- The Business School
University of Huddersfield
Huddersfield, West Yorkshire HD1 3DH
United Kingdom
- University of Huddersfield, BUSINESS SCHOOL, Faculty Memberadd
- Learning and Teaching, South Asian Studies, Knowledge Management, Global Diversity Management, Workforce Diversity, Business Ethics, and 21 moreSociology of islam, Women's Studies, Human Resource Management, Critical Realism, Islam and Human Rights, Equality Studies, Ethnic and Racial Studies, Intersectionality Theory, Cross-Cultural Studies, Critical Race Theory, Diversity, Corporate Social Responsibility, Employment Relations, Gender, Emotional Labour, Business, Sociology, Gender Studies, Management, Gender and Sexuality, and Sociology of Religionedit
- Jawad Syed, PhD, Academic FCIPD, is Professor of Organisational Behaviour at Suleman Dawood School of Business (AACSB... moreJawad Syed, PhD, Academic FCIPD, is Professor of Organisational Behaviour at Suleman Dawood School of Business (AACSB accredited), Lahore University of Management Sciences (LUMS). His main research interests include gender, race and diversity in organisations, business ethics, international HRM and organisational knowledge.
Previously, he served as Professor of Organisational Behaviour and Diversity Management at University of Huddersfield (2014-2016) and Reader in Organisational Behaviour and Human Resource Management at University of Kent (2007-2014).
Jawad received his PhD in Business from Macquarie University and completed a Postgraduate Certificate in Higher Education at the University of Kent. Prior to that, he received Masters of International Business from Western Sydney University. He has also attended Institute for Management and Leadership in Education (MLE) at the Harvard University Graduate School of Education.
With an academic and leadership career that spans over 25 years in the United Kingdom, Australia and Pakistan, Jawad examines HRM and diversity from relational, contextual and interdisciplinary perspectives, and focuses on critical integration of theory with practice.
Jawad has widely written on issues related to HRM, OB, ethics and diversity including his articles in Business Ethics Quarterly, International Journal of Human Resource Management, British Journal of Management, Human Resource Management Journal, Management Learning, and Gender, Work and Organization.
He is a director of the Global Centre for Equality and Human Rights (GCEHR). He is also coordinator of the South Asian Academy of Management (SAAM), a professional association for scholars dedicated to creating and disseminating knowledge about management and organizations in South Asia. http://southasianaom.org
Jawad has edited/authored seven books and written more than 75 journal articles and book chapters, including his articles in the British Journal of Management, Business Ethics Quarterly, Human Resource Management Journal, Management Learning, and Gender, Work & Organization. His books include: Human Resource Management: A Global and Critical Perspective (Palgrave Macmillan), Managing Diversity and Inclusion: An International Perspective (Sage), Employee Motivation in Saudi Arabia: An Investigation into the Higher Education Sector (Palgrave Macmillan), Religious Diversity in the Workplace (Cambridge), Managing Gender Diversity in Asia: A Research Companion (Edward Elgar), and Managing Cultural Diversity in Asia: A Research Companion (Edward Elgar).
Jawad has presented his research at various international conferences including Academy of Management (USA), European Academy of Management, ANZAM, BAM, EDI and CMS.
On Pakistan's 65th Independence Day (14 August 2011), President of Pakistan conferred the honour of Sitara-i-Imtiaz (Star of Excellence) on Jawad. He was awarded the civil decoration for his contributions and public service in the field of equality and diversity management. This is one of the nation’s highest awards.
Leadership and administration:
- Dean of the Suleman Dawood School of Business (LUMS)
- Program chair of “Gender, Race and Diversity in Organizations” Strategic Interest Group of the European Academy of Management (2011 to date)
- Co-director of Training, Diversity and Development research group (Huddersfield)
- Member of the Editorial Review Boards of: British Journal of Management, Academy of Management Learning and Education, Gender in Management etc
- Head of the People, Management and Organization (PMO) subject group, Kent Business School (2011-12 and 2013-14).
- Chief Examiner of People, Management and Organization (PMO) Group of Kent Business School (2009 to 2013)
- Senior Research Mentor, and Member of the Research and Enterprise Committee of the University of Huddersfield Business School
- Member of the KBS Task Group to develop a CIPD accredited MSc in HRM programme (2011-12)
- Member of the University of Kent Equality Promotion Group (2009-12)
- Co-opted member of the University of Kent Staff Policy Committee (2012 to 2014)
- Member of the School Academic Discipline Committee (2010 to 2014)
- Coordinator of Research Seminar Series (2012-13)
- Member, Board of Fellows, South Asian Democratic Forum, Brussels (2012 to date)
- Director of Global Centre for Equality and Human Rights (GCEHR) (2014 to date)
PhD supervision:
Successfully supervised nine PhD students to completion.
PhD Examiner:
University of Bath, AUT University, University of Kent, RMIT University, University of Cape Town, University of Peshawar etcedit
This international Handbook provides a comprehensive overview of key topics, debates and issues within the now well-established field of Knowledge Management (KM). With contributions from a range of highly-skilled authors, diverse and... more
This international Handbook provides a comprehensive overview of key topics, debates and issues within the now well-established field of Knowledge Management (KM). With contributions from a range of highly-skilled authors, diverse and multi-disciplinary approaches towards KM are explored in this fantastic new reference work. Topics covered include performance, ethics, sustainability and cross-cultural management, making this an equally important read to academics and practitioners working in areas such as technology, education and engineering. By analysing how the field of KM has developed over the years, as well as presenting new methods to be implemented in the workplace, this Handbook outlines a research agenda for the future of organisational learning and innovation.
Research Interests:
Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact... more
Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. 'Anti-religion' sentiments tend to be based on the perception that religion can be neatly separated from the 'more acceptable/palatable' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world's population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management.
Reviews
'This important book provides a much overdue scoping review of religion at the workplace, a matter far too often overlooked. Whilst gender, sexuality, race, have by now entered mainstream diversity management, rarely does religion feature on an organization's Head of Diversity brief. This collection remedies the lack. A must read for academics and practitioners alike.'
Yochanan Altman - Middlesex University and The Open University of Hong Kong
'This book is a tour de force. Not only does the text explore myriad religions and the impact on organizations, the text also unveils the importance of understanding diversity management in very different socio-cultural and geo-political contexts. As a consequence, one is left in no doubt of the central role of religion in organizations, and everyday lives. Together with gender and race difference dimensions, religion is radically shaping not only management philosophy, but also international relations and spatial critiques of the political economy of development. In celebrating difference and diversity as part of organization and social theory, one wonders why religion has not been addressed before. This book corrects this.'
Beverly Dawn Metcalfe - American University of Beirut
'Recent terrorist attacks in several countries have tested our tolerance of religious diversity. This edited volume written by prominent diversity scholars is particularly timely in enlightening our understanding of spirituality and religion at work. The contributions touch on religious misunderstandings, discrimination, conflicts, and accommodating religious diversity in the workplace.'
Eddy Ng - F. C. Manning Chair in Economics and Business, Dalhousie University, Nova Scotia
'Religious Diversity in the Workplace treads boldly where many fear to go, thoughtfully raising the role and impact of religion and growing religious diversity at work. Yet go we must, if companies want to flourish at home and abroad in today’s global marketplace. The editors and contributors offer a welcome and illuminating guided tour - for both scholars and practitioners - of a wide range of perspectives and insights into religious diversity in the workplace, and why it matters now than more than ever.'
David W. Miller - Director, Princeton University Faith and Work Initiative, and author of God at Work: the History and Promise of the Faith at Work Movement
Reviews
'This important book provides a much overdue scoping review of religion at the workplace, a matter far too often overlooked. Whilst gender, sexuality, race, have by now entered mainstream diversity management, rarely does religion feature on an organization's Head of Diversity brief. This collection remedies the lack. A must read for academics and practitioners alike.'
Yochanan Altman - Middlesex University and The Open University of Hong Kong
'This book is a tour de force. Not only does the text explore myriad religions and the impact on organizations, the text also unveils the importance of understanding diversity management in very different socio-cultural and geo-political contexts. As a consequence, one is left in no doubt of the central role of religion in organizations, and everyday lives. Together with gender and race difference dimensions, religion is radically shaping not only management philosophy, but also international relations and spatial critiques of the political economy of development. In celebrating difference and diversity as part of organization and social theory, one wonders why religion has not been addressed before. This book corrects this.'
Beverly Dawn Metcalfe - American University of Beirut
'Recent terrorist attacks in several countries have tested our tolerance of religious diversity. This edited volume written by prominent diversity scholars is particularly timely in enlightening our understanding of spirituality and religion at work. The contributions touch on religious misunderstandings, discrimination, conflicts, and accommodating religious diversity in the workplace.'
Eddy Ng - F. C. Manning Chair in Economics and Business, Dalhousie University, Nova Scotia
'Religious Diversity in the Workplace treads boldly where many fear to go, thoughtfully raising the role and impact of religion and growing religious diversity at work. Yet go we must, if companies want to flourish at home and abroad in today’s global marketplace. The editors and contributors offer a welcome and illuminating guided tour - for both scholars and practitioners - of a wide range of perspectives and insights into religious diversity in the workplace, and why it matters now than more than ever.'
David W. Miller - Director, Princeton University Faith and Work Initiative, and author of God at Work: the History and Promise of the Faith at Work Movement
Research Interests:
This book investigates the relevance of Maslow’s hierarchy of needs as a theory of motivation, whilst taking into account variances in culture and individual experiences and perspectives. Focussing on higher education, the book responds... more
This book investigates the relevance of Maslow’s hierarchy of needs as a theory of motivation, whilst taking into account variances in culture and individual experiences and perspectives. Focussing on higher education, the book responds to the call for providing alternative conceptual models, other than those originating from the Anglo-Saxon world. The authors take a contextual approach and use the case of Saudi Arabia to understand motivation in a collectivist, highly religious and conservative society of the Middle East. Providing empirical findings from a study carried out at two Saudi universities differing in their religious outlook, this book reveals a hierarchy of needs that is significantly different from the theory proposed by Maslow. Religion, culture and gender are explored in detail as the authors investigate the relevance of Maslow’s theory in a region that is of growing interest to policy-makers and practitioners in North America and Europe, offering a truly insightful read to an international audience.
Research Interests:
This fully revised and updated 2nd edition of Human Resource Management: A Global and Critical Perspective builds on the previous edition’s success to bring an even sharper exploration of HRM in a real-world global context. With a... more
This fully revised and updated 2nd edition of Human Resource Management: A Global and Critical Perspective builds on the previous edition’s success to bring an even sharper exploration of HRM in a real-world global context. With a critical approach that is woven into the chapters and encourages students to question assumptions in HRM, there is a consistent focus on the impact of globalization, the ways in which theory has addressed the implications of a globalized workforce, and the way HRM works in multinational corporations. Boasting a truly global orientation which is removed from the typically western-centric approach, this textbook draws on the expert knowledge of chapter authors from around the world, combining international case studies with a strong offering of pedagogical features. Yet while this textbook is designed to engage the student and elicit independent thought, it also adopts a rigorous academic level which is grounded in the very latest research.
Brand new chapters: Talent Management; International Assignments; Managing Global and Migrant Workers; Sustainable HRM Revised and refreshed international case studies, including a mini-case at the start of each chapter and end of chapter case studies focused on an array of diverse, mostly non-western, regions of the world An innovative offering of pedagogical features, including critical discussions, action-orientated activities designed to engage students in transferable skill development, ‘In the News’ segments exploring contemporary issues, and ‘Stop and Reflect’ boxes to encourage critical thinking skills
This is a core textbook for general business and management degrees, specialist HRM degrees, and international business degrees. It is an ideal companion for students at both undergraduate and postgraduate level.
Reviews
`In the last few decades an increasing number of books on International HRM have been published. Among these publications this book stands out through the way in which it explores dominant concepts from the HRM literature, linking them with other literature, like on institutional theory, industrial relations and employee participation. The critical approach makes it stand out, especially when compared with more mainstream thinking on Strategic HRM. Global developments are looked at without the typical Euro-US angle - providing fresh ideas from other regions of the world like Australia. There are also many excellent cases suitable for various levels of teaching International HRM and employment relations.` --Ulke Veersma, Senior lecturer in International Human Resource Management, University of Greenwich, UK
`This book provides an excellent introduction to HRM in the 21st century, and in a global context. The topics are located in the present era; they update methodologies and offer original and actionable ways forward for a subject that is in danger of being hijacked by recycled insights.` --Raza Mir, Professor of Management, Cotsakos College of Business, William Paterson University, USA
`This new edition of Human Resource Management: A Global and Critical Perspective by Jawad Syed and Robin Kramer builds on the excellent reputation of the first edition. It is distinguished by considering HRM from a critical perspective and bringing a truly global perspective to the discussion. There is little doubt that it will develop the reader's depth of understanding of HRM through questioning the unitarist, performative and other assumptions that underpin managing people within organisations.` --David Collings, Professor of Human Resource Management and Associate Dean for Research, Dublin City University, Ireland
Brand new chapters: Talent Management; International Assignments; Managing Global and Migrant Workers; Sustainable HRM Revised and refreshed international case studies, including a mini-case at the start of each chapter and end of chapter case studies focused on an array of diverse, mostly non-western, regions of the world An innovative offering of pedagogical features, including critical discussions, action-orientated activities designed to engage students in transferable skill development, ‘In the News’ segments exploring contemporary issues, and ‘Stop and Reflect’ boxes to encourage critical thinking skills
This is a core textbook for general business and management degrees, specialist HRM degrees, and international business degrees. It is an ideal companion for students at both undergraduate and postgraduate level.
Reviews
`In the last few decades an increasing number of books on International HRM have been published. Among these publications this book stands out through the way in which it explores dominant concepts from the HRM literature, linking them with other literature, like on institutional theory, industrial relations and employee participation. The critical approach makes it stand out, especially when compared with more mainstream thinking on Strategic HRM. Global developments are looked at without the typical Euro-US angle - providing fresh ideas from other regions of the world like Australia. There are also many excellent cases suitable for various levels of teaching International HRM and employment relations.` --Ulke Veersma, Senior lecturer in International Human Resource Management, University of Greenwich, UK
`This book provides an excellent introduction to HRM in the 21st century, and in a global context. The topics are located in the present era; they update methodologies and offer original and actionable ways forward for a subject that is in danger of being hijacked by recycled insights.` --Raza Mir, Professor of Management, Cotsakos College of Business, William Paterson University, USA
`This new edition of Human Resource Management: A Global and Critical Perspective by Jawad Syed and Robin Kramer builds on the excellent reputation of the first edition. It is distinguished by considering HRM from a critical perspective and bringing a truly global perspective to the discussion. There is little doubt that it will develop the reader's depth of understanding of HRM through questioning the unitarist, performative and other assumptions that underpin managing people within organisations.` --David Collings, Professor of Human Resource Management and Associate Dean for Research, Dublin City University, Ireland
Research Interests:
This book documents and highlights the Deobandi dimension of extremism and its implications for faith-based violence and terrorism. This dimension of radical Islam remains largely ignored or misunderstood in mainstream media and academic... more
This book documents and highlights the Deobandi dimension of extremism and its implications for faith-based violence and terrorism. This dimension of radical Islam remains largely ignored or misunderstood in mainstream media and academic scholarship. The book addresses this gap. It also covers the Deobandi diaspora in the West and other countries and the role of its radical elements in transnational incidents of violence and terrorism. The specific identification of the radical Deobandi and Salafi identity of militants is useful to isolate them from the majority of peaceful Sunni and Shia Muslims. Such identification provides direction to governmental resources so they focus on those outfits, mosques, madrassas, charities, media and social medial channels that are associated with these ideologies. This book comes along at a time when there is a dire need for alternative and contextual discourses on terrorism.
Research Interests:
This authoritative text sets UK and European practices of divesity and inclusion firmly within a global context. Key features: International and cross-cultural case studies, examples and comparisons from a range of countries... more
This authoritative text sets UK and European practices of divesity and inclusion firmly within a global context.
Key features:
International and cross-cultural case studies, examples and comparisons from a range of countries including the emerging economies
Case study approach illuminates complex theories by showing how they are applied in practice
Criticality is central to the book with each chapter including critical analysis, critical questions and boxed critical insights and reflections
Companion website with free full text journal articles
Reviews:
The book edited by our colleagues, Jawad Syed and Mustafa Ozbilgin, is quite refreshing and gives some important critical reflections on the issue of diversity in our contemporary organizations and societies. It deserves to be read by all of us who are interested and deal with Diversity Issues. -- Jean-François Chanlat, Full Professor and 'Management et diversité' co-chair, P.S.L Research, Université Paris-Dauphine
This book is an invaluable resource to help employers, managers and policy makers understand the challenges of moving forward in the diversity and inclusion space, and the ways in which to respond to different cultural contexts. It is a much needed piece of work which draws together various experiences and perspective on diversity and inclusion, to help really start thinking, reflecting and moving forward in a way that is not only socially responsible and ethical but also business-oriented. Combining academic work across various disciplines and cultures with numerous organisational examples, the book provides fresh insight to scholars and practitioners to understand this topic and be more confident, proactive and inclusive in their approach to diversity, rather than being constrained and limited to minimal legal compliance. -- Dianah Worman, OBE Chartered FCIPD, Diversity lead for the Chartered Institute of Personnel and Development
Understanding of the depth and complexity of diversity management has grown considerably over the last decade. From a discourse which focused primarily on individualised rights and treatment, academic and professional thinking and writing has built on growing perspectives of workplace and societal cultures and hegemonies so as to inform discussion on addressing some of the more chronic, long-standing issues of under-representation and disadvantage. It is increasingly understood that successful strategies to improve the breadth and depth of diversity in organisations requires pro-active and compelling thinking and understanding, not just a list of dos and don’ts! The authors of this book have detailed and long-standing work and experience of these issues. The book brings together a variety of approaches which will add important context to current issues and debate. -- David Ruebain, Chief Executive of Equality Challenge Unit
Key features:
International and cross-cultural case studies, examples and comparisons from a range of countries including the emerging economies
Case study approach illuminates complex theories by showing how they are applied in practice
Criticality is central to the book with each chapter including critical analysis, critical questions and boxed critical insights and reflections
Companion website with free full text journal articles
Reviews:
The book edited by our colleagues, Jawad Syed and Mustafa Ozbilgin, is quite refreshing and gives some important critical reflections on the issue of diversity in our contemporary organizations and societies. It deserves to be read by all of us who are interested and deal with Diversity Issues. -- Jean-François Chanlat, Full Professor and 'Management et diversité' co-chair, P.S.L Research, Université Paris-Dauphine
This book is an invaluable resource to help employers, managers and policy makers understand the challenges of moving forward in the diversity and inclusion space, and the ways in which to respond to different cultural contexts. It is a much needed piece of work which draws together various experiences and perspective on diversity and inclusion, to help really start thinking, reflecting and moving forward in a way that is not only socially responsible and ethical but also business-oriented. Combining academic work across various disciplines and cultures with numerous organisational examples, the book provides fresh insight to scholars and practitioners to understand this topic and be more confident, proactive and inclusive in their approach to diversity, rather than being constrained and limited to minimal legal compliance. -- Dianah Worman, OBE Chartered FCIPD, Diversity lead for the Chartered Institute of Personnel and Development
Understanding of the depth and complexity of diversity management has grown considerably over the last decade. From a discourse which focused primarily on individualised rights and treatment, academic and professional thinking and writing has built on growing perspectives of workplace and societal cultures and hegemonies so as to inform discussion on addressing some of the more chronic, long-standing issues of under-representation and disadvantage. It is increasingly understood that successful strategies to improve the breadth and depth of diversity in organisations requires pro-active and compelling thinking and understanding, not just a list of dos and don’ts! The authors of this book have detailed and long-standing work and experience of these issues. The book brings together a variety of approaches which will add important context to current issues and debate. -- David Ruebain, Chief Executive of Equality Challenge Unit
Research Interests:
"Bringing together eminent international HRM scholars, this book places a premium on critical thinking and analytical abilities that can be successfully applied to human resource management. We take a different view of HRM theory and... more
"Bringing together eminent international HRM scholars, this book places a premium on critical thinking and analytical abilities that can be successfully applied to human resource management. We take a different view of HRM theory and practice to the often mechanically prescriptive orthodox texts. Our take on the theory and practice of HRM is far from US- or UK-centric; our choice of topics as well as geographies covered in the text (i.e. Europe and Asia-Pacific) is an attempt to situate critical issues facing HRM in a global context.
Each chapter addresses a core topic and reflects the current state of critical scholarly activity in the field, highlighting some enduring theories and approaches, and then pushes the boundaries of HRM beyond those ideas. Our approach differs most widely when we consider that the practice and theory of HRM involves a number of key issues, including but not limited to managing diversity, ethics, CSR, national context, knowledge management, relationship between work and non-work, implementing HRM (which often requires managing change), understanding expectations and motivations of individuals and groups, and role of external compliance factors in influencing HRM, e.g. legal and regulatory requirements. These topics we consider at the heart of real life HRM situations and we believe a critical approach offers a more effective outcome. We identify and challenge assumptions, develop an awareness of the context, seek alternative ways of seeing a situation and relate these to real world examples in contexts as diverse as Europe and Asia Pacific.
With a view to reconnecting a critical HRM perspective to the mainstream, the editors of this book feel the time is right for an in depth evaluation of the phenomena of HRM. While old debates cannot be ignored, our concern is to provide a critical text integrating fundamental theories and practices of HRM with critical insights and relevant practical examples from a variety of international contexts. The book is expected to stimulate discussion of how to destabilise the prevailing orthodoxy in the field of HRM and deconstruct some aspects of the HRM paradigm. We therefore believe this text will be equally useful to academics, practitioners and students who want to understand and meet the increased challenges facing HRM in the current global crisis and beyond."
Each chapter addresses a core topic and reflects the current state of critical scholarly activity in the field, highlighting some enduring theories and approaches, and then pushes the boundaries of HRM beyond those ideas. Our approach differs most widely when we consider that the practice and theory of HRM involves a number of key issues, including but not limited to managing diversity, ethics, CSR, national context, knowledge management, relationship between work and non-work, implementing HRM (which often requires managing change), understanding expectations and motivations of individuals and groups, and role of external compliance factors in influencing HRM, e.g. legal and regulatory requirements. These topics we consider at the heart of real life HRM situations and we believe a critical approach offers a more effective outcome. We identify and challenge assumptions, develop an awareness of the context, seek alternative ways of seeing a situation and relate these to real world examples in contexts as diverse as Europe and Asia Pacific.
With a view to reconnecting a critical HRM perspective to the mainstream, the editors of this book feel the time is right for an in depth evaluation of the phenomena of HRM. While old debates cannot be ignored, our concern is to provide a critical text integrating fundamental theories and practices of HRM with critical insights and relevant practical examples from a variety of international contexts. The book is expected to stimulate discussion of how to destabilise the prevailing orthodoxy in the field of HRM and deconstruct some aspects of the HRM paradigm. We therefore believe this text will be equally useful to academics, practitioners and students who want to understand and meet the increased challenges facing HRM in the current global crisis and beyond."
"This volume has been developed with an aim to provide an authoritative overview of diversity management in Asia. Although the Asian context appears at first sight to be irreconcilably divergent in terms of diversity management... more
"This volume has been developed with an aim to provide an authoritative overview of diversity management in Asia. Although the Asian context appears at first sight to be irreconcilably divergent in terms of diversity management approaches, in this volume we seek to explore thematic and geographical demarcations of the concepts of diversity and equality at work. The aim is not only to examine diversity management in a particular geography but also to make a marked contribution to the theory of managing diversity and equality by revealing the significance of context, time and space in framing policies and practices of management. Following the call by Bell and Kravitz (2008), we have attempted at bringing together studies which theorise practice of diversity management, in order to help close the gap between practice and theory in this field in Asia. The volume, therefore, offers in the main an evidence based approach (Özbilgin and Tatli, 2008) in theorisation of diversity management.
With empirical and conceptual contributions from eminent scholars from across the Asian continent as well as the Asian diaspora, this volume provides a text that allows us to understand practices of equality and diversity management in settings across Asia and also to understand the key drivers and implications of such practices. The volume examines cultural diversity management from multiple angles; whilst some chapters examine diversity management in domestic firms in Asian countries, others examine it from a cross-cultural or international perspective.
Cultural diversity is a consequence of different assumptions which underpin the logic of practice at work. The Asian setting provides a unique site for studying cultural diversity as Asia is the birthplace of many socio-religious discourses which underpin the way work and life is organised in contemporary societies. The first 19 chapters (besides introduction) in this volume deal with cultural diversity management in Asia. The volume also contains three chapters on the Asian diaspora, exploring diversity of and among Asian migrants in other continents. "
With empirical and conceptual contributions from eminent scholars from across the Asian continent as well as the Asian diaspora, this volume provides a text that allows us to understand practices of equality and diversity management in settings across Asia and also to understand the key drivers and implications of such practices. The volume examines cultural diversity management from multiple angles; whilst some chapters examine diversity management in domestic firms in Asian countries, others examine it from a cross-cultural or international perspective.
Cultural diversity is a consequence of different assumptions which underpin the logic of practice at work. The Asian setting provides a unique site for studying cultural diversity as Asia is the birthplace of many socio-religious discourses which underpin the way work and life is organised in contemporary societies. The first 19 chapters (besides introduction) in this volume deal with cultural diversity management in Asia. The volume also contains three chapters on the Asian diaspora, exploring diversity of and among Asian migrants in other continents. "
"In thirteen chapters, this volume offers an understanding of gender diversity and equality in Asia. Chapters in this volume demonstrate high levels of gender dissimilarity in the form of continued under-representation of women in... more
"In thirteen chapters, this volume offers an understanding of gender diversity and equality in Asia. Chapters in this volume demonstrate high levels of gender dissimilarity in the form of continued under-representation of women in positions of power and authority in the region. However, at the same time, they present some counterintuitive arguments regarding gender similarity, illustrating how women and men’s individual aspirations in the region are remarkably similar and that what differentiate their experience are the assumptions which underpin the organisation of work and life. Unique nature of the Asian institutional structures, approaches and processes are examined in order to account for variations in representation and inclusion at work for women and men. "
"Instructor Manual, edited by J. Syed. Book Information: Contemporary issues in management and organisational behaviour / [edited by] Peter Murray, David Poole, Grant Jones. Published: South Melbourne, Vic. : Thomson Learning,... more
"Instructor Manual, edited by J. Syed.
Book Information: Contemporary issues in management and organisational behaviour / [edited by] Peter Murray, David Poole, Grant Jones.
Published: South Melbourne, Vic. : Thomson Learning, 2006.
This text is aimed at students studying introductory management and organisational behaviour subjects, particularly the postgraduate and undergraduate levels. It takes a more critical focus than other texts and departs from the conventional undergraduate PLOC framework. This is one of the only Australian books in this market area."
Book Information: Contemporary issues in management and organisational behaviour / [edited by] Peter Murray, David Poole, Grant Jones.
Published: South Melbourne, Vic. : Thomson Learning, 2006.
This text is aimed at students studying introductory management and organisational behaviour subjects, particularly the postgraduate and undergraduate levels. It takes a more critical focus than other texts and departs from the conventional undergraduate PLOC framework. This is one of the only Australian books in this market area."
Organizations in the West have to contend with an expanding Muslim workforce, an issue of considerable importance in contemporary workplaces. The dilemma of inclusion versus exclusion is often cloaked in a limited understanding of Islam... more
Organizations in the West have to contend with an expanding Muslim workforce, an issue of considerable importance in contemporary workplaces. The dilemma of inclusion versus exclusion is often cloaked in a limited understanding of Islam in tandem with Islamophobia. Our core question is how can organizational practices enable inclusion for the Muslim workforce in the West? We initiate a timely and important dialogue through utilizing and developing a non-conventional approach of poetics, to investigate how organizational practices are embedded in relational space with implications for inclusion and exclusion. Our dual contribution is firstly to illustrate the use of poetics to understand Islam in the West and, secondly, we argue for the use of a multiplicity of discourses and discuss theoretical implications for human relations through thoughtful reflections of Islam. We suggest a nuanced perspective that values heterogeneity, to unfold dialogic engagement and enable organizational practices of inclusion.
Research Interests:
Marginalization of women in economic development and in social and political spaces is a worldwide phenomenon; however, it is worse in developing countries. In Nigeria, despite the adoption of the United Nations’ Convention on the... more
Marginalization of women in economic development and in social and political spaces is a worldwide phenomenon; however, it is worse in developing countries. In Nigeria, despite the adoption of the United Nations’ Convention on the Elimination of All Forms of Discrimination against Women in 1985 and similar local policies, such as the National Gender Policy of 2006, inequality still exists due to a myriad of cultural and structural challenges. This has constrained women’s participation in all spheres of life with serious implications for human resource development and, in that capacity, economic development of the country and the general state of gender equality. This article reviews the situation in Nigeria and argues that local adaptation of international norms as well as a focus on domestic reforms in laws and culture might be a reasonable approach towards women’s development.
Research Interests:
Within sparse studies available on ethnic privilege at work, the emphasis is dominantly on ethnic privileges available to white, Anglo-Saxon, Protestant, heterosexual men and to a lesser extent white women. This paper presents and... more
Within sparse studies available on ethnic privilege at work, the emphasis is dominantly on ethnic privileges available to white, Anglo-Saxon, Protestant, heterosexual men and to a lesser extent white women. This paper presents and develops an Islamic and postcolonial perspective on ethnic privilege, which is unique not only due to contextual and cultural differences but also due to its postcolonial nature and composition. By postcolonial, the paper refers to cultural legacies of Arab colonialism and ideology in South Asia and elsewhere. Drawing on a qualitative study of Muslim female employees in Pakistan, the paper shows that religio-ethnic privilege represents postcolonial influences of a foreign (Arab-Salafi, ultra-orthodox Islamist) culture on a (non-Arab Muslim) society, and as such does not represent ethnic norms of a local mainstream society. The paper investigates the case of religio-ethnic privilege and female employment in Pakistan and examines how a foreign-influenced stereotype of female modesty is used to benchmark and preferentially treat 'good Muslim women.' The analysis shows that an Islamic and postcolonial lens may be needed to understand the nature and implications of religio-ethnic privilege at work in Muslim majority countries and societies.
Research Interests:
Based on a review of the literature on post-training transfer interventions, this paper offers a conceptual model that elucidates potential mechanisms through which two types of post-training transfer intervention (relapse prevention and... more
Based on a review of the literature on post-training transfer interventions, this paper offers a conceptual model that elucidates potential mechanisms through which two types of post-training transfer intervention (relapse prevention and proximal plus distal goal setting) influence the transfer of training. We explain how the application of post-training transfer interventions enhances trainees’ readiness and motivation to use newly trained skills in the workplace, which in turn helps trainees to retain and apply the new skills to the job. Explaining this process provides a better insight into how training transfer performance is affected by post-training transfer interventions and trainee attitudes.
Research Interests:
This paper offers a relational, multilevel perspective on gender equality and mainstreaming. It argues that single-level conceptua-liz ations of equality within organiz ational or legal policy domain 10 may not fully capture the... more
This paper offers a relational, multilevel perspective on gender equality and mainstreaming. It argues that single-level conceptua-liz ations of equality within organiz ational or legal policy domain 10 may not fully capture the multilevel and contextual nature of gender equality and mainstreaming. Based on a review of macro-level factors (e.g. laws, policies, and culture), meso-level factors (e.g. organiz ational interventions), and micro-level factors (e.g. intersection of gender with social class and family status) in 15 Pakistan, the paper develops a contextual perspective on gender mainstreaming to achieve gender equality at multiple levels.
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Purpose: While the notion of institutional racism typically focuses on racial discrimination in institutions such as governmental organisations, academic institutions, and courts of law, there is a need to complement this organisational... more
Purpose: While the notion of institutional racism typically focuses on racial discrimination in institutions such as governmental organisations, academic institutions, and courts of law, there is a need to complement this organisational (meso) focus with the investigation of relevant factors at the societal (macro) and individual (micro) levels. This study examines the multilevel factors influencing institutional racism in the film industry. Methodology: Drawing on 16 in-depth interviews with individuals working in the film industry, this article develops a conceptual perspective of multilevel racism. Findings: The findings highlight how power structures, network-based recruitment practices, as well as formal and informal learning lead to and sustain racism in the film industry. However, agency on individual level is observed as a way to break those patterns. Originality: The findings highlight how individual agency pushes for more equality and diversity in the film industry, despite the barriers encountered on macro-and meso-levels. In addition, the important role of formal and informal learning through observation is stressed as a means to sustain the discriminatory practices in this industry.
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Purpose: This study examines gender inequality in Saudi Arabia by using a relational perspective that takes into account the interrelated nature of the multilevel factors that influence this phenomenon. Methodology: Twenty-one in-depth... more
Purpose: This study examines gender inequality in Saudi Arabia by using a relational perspective that takes into account the interrelated nature of the multilevel factors that influence this phenomenon.
Methodology: Twenty-one in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis.
Findings: The findings show how the interplay of factors on macro-, meso-and micro-levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power of wasta, the notions of female modesty and family honour, and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women's experiences are varied on the basis of social class, family status and other dimensions of individual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward.
Originality: This study stresses the interrelated nature of the multi-level factors that affect gender equality and highlights the important role of individuals agency and resilience.
Methodology: Twenty-one in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis.
Findings: The findings show how the interplay of factors on macro-, meso-and micro-levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power of wasta, the notions of female modesty and family honour, and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women's experiences are varied on the basis of social class, family status and other dimensions of individual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward.
Originality: This study stresses the interrelated nature of the multi-level factors that affect gender equality and highlights the important role of individuals agency and resilience.
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This paper offers an Islamic perspective on the issues of female migrants, mainly in domestic work, and the Islamic ethics that pertain to their contemporary circumstances in Qatar. It uses intersectionality theory to argue that multiple... more
This paper offers an Islamic perspective on the issues of female migrants, mainly in domestic work, and the Islamic ethics that pertain to their contemporary circumstances in Qatar. It uses intersectionality theory to argue that multiple identity categories of migration, ethnicity and class are important along with gender to better analyse power relations and discrimination facing female migrant domestic workers. It refers to Islamic egalitarian and humanitarian teachings as an ethical framework for legislative and cultural reforms. The paper also offers some real-life examples to illustrate the issues and challenges facing migrant domestic workers in Qatar. In the end, some recommendations and implications are offered. Keywords female migrant domestic workers – gender – intersectionality – Islamic ethics – Qatar
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Work engagement is assumed, implicitly, to be gender-neutral where women and men have equal opportunities to demonstrate their engagement in the workplace. This paper questions this assumption and integrates gender into the notion of work... more
Work engagement is assumed, implicitly, to be gender-neutral where women and men have equal opportunities to demonstrate their engagement in the workplace. This paper questions this assumption and integrates gender into the notion of work engagement by investigating and contextualising the factors that affect the genderedness of work engagement. It uses gendered organisation theory and engagement theory to expose the gendered nature of work engagement. Interviewing thirty-six employees from three telecommunication companies in Jordan, it is found that the notion of work engagement is neither gender neutral nor universal, and that the presence of inequality regimes means that women may have less opportunity to experience engagement, and certainly the opportunity will vary across contexts.
