As more and more companies gain a global reach, managing cultural differences is an to reconsider, explore and transfer alternative practices across national boundaries. As well Susan C. Schneider, Jean-Louis Barsoux, Günter K. Stahl. Managing Across Cultures. Susan C. Schneider and Jean-Louis Barsoux. As more and more companies have a global reach, managing cultural differences is . chapter the undertow of culture converging cultures? convergence myth the world is Managing Across Cultures, Susan Carol Schneider, Jean-Louis Barsoux.

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SchneiderJean-Louis Barsoux Snippet view – Develops an understanding of how culture influences management practice and how managers perceive their organizations and their careers.

Table of Contents I. Thus obtaining power is seen as more important than achieving specific objectives – When organizations are viewed as systems of role formalization, managers prefer detailed job descriptions, and well-defined roles and functions – Laurent concludes: As well as her research into cross-cultural management, she has actively worked to internationalize the ‘mindsets’ of managers and companies.

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Open to mxnaging public. Culture and Management Practice. Stahl No preview available – Pearson offers special pricing when you package your text with other student resources.

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Managing Across Cultures

Managing Across Cultures Susan C. These 3 locations in Western Australia: They are people who can work effectively across organizational, functional, and cross-cultural boundaries. HR practices such as merit pay instrumental was most likely to create shareholder value whereas paternalism social did not Choosing from the HR menu Selection – Difficult task of finding those candidates who have the competence to get the job done and who seem likely to fit in with the existing managibg culture – What represents a standard profile in one country may be quite exceptional in another – Grades and diplomas are sometimes less important than qualities such as being honest, ambitious, hardworking, a team player, etc.

Australian Catholic University Library. Managing Across Cultures — Susan C. From inside the book.

Managing across cultures / Susan C. Schneider and Jean-Louis Barsoux. – Version details – Trove

In contrast, global managers are defined by their state of mind. The firm or the individual? As well as providing an insight into other vultures, it will also provide readers with an increased awareness of their own culture.

Being able to read non-verbal signs and body language is crucial. Employing tools of observation, questioning and interpretation, the book challenges assumptions and encourages critical reflection on the influences of culture in business.

University of Sydney Library. This can be observed in artifacts, such as appropriate subjects of discussion family, religion, or politics and the degree of expressiveness Time – Hall: SchneiderJean-Louis Barsoux No preview available – Skip to main content.


Managing Across Cultures Susan C. Another view of strategy – Strategy is a dynamic process, not a static perception, which is energized through feelings.

Found at these bookshops Searching – please wait On one hand this requires the capacity to appreciate, value, and act on the factors that influence the beliefs, values, behaviors, and business practices of individuals and organizations from a variety of regions and cultures around the world.

Account Options Sign in. SchneiderJean-Louis Barsoux No preview available – Managing People across a Global Context Book: This book demonstrates how culture affects management practice, from organisational structure to strategy and human resource management. Thus the quality of thinking of educationand of schnieder character who you are is more important than what you do. Culture and human resource management Pt.

Communications are expected to be clear and direct, or explicit. The company prefers brands to be local and people regional; only technology goes global.

Edith Cowan University Library. It highlights the role of feelings, or emotions, not just analytic rationality. It is not a bundle of facts, figures, and ideas assembled in order by the logical mind. The person and the situation are not particularly relevant to the discourse.