: This chapter highlights the creative use of frugal innovation by South Asian organizations in t... more : This chapter highlights the creative use of frugal innovation by South Asian organizations in their attempts to stay competitive in an intensely global environment. We discuss how globalization has affected South Asia, the ways in which South Asian organizations have responded to contradictory global and local challenges, and what MNCs can learn from the experience of South Asian organizations. Some of the lessons for South Asian organizations include developing partnerships regionally and internationally and for MNCs to venture into South Asian markets for business prospects with an open mind, in order to engage in learning so as to better address changing circumstances not only in South Asian markets but also in their respective home markets globally.
International Journal of Cross Cultural Management, 2003
This study draws out evidence from 11 organizations, local as well as multinationals, in Pakistan... more This study draws out evidence from 11 organizations, local as well as multinationals, in Pakistan to test the `culture-sensitive' view. A number of conclusions are drawn. First, the findings support this view; evidence shows enough similarities exist between local organizations and multinationals to indicate that the influences of the parent companies of multinationals are weakened by the national characteristics of the environments in which they operate. Second, it is pointed out that although some policies of multinationals may be the same as those found in their parent companies, the practices certainly are not, because of adaptation to local norms. It is therefore suggested that a distinction between police) and practice be made in an organizational analysis of this kind. Third, despite culture-sensitivity of HRIV practices, their impact on employees is similar to what has been previously documented by researchers in the UK and the USA. It is left to further studies to debate whether HRM outcomes can be termed as universal.
Talent-management research has primarily focused at the individual and organizational levels. Whi... more Talent-management research has primarily focused at the individual and organizational levels. While this work has added much value to the literature, we believe that shifting the focus to the macro context will further strengthen the field. This might include exploring country-level government activities that enhance a country’s talent levels; non-governmental initiatives to help various countries bolster their talent-management programs; global talent mobility; and knowledge transfer. To incorporate this focus more systematically, we present a conceptual framework for macro talent management. The framework draws our attention to the macro, global, and country context within which talent management occurs, as well illuminates its multiple processes and outcomes. We offer directions for future research and discuss implications for policy makers and companies.
South Asian Journal of Global Business Research, 2012
ABSTRACT Purpose – Biotech companies are generally faced with the paradoxes of simultaneously man... more ABSTRACT Purpose – Biotech companies are generally faced with the paradoxes of simultaneously managing growth and innovation, as well as addressing explorative and exploitative aspects of innovation. Scholars have urged them to re-evaluate their business model. The purpose of this paper is to explore how biotech companies in emerging economies address these paradoxes, focusing upon the nascent biotech industry in India, in order to investigate their growth and innovation patterns, as well as identify the challenges that they may face. Design/methodology/approach – A qualitative data collection, using in-depth interviews with representatives of organizations that deal directly with improving the quality of the business environment for biotech industry in India, as well as biotech entrepreneurs and leaders were undertaken. A total of 13 interviews provided insights related to innovation and growth that is discussed in the paper. Findings – Data indicate that Indian biotech companies are ambidextrous and have managed to transcend the aforementioned paradoxes by developing and maintaining distinct organizational capabilities. They were found to pursue an integrated model of efficiency and innovation and utilize both exploitative and explorative aspects of innovation to fuel growth and innovation. The authors also found evidence of some of the characteristics of the “India Way”, proposed by Cappelli et al. Research limitations/implications – The authors conclude that Indian companies offer an opportunity for learning for American biotech companies with respect to building new competencies and balancing growth and innovation in today's competitive environment. Originality/value – Despite being labeled as the “industry of the decade”, biotechnology has been neglected in technology and innovation literature. It is hoped that the paper's findings will generate interest in the study of biotech industries in emerging economies, to help scholars develop interesting new theoretical models of innovation and aid managers in coping with the innovation and change paradoxes that they are faced with in developing new products and services.
Women are increasingly contributing to the field of social entrepreneurship, however research has... more Women are increasingly contributing to the field of social entrepreneurship, however research has not kept up to pace with this development. Scholars have also argued that issues related to identity are underexplored in social entrepreneurship research (Dacin, Dacin, & Tracey, 2011). Social entrepreneurs’ desire to create change often relates to their identity (Dees, 2001). Thus it is important to study the role of identity in the lives of women social entrepreneurs. The purpose of the study was to incorporate women’s social entrepreneurs’ perspectives with regards to their identity and explore how they make meaning of their identity. The sample included 11 women social entrepreneurs. Using Seidman’ adapted (2006) two-interview approach (for a total of 21 interviews from 11 participants), findings indicate that women social entrepreneurs embrace complexity of their identity. In discussing their roles as women and social entrepreneurs, they reveal relevance of multiple identities in ...
Current theories of career development (CD) do not adequately address women whose careers develop... more Current theories of career development (CD) do not adequately address women whose careers develop differently than men’s (Sullivan & Arthur, 2006). While women’s workforce participation rates indic...
In recent years, scholars have become critical of mainstream leadership development approaches. I... more In recent years, scholars have become critical of mainstream leadership development approaches. In particular, Petriglieri and Petriglieri refer to the dehumanization of leadership, whereby leadership breaks its ties to identity, community, and context. The purpose of this paper is to present an approach for humanizing leadership using the case example of George Washington University’s Organizational Leadership & Learning (OLL) program. Embedded in the critical leadership studies (CLS) approach, the humanizing principles, and the humanistic leadership paradigm, the OLL program’s leadership learning approach focuses on building a learning community and stakeholder engagement. I describe its pedagogical goals and instructional strategies that help promote a psychologically safe space where learners build trusting relationships, integrate diverse perspectives through respectful dialogues, and develop a sense of the “common good” and culture of equity through issue-centered learning. Us...