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Global leadership has served as a hallmark topic in leadership research for the past few decades, in response to an unprecedented growth of international firms and markets (Ajarimah, 2001; Caligiuri, 2006; Gentry et al., 2014; Khilji et... more
Global leadership has served as a hallmark topic in leadership research for the past few decades, in response to an unprecedented growth of international firms and markets (Ajarimah, 2001; Caligiuri, 2006; Gentry et al., 2014; Khilji et al., 2010; Mendenhall et al., 2012; Özbilgin and Syed, 2010). However, scholars have described it as a western-centric (Arvey et al., 2015) and male-dominated (Kyriakidou, 2012; Murray and Syed, 2010; Syed and Murray, 2008) field. The intersectional effects of gender, ethnicity and other forms of identity remain relatively underexplored in the leadership literature. With the purpose of providing an unconventional non-western perspective (Bamberger and Pratt, 2010; Khilji and Rowley, 2013) and also in line with the intersectionality perspective (Shields, 2008), this special issue (SI) comprises research that explores South Asian leadership experiences and perspectives about gender. An examination of the intersections between gender and leadership, and/or ethnicity and gender in leadership can help us to understand changes in social relations over time. An intersectional lens is also helpful in deconstructing categories within which policy makers and academics often confine groups and individuals. It provides a nuanced and holistic understanding of how women are located within various social situations and contexts.
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Much of the critical research on human resource development (HRD) is positioned within Western constructions of knowledge and orthodoxy. Barring a few exceptions (e.g. there is little critique of the ‘colonial boundaries’ for how HRD is... more
Much of the critical research on human resource development (HRD) is positioned within Western constructions of knowledge and orthodoxy. Barring a few exceptions (e.g. there is little critique of the ‘colonial boundaries’ for how HRD is theorized and practiced. Global practice is dominated by neoliberal approaches that do not reflect the realities of human development in diverse geopolitical contexts. In this paper, we advance contemporary theorizing by providing a transnational and postcolonial critique of HRD. We highlight the importance of this lens by evaluating gender and difference in the Middle East (ME). We argue that HRD scholarship should reimagine colonial boundaries, and encourage critical inquiry that reflects the contextual and social complexities of space and place. Our arguments illustrate the importance of Islamic feminism in supporting HRD in the ME, and the intersecting dynamics of gender and employment, considering religious, ethnic, and political contestations.
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Drawing on qualitative interviews with 20 South Asian heritage, Muslim, female leaders, managers, and supervisors in the United Kingdom, we examine the multi-layered issues and challenges they face in pursuit of employment and leadership... more
Drawing on qualitative interviews with 20 South Asian heritage, Muslim, female leaders, managers, and supervisors in the United Kingdom, we examine the multi-layered issues and challenges they face in pursuit of employment and leadership positions. The paper offers an intersectional perspective taking into account interconnected and overlapping factors (gender, ethnicity, religion, and family status) that affect not only the issues and challenges these women face in the labour market but also the individual agency and strategies they use to overcome any obstacles in the way of their employment and career. The results show that although Muslim women continue to face a myriad of challenges in the workplace, they are also able to tackle some of these issues through their individual strategies and networks, such as personal networks and further education. The study highlights the need for policymakers and employers to consider intersectionality to enable ethnic minority women’s inclusion and leadership within and outside the workplace.
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Despite numerous governmental attempts to improve women's employment and equality in Pakistan, statistics suggest that these effortxs have not been entirely fruitful. Steps taken by the government are usually in response to pressure from... more
Despite numerous governmental attempts to improve women's employment and equality in Pakistan, statistics suggest that these effortxs have not been entirely fruitful. Steps taken by the government are usually in response to pressure from international donors and rights groups. However, there seem to be important contextual and sociocultural differences at play when it comes to how gender equality is to be achieved in organizational practice. Such differences, as well as an apparent lack of genuine commitment at the policy level, may explain why there remains a gap between the policy and praxis of gender equality in Pakistan. Informed by structural and relational perspectives of gender, this article draws on in-depth qualitative interviews with female employees to explore the multilevel issues related to gender equality at the macro-national, meso-organizational and micro-individual levels. In particular, it highlights such issues as societal norms of female modesty and gender segregation (macro), sexual harassment, career-related challenges and income gap (meso), and family status and agency (micro).
This paper reviews the macro-national level factors that influence women's work engagement in Arab countries. First, it offers an overview of the notions of work engagement and gendered work engagement. Next, the macro-national context is... more
This paper reviews the macro-national level factors that influence women's work engagement in Arab countries. First, it offers an overview of the notions of work engagement and gendered work engagement. Next, the macro-national context is investigated where economic, socio-cultural, and legal factors are analyzed that may explain differences in workplace engagement between men and women. Lastly, the discussion, implications for future research and practice, and conclusion are offered.
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This paper sheds light on the paradoxical and dynamic nature of gender and leadership in India through a critical review of Indian film 'Mardaani' (meaning: mannish). The review shows that masculine stereotypes of leadership are... more
This paper sheds light on the paradoxical and dynamic nature of gender and leadership in India through a critical review of Indian film 'Mardaani' (meaning: mannish). The review shows that masculine stereotypes of leadership are simultaneously reinforced and shattered in the Indian context, and that despite all the odds, women's role in organisations is characterised of dynamism and change. The paper situates this review in the broader context of gender, employment and leadership in India and offers a critical analysis. The analysis has two implications. Firstly, it indicates that women are equally capable of demonstrating worthy leadership. Secondly, it highlights that being a leader, or 'mannish', in the workplace does not mean that women are not responsible for the domestic and caring duties at home. In fact, female leaders in India continue to do the double-shift by struggling to balance their roles in the workplace and their personal lives.
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Despite an extensive literature on Muslims in the context of work and organisations, many IHRM-related issues facing the Muslim diaspora in the West remain underexplored. By the Muslim diaspora, we mean Muslims who have who have... more
Despite an extensive literature on Muslims in the context of work and organisations, many IHRM-related issues facing the Muslim diaspora in the West remain underexplored. By the Muslim diaspora, we mean Muslims who have who have immigrated to, were born in, or are expatriates in a Western country. By deploying this term, we acknowledge a collective reality while also being mindful of contemporary heterogeneity in understanding Muslims in the West. Within this context, we seek to enhance awareness of the complexity of the Muslim diaspora at work in the West in order to crumble and tease out the dissonance that exists in organisations with reference to Muslims.
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This article presents a macro-national perspective of gender equality in employment in two Muslim majority countries, Turkey and Pakistan. The article examines and compares the institutional implications of secularism and Islamic shariah... more
This article presents a macro-national perspective of gender equality in employment in two Muslim majority countries, Turkey and Pakistan. The article examines and compares the institutional implications of secularism and Islamic shariah for gender equality in employment in the two countries. Drawing on case studies of a selection of influential public and private sector organizations engaged in promoting and implementing gender equality in Turkey and Pakistan, the article argues that secularism and shariah as dominant ideologies present poor agendas for gender equality. Indeed, secularism and shariah hijack gender equality discourses paying only partial lip service to genuine demands for equality. The article argues that there is a need to rescue gender equality from the clasp of ideology and bring in genuine processes of equal opportunity and social justice in the workplace.
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This paper examines the issue of gender equality within Islam in order to develop an ethical framework for businesses operating in Muslim majority countries. We pay attention to the role of women and seemingly inconsistent expectations of... more
This paper examines the issue of gender equality within Islam in order to develop an ethical framework for businesses operating in Muslim majority countries. We pay attention to the role of women and seemingly inconsistent expectations of Islamic and western societies with regard to appropriate gender roles. In particular, we contrast a mainstream western liberal individualist view of freedom and equality—the capability approach, used here as an illustration of mainstream western liberalism—with an egalitarian Islamic view on gender equality. While the paper identifies an opportunity for this particular approach to reform patriarchal interpretations and practices of Islam toward gender egalitarian interpretations and practices, it also contests the notions of adaptation and well-being inherent within the capability approach.
What if our actions were imbued with the sacred? What if activism in organisations evokes better local society and responsible global community? What if sacred activism signals the performance of a deeper understanding and mindful actions... more
What if our actions were imbued with the sacred? What if activism in organisations evokes better local society and responsible global community? What if sacred activism signals the performance of a deeper understanding and mindful actions for contextualising management and organisations in South Asia? These are some of the questions we pose to scholars and practitioners as we seek to present the multiplexities and singularities that epitomise South Asia. We address the braided realities and opportunities presented by religion, culture, ethnicity, gender and governance to contextualise organisations and management among the 1.67 billion people who constitute South Asia. We calligraph our interpretations and future possibilities based on historical traditions and extant data, mindful that some parts of this vast region are grappling with religious radicalisation, East–West tensions, underdevelopment, low literacy rates, violence against women, and international debts and handouts. This heterogeneous region also has a major BRICS country (i.e., India), provides CEOs to the world, scientists to NASA, outsourcing facilities to global corporations, has a young population, a huge middle class, and is actively participating in mergers and acquisitions in the global corridors of commerce. Our poignant hope is to inform and suggest possibilities for constructing enriching engagements and research in this region.
