ISSN:0020-6652    

DOI:10.1002/tie.5060340401

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractIn a recent Commentary inThe International Executive(1992), Rüdiger Pieper complained that some, if not many of the (American) teachers in the new European business training institutes and schools knew relatively little about the cultures for which they were making management proposals. Further, the proposals themselves, based as they often were on American research, could not, he rightly felt, bedirectlyapplied to a business problem regardless of context. One could extend that observation to other business activities, including attitudes toward work. In particular, it would be useful to consider the “work ethic,” as it applies to Americans working abroad, and inquire about how it might affect international executives when they come to Ame

ISSN:0020-6652    

DOI:10.1002/tie.5060340402

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractThere is growing concern about the long‐run success of U.S. industries in the face of increasing foreign competition. Product quality is a strategic business issue. In an effort to gain competitive advantage, some firms are implementing organization‐wide quality training programs. Many firms have still to recognize the benefits of a quality orientation, however. This article examines how quality programs are implemented in organizations. It considers factors leading to success in developing a quality orientation and compares the Japanese and American approaches. © 1992 John Wiley&Sons,

ISSN:0020-6652    

DOI:10.1002/tie.5060340403

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractThis survey investigates the extent of Japanese‐style HRM that is being adopted in Japanese‐owned firms in the U.S. It focuses on organizational and environmental factors that influence the design and use of Japanese‐style HRM policies in Japanese firms in the U.S. Preliminary results show that there is no single model of Japanese HRM in the U.S. Contextual factors in terms of firm size, firm age, firm type, union status firm location, corporate culture, and the degree of parent control all influence the use of Japanese‐style HRM policies and practices in the U.S.© 1992 John Wiley&S

ISSN:0020-6652    

DOI:10.1002/tie.5060340404

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractForeign assignments are considered as an important instrument of management development from German companies. Professional expertise in foreign markets and cultures is becoming an increasingly important factor in advancement. It is significant that in the past only male managers have been given the chance for a foreign assignment. Consequently female German managers very seldomly have international working experience. An empirical research study in 13 German multinational companies investigated the role of German women as expatriate managers from the perspectives of personnel managers. © 1992 John Wiley&Sons, Inc

ISSN:0020-6652    

DOI:10.1002/tie.5060340405

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

ISSN:0020-6652    

DOI:10.1002/tie.5060340406

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY