Globalization of business and the Third World: Challenge of expanding the mindsets

A systematic literature review on SME internationalization: a personality lens

The importance of the individual decision-maker within the internationalization process of SMEs has extensively been acknowledged in the International Entrepreneurship field. Yet, despite this, the current discourse is mainly limited to socio-demographics, and social and human capital, and does not seem to advance towards the influence and role of, e.g., deeper-level personality aspects on the SME’s internationalization process. Findings are scattered across different fields of research and disciplines, making it difficult to build upon existing knowledge. To address this, we execute a Systematic Literature Review focusing on internationalization, SMEs, and personality, with specific attention for deeper-level personality aspects. Our findings reveal a rather young body of literature which uses a behavioral perspective, and can be subdivided into three overarching research themes: Internationalization Behaviors, Internationalization Initiation, and Internationalization Performance. Our thematic analysis and cross-thematic discussion provide a fertile ground for further studies on the entrepreneur’s deeper-level personality aspects in relation to SME internationalization. In the future research section, we recommend the exploration of alternative behavioral theories, and multi-level and holistic approaches to further explore this promising sub-domain.

Management Development Programs in Francophone Sub-Saharan Africa

The effectiveness of management development in the improvement of productivity is well established in many developed countries. This powerful tool in the search for managerial effectiveness and efficiency, has become more and more popular among developing countries. However, to be effective, it has to integrate the social reality of these countries. This article analyses management development in sub-Saharan Francophone African countries by putting an emphasis on the cultural dimension. It points out the main cultural factors that have to be taken into account, describes how these apply to the management development process and concludes with recommendations for management development needs analysis, objectives, design and implementation, and evaluation.

The Vital Entrepreneurial Learning Organization: A Corporate Mindset for Entrepreneurial Change Management

A globally competitive technology business environment requires a dual perspective for entrepreneurial change management to secure long-term and short-term vitality in mature organizations. Entrepreneurial organizations should shape the environment-organization relation and pursue entrepreneurial activities in new businesses and in existing businesses to integrate efficiency, innovation and adaptation. The presented concept of a vital entrepreneurial learning organization describes a systematic theoretical framework for firm-level entrepreneurship in dynamic environments. The theoretical constructs developed on theoretical exploration are: nine design elements of holistic intrapreneurship, three entrepreneurial tasks and process model, role model for the entrepreneurial organization, conceptual framework of the business environment, qualitative systems model for entrepreneurial change management, and five organizational learning elements. These theoretical building blocks provide new insights into the nature of holistic intrapreneurship.

Intercultural Competence

We review recent theoretical and empirical developments in the intercultural competencies literature, highlighting contemporary models and empirical research in organizational contexts. We survey the current conceptualizations of intercultural competencies and propose that intercultural competencies can be classified based on traits, attitudes and worldviews, capabilities, or a combination of these dimensions. We identify key psychological, behavioral, and performance outcomes associated with these models. We review empirical studies of intercultural competencies at the group level and discuss emerging models of dyad-level, firm-level, and multilevel intercultural competencies. We evaluate the current measurement of intercultural competencies and suggest alternative approaches. Finally, we examine research on selection, training, and development of intercultural competencies. We end each section by identifying future research foci, and we offer an integration of the literature at the end of the review.

Managing non-standard international experience: evidence from a Finnish company

Purpose

– This paper extends the increasing debates about the role of international experience through mechanisms other than standard expatriation packages, in particular through the use of short-term assignments. It explores the different forms of short-term assignments (project work, commuter assignments, virtual international working and development assignments) and the different sets of positive and negative implications these can have for the company and the individuals concerned. The integration-differentiation debate is reflected here as elsewhere in IHRM, with the company moving towards greater centralization and control of its use of these assignments.

Design/methodology/approach

– Since the research is exploratory, we adopted a qualitative approach to get a more in-depth understanding on the realities the corporations and the assignees are facing. The study was implemented through a single case study setting in which the data were collected by interviewing (n=20) line managers, human resource management (HRM) staff and assignees themselves. In addition corporate documentation and other materials were reviewed.

Findings

– The present case study provides evidence about the characteristics of short-term assignments as well as the on the management of such assignments. The paper identifies various benefits and challenges involved in the use of short-term assignments both from the perspectives of the company and assignees. Furthermore, the findings support the view that a recent increase in the popularity of short-term assignments has not been matched by the development of HRM policies for such assignments.

Research limitations/implications

– As a single case study, limitations in the generalizability of the findings should be kept in mind. More large-scale research evidence is needed around different forms of international assignments beyond standard expatriation in order to fully capture the realities faced by international HRM specialists

Practical implications

– The paper identifies many challenges but also benefits of using short-term assignments. The paper reports in-depth findings on HR development needs that organizations face when expanding the use of such assignments.

Social implications

– The paper identifies many challenges but also benefits of using short-term assignments. The paper reports in-depth findings on HR development needs that organizations face when expanding the use of such assignments.

Originality/value

– Empirical research on short-term assignments is still very limited. In that way the paper provides much needed in-depth evidence on why such assignments are used, what challenges are involved in the use of such assignments and what kinds of HR-development needs are involved.