This article reviews the effect of two post-training transfer interventions (relapse prevention [RP] and goal setting [GS]) on trainees’ ability to apply skills gained in a training context to the workplace. Through a review of... more
This article reviews the effect of two post-training transfer interventions (relapse prevention [RP] and goal setting [GS]) on trainees’ ability to apply skills gained in a training context to the workplace. Through a review of post-training transfer interventions literature, the article identifies a number of key issues that remain unresolved or underexplored, for example, the inconsistent results on the impact of RP on transfer of training, the lack of agreement on which GS types are more efficient to improve transfer performance, the lack of clarity about the distinction between RP and GS, and the underlying process through which these two post-training transfer interventions influence transfer of training. We offer some recommendations to overcome these problems and also provide guidance for future research on transfer of training.
Despite a plethora of empirical evidence on the potential role of senior management in the success of corporate social responsibility (CSR) in Western-dominated organizational contexts, little attempt has been made to document the various... more
Despite a plethora of empirical evidence on the potential role of senior management in the success of corporate social responsibility (CSR) in Western-dominated organizational contexts, little attempt has been made to document the various managerial mindsets towards CSR in organizations in Muslim-dominated countries in the Middle East region. To address this existing lacuna of theoretical and empirical research in CSR management, this paper offers a qualitative case study of CSR in three manufacturing firms operating in Iran’s auto industry. Based on an inductive analysis of the qualitative data, three types of managerial mindset towards CSR are identified: conformist, self-seeker, and satisfier. Whilst it is evident that these different mindsets of Iranian managers seek to serve managerial ends and short-term self-interests, they fall short of core values of Islamic ethics and CSR.
In this guest editorial, we have synthesized seminal work on business ethics in Islam to provide a key frame of reference for academicians and policy makers interested in understanding this topic in diverse economic and socio-cultural... more
In this guest editorial, we have synthesized seminal work on business ethics in Islam to provide a key frame of reference for academicians and policy makers interested in understanding this topic in diverse economic and socio-cultural contexts. Papers in this special issue challenge the universalizing ethos of Islamic ethics and development ethics, and advance debate and critique on the socio-cultural and geo-political nuances that shape the ethics of management, organization and development planning and governance frameworks. The papers also assist business knowledge transfer from the Global South to the Global North, and reinvigorate debates about social justice and an ethics of care that have until recently had a predominantly Western flavour.
This review paper examines whether there is a tendency towards appropriation or participation of the individual in the literature of knowledge management (KM).
This paper sheds light on the expatriate–local relationship based on local employees' perspectives of expatriate managers. Drawing on a survey of local employees working in three Western multinational banks in Jordan, the study explores... more
This paper sheds light on the expatriate–local relationship based on local employees' perspectives of expatriate managers. Drawing on a survey of local employees working in three Western multinational banks in Jordan, the study explores local employees' views on expatriate managers and their performance. The study reveals that local employees are generally indifferent to their manager's nationality as long as the manager has the capability to drive the subsidiary forward. However, one key concern of locals is the ability of expatriates to adapt to the local culture and business environment. The study also points towards a significant gap between the formal rationale for expatriation by multinational companies and what local employees perceive as real reasons behind expatriation.
This paper reviews the current knowledge management (KM) practices to examine the attention (or lack thereof) paid to the individual in managing knowledge in organisations. It identifies and reviews four key practices of KM - i.e.,... more
This paper reviews the current knowledge management (KM) practices to examine the attention (or lack thereof) paid to the individual in managing knowledge in organisations. It identifies and reviews four key practices of KM - i.e., information technology, organisational culture and structure, communities of practice, and human resource practices - to examine how knowledge is interpreted, processed and managed, and the role individuals play in such interpretations, processing and management. The review shows that existing KM practices may be improved through an increased focus on the role of individuals (an individual-centric approach) in designing and implementing KM in organisations.
This paper reviews ethical issues inherent in the theorisation and practice of knowledge management with specific attention to the conflict of knowledge ownership between organisations and individual employees.
Strategic alignment of competitive strategies and dynamic capabilities may enable e-businesses to create superior value for their stakeholders.
The aim of this paper is to examine contextual emotional labor, which is a long-term emotional experience in response to conflicting demands of societal and organizational contexts. Drawing on qualitative interviews with Muslim female... more
The aim of this paper is to examine contextual emotional labor, which is a long-term emotional experience in response to conflicting demands of societal and organizational contexts. Drawing on qualitative interviews with Muslim female employees in two textile firms in Lahore, Pakistan, the paper explores the nature and extent of contextual emotional labor associated with these women's decision to step into 'the male domain'. The study identifies contextual emotional labor as an integral part of Muslim female employees' work in the formal employment sector resulting from an ongoing tension between the display rules of the workplace and Islamic female modesty.
"This paper offers an editorial introduction to the special issue on “Gender and Diversity in Organizations in South Asia". It also offers an overview of the state of extant research on equality, diversity and inclusion in South Asia.”
The way work engagement is constructed and researched in literature is assumed, at least implicitly, to be gender-neutral where women and men have equal opportunity to demonstrate their engagement in the workplace. This review paper aims... more
The way work engagement is constructed and researched in literature is assumed, at least implicitly, to be gender-neutral where women and men have equal opportunity to demonstrate their engagement in the workplace. This review paper aims to integrate gender into the notion of work engagement in order to examine whether the notion of work engagement is gendered. The paper proposes a conceptual framework to develop and explain the notion of gendered work engagement. It shows that work engagement is gendered concept as it is easier for men to demonstrate work engagement than for women.
This paper is a guest editorial piece in the Special Issue of the Gender in Management Journal on “Gender equality at work in South Asia”. In this paper, we not only introduce the papers selected for the special issue but also offer an... more
This paper is a guest editorial piece in the Special Issue of the Gender in Management Journal on “Gender equality at work in South Asia”. In this paper, we not only introduce the papers selected for the special issue but also offer an overview of the current state of female employment, economic activity and gender equality at work in countries in South Asia.
The aim of this paper is to explore the focus on individuals in the field of knowledge management (KM). Through a meta-review of the KM literature, we identify a relative disregard of the individual in the KM literature while information... more
The aim of this paper is to explore the focus on individuals in the field of knowledge management (KM). Through a meta-review of the KM literature, we identify a relative disregard of the individual in the KM literature while information technology (IT) oriented concepts are widely represented. Our review indicates the need for a greater emphasis on individuals in KM as knowledge is based on individuals' ability and willingness to create, share and transfer knowledge. We offer suggestions on how to integrate individuals into theorising and enacting KM and also identify some avenues for future research.
The primary aim of this paper is to investigate whether equal opportunity and diversity pronouncements, both internally through organisation own administrative policies or externally imposed governmental legislations benefit those who are... more
The primary aim of this paper is to investigate whether equal opportunity and diversity pronouncements, both internally through organisation own administrative policies or externally imposed governmental legislations benefit those who are the main subject of such initiatives-i.e. employees. Whilst a majority of current research on equality and diversity dominated by writings on developed and specifically Western nations, this paper tackles such one-sidedness in previous research and takes the current understanding further by providing employee perspectives on equality and diversity in employment to encompass less developed nations with a particular focus on Iran. Using a qualitative research approach data was collected from employees across two construction and manufacturing industries. Based on the analysis of the data, we found, first, shared religious beliefs and language to be envisaged as playing a crucial part in establishing the ethnic minority workers affiliation to a workgroup; second, the prospects for implementing equality and diversity declared polices to fade away as the employee began to work, and finally and third, the adoption of diversity and equality policies to be primarily driven by (i) the dire state of the economy, and (ii) the need to a mechanism to fit only the management priorities.
The primary aim of this article is to examine the impact of management's approach on the effectiveness of service quality operations. Drawing upon semi-structured interviews with multiple managerial actors at different hierarchical levels... more
The primary aim of this article is to examine the impact of management's approach on the effectiveness of service quality operations. Drawing upon semi-structured interviews with multiple managerial actors at different hierarchical levels and archival sources, the findings suggest two alternative paths of management's approach regarding service quality. One of the paths distils customer confidence, aims to fulfil customer requirements as well as the strategic and potential intentions within the organisation. The other represents more of a short-term approach for managing service quality, which only demonstrates some aspects of customer satisfaction at the time when the customer interacts with the service provider. In the latter, as our evidence showed, the service provider could fail to build customer loyalty and face customer boycott. The findings highlight a fundamental need for management across different hierarchical levels to adjust their approach to encompass the entirety of service quality operations, if service quality practices are to result in employee satisfaction and desirable customer experience.
