Global Consistency Versus Local Responsiveness: Deutsche Telekom's Human Resource Management Strategies in Central and Eastern Europe

Ross, Peter Keith; Büchner, Lutz Michael

doi:10.1080/10669860903558268

Cited by 3 publications

(3 citation statements)

References 30 publications

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“…Studies have shown that the local resistance to Western management style may be limited ( e.g. Danis, 2003; Ross and Büchner, 2010). Differences to systemic legacies of central planning, rather than culture, may be the main cause of differences, and local managers may be well aware of the need to change and are receptive to do so (Danis, 2003).…”

Section: Changing Characteristics Of the Workforce And Ermentioning

confidence: 99%

“…For example, Meardi's (2006) study of automotive industry revealed that sources of international resistances, through both formal and informal channels such as the European Works Council, have emerged. This finding was supported by that of Ross and Büchner's (2010) study of Deutsche Telekom's CEE subsidiaries, which suggests that IR institutions at the EU level, rather than institutions at the individual‐country level, may have a stronger impact on the international HR strategies in the region. Ross and Büchner (2010) further suggest that MNCs need to become more aware of EU‐wide IR institutions and regulations and incorporate them in their international HR strategies.…”

Section: Changing Characteristics Of the Workforce And Ermentioning

confidence: 99%

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HRM in emergent market economies: evidence and implications from Europe

Cooke

Wood

Psychogios

et al. 2011

Human Res Mgmt Journal

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Section: Changing Characteristics Of the Workforce And Ermentioning

confidence: 99%

Section: Changing Characteristics Of the Workforce And Ermentioning

confidence: 99%

HRM in emergent market economies: evidence and implications from Europe

Cooke

Wood

Psychogios

et al. 2011

Human Res Mgmt Journal

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“…However, the Western view has been predominant (e.g. Ross and Buchner, 2010). In short, IHRM has been investigated in several contexts.…”

Section: Geographical Modelsmentioning

confidence: 99%

Global organizations and supply chain

González‐Loureiro

Dabić

Puig

2014

International Journal of Physical Distribution &Amp; Logistics Management

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Purpose – The purpose of this paper is to aim at proposing a research agenda in the intersection of strategic supply chain management and logistics (SCML) of global organizations from the perspective of international human resource management (IHRM). Design/methodology/approach – To disclose the intellectual structure of research to date across both fields, the content of up to 280 articles dealing with IHRM and 174 papers addressing challenges in SCML in global organizations from a human resource management (HRM) viewpoint were analyzed. A stepwise hierarchical cluster and discriminant analysis were conducted to map a joint research agenda. Approaches from Upper Echelons theory and Co-Evolutionary theory of global organizations were adopted. Findings – Top management teams (TMT) are crucial to manage SCML successfully in today’s global organizations. Research on this intersection should draw attention to find antecedents, consequences and the process showing how those talented people grouped in dispersed teams can be a source of competitive advantage. Six different areas of research are proposed. It is proposed that future research should focus on the human capital (HC); meaning those key individuals of an organization that make things happen. In the near future, the global organization’s competitiveness will be shaped by how the organization manages its HC in SCML. Methodologies such as meta-analysis are suggested to summarize the extant literature on IHRM when applied to SCML in global organizations. Research limitations/implications – The search was conducted in SSCI-ISIWoK and Scopus databases. As a limitation, some articles and other scientific contributions not abstracted there were not included. Nevertheless, both searches enabled obtaining balanced results between scope and richness of content. Originality/value – Only a marginal portion of literature reviews have been conducted by using mixed methods in the fields of IHRM and SCML. The results will be useful for scholars of both fields in their attempts to enlarge the knowledge boundaries in these areas. From a practitioner’s viewpoint, this research may provide an integrative framework for global organizations to build a competitive advantage based on managing HC and its SCML strategically.

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Industry, Organizational Age, and Size as Predictors of Organizational Values in the Context of a Transition Society: The Case of Estonian Organizations

Reino

Vadi

2012

Journal of East-West Business

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Global Consistency Versus Local Responsiveness: Deutsche Telekom's Human Resource Management Strategies in Central and Eastern Europe

Cited by 3 publications

References 30 publications

HRM in emergent market economies: evidence and implications from Europe

HRM in emergent market economies: evidence and implications from Europe

Global organizations and supply chain

Industry, Organizational Age, and Size as Predictors of Organizational Values in the Context of a Transition Society: The Case of Estonian Organizations

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