: This chapter highlights the creative use of frugal innovation by South Asian organizations in t... more : This chapter highlights the creative use of frugal innovation by South Asian organizations in their attempts to stay competitive in an intensely global environment. We discuss how globalization has affected South Asia, the ways in which South Asian organizations have responded to contradictory global and local challenges, and what MNCs can learn from the experience of South Asian organizations. Some of the lessons for South Asian organizations include developing partnerships regionally and internationally and for MNCs to venture into South Asian markets for business prospects with an open mind, in order to engage in learning so as to better address changing circumstances not only in South Asian markets but also in their respective home markets globally.
International Journal of Cross Cultural Management, 2003
This study draws out evidence from 11 organizations, local as well as multinationals, in Pakistan... more This study draws out evidence from 11 organizations, local as well as multinationals, in Pakistan to test the `culture-sensitive' view. A number of conclusions are drawn. First, the findings support this view; evidence shows enough similarities exist between local organizations and multinationals to indicate that the influences of the parent companies of multinationals are weakened by the national characteristics of the environments in which they operate. Second, it is pointed out that although some policies of multinationals may be the same as those found in their parent companies, the practices certainly are not, because of adaptation to local norms. It is therefore suggested that a distinction between police) and practice be made in an organizational analysis of this kind. Third, despite culture-sensitivity of HRIV practices, their impact on employees is similar to what has been previously documented by researchers in the UK and the USA. It is left to further studies to debate whether HRM outcomes can be termed as universal.
Talent-management research has primarily focused at the individual and organizational levels. Whi... more Talent-management research has primarily focused at the individual and organizational levels. While this work has added much value to the literature, we believe that shifting the focus to the macro context will further strengthen the field. This might include exploring country-level government activities that enhance a country’s talent levels; non-governmental initiatives to help various countries bolster their talent-management programs; global talent mobility; and knowledge transfer. To incorporate this focus more systematically, we present a conceptual framework for macro talent management. The framework draws our attention to the macro, global, and country context within which talent management occurs, as well illuminates its multiple processes and outcomes. We offer directions for future research and discuss implications for policy makers and companies.
South Asian Journal of Global Business Research, 2012
ABSTRACT Purpose – Biotech companies are generally faced with the paradoxes of simultaneously man... more ABSTRACT Purpose – Biotech companies are generally faced with the paradoxes of simultaneously managing growth and innovation, as well as addressing explorative and exploitative aspects of innovation. Scholars have urged them to re-evaluate their business model. The purpose of this paper is to explore how biotech companies in emerging economies address these paradoxes, focusing upon the nascent biotech industry in India, in order to investigate their growth and innovation patterns, as well as identify the challenges that they may face. Design/methodology/approach – A qualitative data collection, using in-depth interviews with representatives of organizations that deal directly with improving the quality of the business environment for biotech industry in India, as well as biotech entrepreneurs and leaders were undertaken. A total of 13 interviews provided insights related to innovation and growth that is discussed in the paper. Findings – Data indicate that Indian biotech companies are ambidextrous and have managed to transcend the aforementioned paradoxes by developing and maintaining distinct organizational capabilities. They were found to pursue an integrated model of efficiency and innovation and utilize both exploitative and explorative aspects of innovation to fuel growth and innovation. The authors also found evidence of some of the characteristics of the “India Way”, proposed by Cappelli et al. Research limitations/implications – The authors conclude that Indian companies offer an opportunity for learning for American biotech companies with respect to building new competencies and balancing growth and innovation in today's competitive environment. Originality/value – Despite being labeled as the “industry of the decade”, biotechnology has been neglected in technology and innovation literature. It is hoped that the paper's findings will generate interest in the study of biotech industries in emerging economies, to help scholars develop interesting new theoretical models of innovation and aid managers in coping with the innovation and change paradoxes that they are faced with in developing new products and services.
Women are increasingly contributing to the field of social entrepreneurship, however research has... more Women are increasingly contributing to the field of social entrepreneurship, however research has not kept up to pace with this development. Scholars have also argued that issues related to identity are underexplored in social entrepreneurship research (Dacin, Dacin, & Tracey, 2011). Social entrepreneurs’ desire to create change often relates to their identity (Dees, 2001). Thus it is important to study the role of identity in the lives of women social entrepreneurs. The purpose of the study was to incorporate women’s social entrepreneurs’ perspectives with regards to their identity and explore how they make meaning of their identity. The sample included 11 women social entrepreneurs. Using Seidman’ adapted (2006) two-interview approach (for a total of 21 interviews from 11 participants), findings indicate that women social entrepreneurs embrace complexity of their identity. In discussing their roles as women and social entrepreneurs, they reveal relevance of multiple identities in ...
Current theories of career development (CD) do not adequately address women whose careers develop... more Current theories of career development (CD) do not adequately address women whose careers develop differently than men’s (Sullivan & Arthur, 2006). While women’s workforce participation rates indic...
In recent years, scholars have become critical of mainstream leadership development approaches. I... more In recent years, scholars have become critical of mainstream leadership development approaches. In particular, Petriglieri and Petriglieri refer to the dehumanization of leadership, whereby leadership breaks its ties to identity, community, and context. The purpose of this paper is to present an approach for humanizing leadership using the case example of George Washington University’s Organizational Leadership & Learning (OLL) program. Embedded in the critical leadership studies (CLS) approach, the humanizing principles, and the humanistic leadership paradigm, the OLL program’s leadership learning approach focuses on building a learning community and stakeholder engagement. I describe its pedagogical goals and instructional strategies that help promote a psychologically safe space where learners build trusting relationships, integrate diverse perspectives through respectful dialogues, and develop a sense of the “common good” and culture of equity through issue-centered learning. Us...
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