This article investigates the premise that it is possible to transpose organizational approaches to equal employment opportunity (EEO) from western countries to Muslim majority countries (MMCs). Drawing on policy interviews and... more
This article investigates the premise that it is possible to transpose organizational approaches to equal employment opportunity (EEO) from western countries to Muslim majority countries (MMCs). Drawing on policy interviews and documentary evidence from public sector organizations and international development agencies engaged in the promotion of gender equality in Turkey and Pakistan, we question the effectiveness of diffusion of gender equality policies and practices to and among these two MMCs. Our investigation reveals the primacy of context over essence in developing effective ways to construct EEO policies and practices which can be adopted in MMCs.
A central issue for understanding skilled migration in the management literature is human capital. This emphasis ignores other important forms of capital mobilisation that skilled migrants from developing countries deploy in dealing with... more
A central issue for understanding skilled migration in the management literature is human capital. This emphasis ignores other important forms of capital mobilisation that skilled migrants from developing countries deploy in dealing with the barriers to their international career mobility. There is therefore a need to develop a holistic understanding of capital mobilisation of skilled migrants. In order to develop a more holistic picture, this paper deploys a relational and multilevel perspective to explore how skilled migrants from developing countries mobilise capital in their efforts to undertake an international career. Career is a central construct in this study. Drawing on a qualitative study of skilled Lebanese in Paris, the paper offers two main contributions to the research on human resource management, in particular to the literatures on skilled migration and self-initiated expatriation. First it extends our understanding of the strategies that skilled migrants use to relocate from a developing country to an industrialised country. Beyond the traditional human capital perspective, it offers insights about migrants’ capital mobilisation experiences of undertaking an international mobility. Second, using Bourdieu’s theory of capital, it offers a relational explanation of their capital mobilisation in a way to encompass micro-individual, meso-organisational, and macro-contextual influences that affect their career choices.
"The idea for this special issue began with the goal of closing the theory to practice gap between change and learning. What makes the ontology of organisational change in respect of practice difficult to determine is that many theories... more
"The idea for this special issue began with the goal of closing the theory to practice gap between change and learning. What makes the ontology of organisational change in respect of practice difficult to determine is that many theories of change are based on meta-models of change events and ideas meaning it is difficult for practitioners to link broad change concepts to practical ideas. Practitioners might consider punctuated equilibrium as an interesting idea based on radical change but difficult to implement because of the nuances between time, space, and context which is different from one organisation to the next and from one industry to another."
Gender discourse and scholarship continues to be dominated by western paradigms, generally leading to an abstract mapping of gender stratification instead of a critical reflection on the very institutions that shape such lines of inquiry... more
Gender discourse and scholarship continues to be dominated by western paradigms, generally leading to an abstract mapping of gender stratification instead of a critical reflection on the very institutions that shape such lines of inquiry . Not unlike Kipling’s illustration of the white man’s burden that treats other cultures as ‘childlike’ and ‘demonic’, mainstream theories and studies on gender continue to reflect the white woman’s burden which seems to disparage identity, voice and contexts of women of colour. This paper reviews the historical and current roles of white women in white colonial and postcolonial projects. The review is intended to explore and understand reasons which may be currently contributing to doubts about the white woman’s burden in the Third World.
"Purpose The aim of this paper is to explore issues of cultural identity of the people of Baltistan and any challenges they face in the nation state of Pakistan. Design/methodology/approach The paper uses a postcolonial lens to offer... more
"Purpose
The aim of this paper is to explore issues of cultural identity of the people of Baltistan and any challenges they face in the nation state of Pakistan.
Design/methodology/approach
The paper uses a postcolonial lens to offer a review and synthesis of issues of cultural identity of the Balti people of Pakistan.
Findings
The review demonstrates how the historical and socio-political context is intertwined with the Balti people’s cultural identity which remains hybrid as well as contextual in its construction. It reveals that while the state of Pakistan has been able to assert its control over the Balti people and the region of Baltistan predominantly through military means, the critical issues of cultural pluralism and the basic human rights of the Balti people have remained generally ignored throughout the sixty-three years since Partition.
Research limitations/implications
The contentions offered in this paper need to be refined through in-depth empirical studies. Future scholars may wish to examine the class and cultural politics at work in the emerging renaissance movement in Baltistan. Scholars may also examine how the lack of economic development and investment in Baltistan may be forcing the Balti people to resign (at least some elements of) their cultural identity to seek employment in urban areas of Pakistan.
Originality/value
The paper brings to the fore issues of cultural identity of the people of Baltistan, which have - to a large extent- remained ignored by Pakistan as well as internationally."
The aim of this paper is to explore issues of cultural identity of the people of Baltistan and any challenges they face in the nation state of Pakistan.
Design/methodology/approach
The paper uses a postcolonial lens to offer a review and synthesis of issues of cultural identity of the Balti people of Pakistan.
Findings
The review demonstrates how the historical and socio-political context is intertwined with the Balti people’s cultural identity which remains hybrid as well as contextual in its construction. It reveals that while the state of Pakistan has been able to assert its control over the Balti people and the region of Baltistan predominantly through military means, the critical issues of cultural pluralism and the basic human rights of the Balti people have remained generally ignored throughout the sixty-three years since Partition.
Research limitations/implications
The contentions offered in this paper need to be refined through in-depth empirical studies. Future scholars may wish to examine the class and cultural politics at work in the emerging renaissance movement in Baltistan. Scholars may also examine how the lack of economic development and investment in Baltistan may be forcing the Balti people to resign (at least some elements of) their cultural identity to seek employment in urban areas of Pakistan.
Originality/value
The paper brings to the fore issues of cultural identity of the people of Baltistan, which have - to a large extent- remained ignored by Pakistan as well as internationally."
This paper challenges the hegemony of US-centric perspectives in the diversity management literature by explaining how non-western histories and cultures may provide alternative contexts for understanding and managing diversity. In... more
This paper challenges the hegemony of US-centric perspectives in the diversity management literature by explaining how non-western histories and cultures may provide alternative contexts for understanding and managing diversity. In pursuit of this, the paper describes how a Muslim ruler, Jalaluddin Muhammad Akbar, conceptualized multiculturalism in the 16th century India, and how his principles of sulh-i-kul, rah-i-aql, and rawa-i-rozi may be adopted to develop a socio-political environment conducive to managing cultural diversity in organizations; an environment which is currently lacking even in the majority of democratic countries in the world today.
This chapter offers an international perspective on gender empowerment and gender diversity in Muslim majority countries. First, the chapter discusses various Islamic discourses on gender diversity and how they may affect women’s... more
This chapter offers an international perspective on gender empowerment and gender diversity in Muslim majority countries. First, the chapter discusses various Islamic discourses on gender diversity and how they may affect women’s empowerment and their participation in the formal economic sector. It is followed by an empirical analysis of the state of gender empowerment and female economic activity in Muslim majority countries to highlight the impact of various discourses on gender diversity. The chapter highlights some major differences between Arab and non-Arab Muslim countries in terms of gender ideology and the corresponding implications for gender empowerment and diversity management. It also identifies some conceptual problems in the current construction of the United Nations' Gender Empowerment Measure including its emphasis on similarity not diversity of women and men.
"Purpose – This paper seeks to assess the Australian approach to managing a culturally diverse workforce by examining the outcomes of this approach. Design/methodology/approach – The paper applies Syed and Özbilgin's relational,... more
"Purpose – This paper seeks to assess the Australian approach to managing a culturally diverse workforce by examining the outcomes of this approach.
Design/methodology/approach – The paper applies Syed and Özbilgin's relational, multilevel framework for managing diversity to study policies at three interrelated levels. At the macro-national level, the paper examines legal and public policy initiatives for managing cultural diversity. At the meso-organisational level, the paper discusses a variety of workplace diversity management approaches. This discussion encompasses the legal requirements for organisations to remove discrimination, and to create an equal employment opportunity workplace. A voluntary management approach known as ‘diversity management’ is also outlined. At the micro-individual level, the paper examines unique employment-related issues faced by ethnic minority workers because of their ethnic, linguistic and religious identities. The multilevel perspectives are synthesised in a model labelled ‘the Australian model for managing cultural diversity’.
Findings – The legal framework in Australia places only limited obligations on organisations to manage cultural diversity. As a consequence, while a range of organisational responses have proliferated; an integrated approach towards managing culturally diverse workers is absent. The paper argues that unless cultural diversity is tackled at multiple levels and in a more integrated way, any attempt to either understand or manage such diversity may prove unrealistic.
Originality/value – This paper offers helpful advice to decision makers at the macro-national and meso-organisational policy levels vis-a-vis developing a realistic understanding of managing diversity through a multilevel framework."
