producer and consumer of knowl¬edge in the contemporary twenty-first-century context. It questions especially the way current and future leaders are “trained” to acquire standardized skill sets through propri¬etary “off-the-shelf” executive education. To explore roads for enhancing innovation and legitimacy of businesses and the standing of their global leaders, we revisit developments that occurred in different university models over a millennium. The universitas, defined as a community of students and masters, has been a surprisingly adaptive model which we believe can be more effective than ever if reintroduced in executive education today. The resulting “world of learning” draws on traditional university core values of creating an open and inclusive world of learning that is made of an informed, interconnected and mobile community of learners that grows and produces value by collectively engaging with contemporary challenges.
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| 3. |
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| 4. |
- Butler, Christina, et al.
(författare)
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The New Millennial Global Leaders : What a difference a generation makes!
- 2020
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Ingår i: Research Handbook of Global Leadership<em></em>. - Cheltenham : Edward Elgar Publishing. - 978 1 78254 534 7 - 978 1 78254 535 4 ; , s. 141-163, s. 141-163
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- In this chapter, we discuss the potential of Millennials as global leaders. We introduce our own recent contribution to the field of global leadership, in which we identify three critical global leader roles: boundary spanner, blender and bridge maker. We conceptually discuss how Millennials will cope with these three roles given the four themes that emerged from our review: the birth of the digital native, the rise of the narcissist, the college-educated elite versus the rest, and Millennials around the world. In order to become effective global leaders, Millennials need to work especially hard on developing and managing social ties as boundary spanners, becoming aware of and managing affect as blenders, and improving cultural understanding and their ability to engage in interpersonal interaction as bridge makers. Organizations that understand Millennials’ strengths and weaknesses, and can leverage their skills, will be rewarded with a future generation of global leaders who are able to lead in new ways to make a difference in the twenty-first century.
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| 6. |
- Harzing, Anne-Wil, et al.
(författare)
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Rating versus ranking : What is the best way to reduce response and language bias in cross-national research?
- 2009
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Ingår i: International Business Review. - : Elsevier BV. - 0969-5931 .- 1873-6149. ; 18:4, s. 417-432
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Tidskriftsartikel (refereegranskat)abstract
- We propose solutions to two recurring problems in cross-national research: response style differences and language bias. In order to do so, we conduct a methodological comparison of two different response formats-rating and ranking. For rating, we assess the effect of changing the commonly used 5-point Likert scales to 7-point Likert scales. For ranking, we evaluate the validity of presenting respondents with short scenarios for which they need to rank their top 3 solutions. Our results - based on two studies of 1965 undergraduate and 1714 MBA students in 16 different countries - confirm our hypotheses that both solutions reduce response and language bias, but show that ranking generally is a superior solution. These findings allow researchers to have greater confidence in the validity of cross-national differences if these response formats are used, instead of the more traditional 5-point Likert scales. In addition, our findings have several practical implications for multinational corporations, relating to issues such as selection interviews, performance appraisals, and cross-cultural training.
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| 7. |
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| 8. |
- Herbert, Kendall, et al.
(författare)
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An opportunity for east and west to share leadership: A multicultural analysis of shared leadership preferences in global teams
- 2014
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Ingår i: Asian Business & Management. - : Springer Science and Business Media LLC. - 1472-4782 .- 1476-9328. ; 13:3, s. 257-282
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Tidskriftsartikel (refereegranskat)abstract
- This study investigates the relationship between cultural values and shared leadership preferences, using a sample of 357 potential globally dispersed team members. A significant positive relationship between both horizontal individualism and horizontal collectivism and shared leadership preferences is identified. We also find significant differences in individual-level cultural values between Asian and non-Asian respondents. Shared leadership preferences exhibited fewer differences, suggesting the possibility for sharing leadership in multicultural teams. Our findings add to the literature by detailing the relationship between cultural values and shared leadership preferences, and furthering our understanding of contemporary team leadership preferences among Asians and non-Asians.
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| 9. |
- Mockaitis, Audra I., et al.
(författare)
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Dissecting generations of migrant identities within a diaspora
- 2023
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Ingår i: The Palgrave Handbook of Global Migration in International Business. - United Kingdom : Palgrave Macmillan. - 9783031388859 - 9783031388866 ; , s. 119-141
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- The dissection of migrant identities is like a complex puzzle. Although cultural values comprise an integral component of cultural identity, the personal values of migrants are still understudied. This study examines the individual-level cultural values held by migrants who share a single ethnicity. Migrants are compared across age cohorts, ethnic generations and emigration waves as well as to nonemigrant home country nationals. The similarities between the groups lend support to the stability of cultural values. However, the differences revealed across the various migrant groups are also surprising insofar as they are not as large as might be expected given the physical, political and age separation between many of the groups. As migrant groups differed from nonemigrants, we question whether the timing of emigration is as important as the act of migration itself in shaping the cultural identities of migrants.
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