Design/methodology/approach – The paper applies Syed and Özbilgin's relational, multilevel framework for managing diversity to study policies at three interrelated levels. At the macro-national level, the paper examines legal and public policy initiatives for managing cultural diversity. At the meso-organisational level, the paper discusses a variety of workplace diversity management approaches. This discussion encompasses the legal requirements for organisations to remove discrimination, and to create an equal employment opportunity workplace. A voluntary management approach known as ‘diversity management’ is also outlined. At the micro-individual level, the paper examines unique employment-related issues faced by ethnic minority workers because of their ethnic, linguistic and religious identities. The multilevel perspectives are synthesised in a model labelled ‘the Australian model for managing cultural diversity’.
Findings – The legal framework in Australia places only limited obligations on organisations to manage cultural diversity. As a consequence, while a range of organisational responses have proliferated; an integrated approach towards managing culturally diverse workers is absent. The paper argues that unless cultural diversity is tackled at multiple levels and in a more integrated way, any attempt to either understand or manage such diversity may prove unrealistic.
Originality/value – This paper offers helpful advice to decision makers at the macro-national and meso-organisational policy levels vis-a-vis developing a realistic understanding of managing diversity through a multilevel framework."
Managing workforce diversity constitutes an important area of global corporate activity (Ferner, Almond, and Colling, 2005). However, the phenomenon remains under-explored in the Asian context particularly in terms of gender equality in... more
Managing workforce diversity constitutes an important area of global corporate activity (Ferner, Almond, and Colling, 2005). However, the phenomenon remains under-explored in the Asian context particularly in terms of gender equality in Muslim majority countries (MMCs). Although there is a plethora of research on gender relations in MMCs, most of that research has been conducted in the realm of social policy or from a religio-political paradigm (e.g., Ali, 1997; Kandiyoti, 1988; Norris and Inglehart, 2002; Rouse, 1988). As such, there is limited research on gender equality at work in MMCs. This chapter presents key historical underpinnings of gender equality at work in two MMCs, Turkey and Pakistan, and assesses the interface between the state, religion and gender diversity from a historical perspective and presents the current pictures of gender diversity especially in workforce and political life in both countries.
This paper explores gendered observations and experiences of executive women on the basis of common worldviews or lenses through which gender differences are interpreted and understood. Three types of lenses are identified from both the... more
This paper explores gendered observations and experiences of executive women on the basis of common worldviews or lenses through which gender differences are interpreted and understood. Three types of lenses are identified from both the literature and the data: mono-cultural, statistical, and structural. The discussion explores the relationships and ties between each lens noting the overlapping characteristics. A qualitative study is used to index the various themes and the coping strategies employed by executive women in Australia based on specific work experiences in leadership and gender relations. The study adds to existing gender theory by highlighting how gendered lenses can be used to explore gender hierarchies and inequality regimes which lie at the centre of executive women's work.
This paper offers a socio-cultural perspective on what happens to a once thriving fishing village when the traditional fishermen retire, their children seek safer and more lucrative work in an adjacent cosmopolitan city, and the... more
This paper offers a socio-cultural perspective on what happens to a once thriving fishing village when the traditional fishermen retire, their children seek safer and more lucrative work in an adjacent cosmopolitan city, and the population diminishes leaving the village facing economic hardship and general decline. The paper explores these issues and the related aspects of 'place' and 'space' in the context of Tai O village, Lantau Island, Hong Kong. The paper treats 'space' as a blend of social experience and physical structure in its pursuit to examine the tensions between the vernacular architecture of Tai O and the Hong Kong government's plans to 'revitalize' the area.
"Purpose – The aim of this paper is to describe a normative perspective of employment relations in Islam. Design/methodology/approach – The perspective on employment relations offered in this paper is based on a reading of the... more
"Purpose – The aim of this paper is to describe a normative perspective of employment relations in Islam.
Design/methodology/approach – The perspective on employment relations offered in this paper is based on a reading of the principal Islamic texts (the Qur'an and the hadith) and a review of the literature on Islamic economics.
Findings – Despite varied interpretations and practices of economic system in Islam, it is possible to identify a common emphasis on ethical conduct of employers and employees and social justice in Islamic ideology.
Originality/value – Given the paucity of research on employment relations in Islam, the paper offers an original perspective on this topic.
Keywords Islam, Employment relations, Business ethics, Labor
Paper type Research paper
"
Design/methodology/approach – The perspective on employment relations offered in this paper is based on a reading of the principal Islamic texts (the Qur'an and the hadith) and a review of the literature on Islamic economics.
Findings – Despite varied interpretations and practices of economic system in Islam, it is possible to identify a common emphasis on ethical conduct of employers and employees and social justice in Islamic ideology.
Originality/value – Given the paucity of research on employment relations in Islam, the paper offers an original perspective on this topic.
Keywords Islam, Employment relations, Business ethics, Labor
Paper type Research paper
"
This paper challenges the dominant Eurocentric paradigm of gender empowerment and equal opportunity inherent in the Gender Empowerment Measure (GEM) used by the United Nations Development Program. The paper argues that the GEMis limited... more
This paper challenges the dominant Eurocentric paradigm of gender empowerment and equal opportunity inherent in the Gender Empowerment Measure (GEM) used by the United Nations Development Program. The paper argues that the GEMis limited in its scope and value because of its capitalist and secular bias, and also because it is based on a notion of equal opportunity that does not adequately take into account gender diversity and its implications on empowerment. The paper proposes and outlines some features of an alternative context-specific, multilevel approach to gender empowerment to enhance the GEM's value in diverse socio-political contexts, particularly in societies where religion is a key influence on everyday life.
"Purpose – The purpose of this paper is to offer an editorial introduction to the special issue on ‘‘Diversity management in the Middle East’’. Design/methodology/approach – The paper reviews the state of extant research on diversity... more
"Purpose – The purpose of this paper is to offer an editorial introduction to the special issue on ‘‘Diversity management in the Middle East’’.
Design/methodology/approach – The paper reviews the state of extant research on diversity and equal opportunity in the Middle East. It also offers an overview of the papers included in the special issue and the unique contribution they make to this field of knowledge.
Findings – Findings vary from one paper to the other; however, overall, the papers in the special issue bring to fore alternative types of national and corporate institutions, theoretical ideas, activities and challenges involved in diversity and equality management in the Middle East.
Research limitations/implications – The papers offer some fresh insights in terms of theorizing and enacting diversity and equal opportunity in departure from the dominant Anglo-centric theorizations in this field.
Practical implications – Policy makers as well as business managers may take into account various findings and recommendations offered in the papers in formulating context-specific policies and practices of diversity management in the Middle East.
Originality/value – There are not many researchers interested in this field in the Middle East. Thus there are relatively few high quality research papers being produced. Those that are published appear in a wide variety of journals never achieving a critical mass. And the central role of national culture and values is rarely examined. The current (special) issue of Equality, Diversity and Inclusion addresses these gaps."
Design/methodology/approach – The paper reviews the state of extant research on diversity and equal opportunity in the Middle East. It also offers an overview of the papers included in the special issue and the unique contribution they make to this field of knowledge.
Findings – Findings vary from one paper to the other; however, overall, the papers in the special issue bring to fore alternative types of national and corporate institutions, theoretical ideas, activities and challenges involved in diversity and equality management in the Middle East.
Research limitations/implications – The papers offer some fresh insights in terms of theorizing and enacting diversity and equal opportunity in departure from the dominant Anglo-centric theorizations in this field.
Practical implications – Policy makers as well as business managers may take into account various findings and recommendations offered in the papers in formulating context-specific policies and practices of diversity management in the Middle East.
Originality/value – There are not many researchers interested in this field in the Middle East. Thus there are relatively few high quality research papers being produced. Those that are published appear in a wide variety of journals never achieving a critical mass. And the central role of national culture and values is rarely examined. The current (special) issue of Equality, Diversity and Inclusion addresses these gaps."
Despite extensive scholarship and developments in the field of management over the last century, and plentiful evidence of the worldwide increasing religious diversity (Alesina et al., 2002; Pew Research Center, 2014), not much attention... more
Despite extensive scholarship and developments in the field of management over the last century, and plentiful evidence of the worldwide increasing religious diversity (Alesina et al., 2002; Pew Research Center, 2014), not much attention has been paid to religious diversity and its role in the workplace.
Religion has been traditionally seen as a private matter with little or no consideration given to religious diversity in the workplace. Today, given the re-emergence or revival of religious identities and sentiments in the Middle East, Europe, North America, South Asia and other parts of the world, it is crucial for policymakers and employers to develop better understanding and management of religious diversity. This is particularly important in the global marketplace given that companies are increasingly interacting with diverse religions, cultures and stakeholders (Syed & Ozbilgin, 2015).
In the last three decades, there has been a growing number of courses in academia and corporate training, and an exponential increase in publications in the area of diversity, equality and social responsibility. These avenues have raised the issue of diversity, but the discussion on religious diversity has been somewhat superficial and limited. Leaders and managers are interested in pre-empting or resolving religious conflicts and tensions while trying to harness diversity for enhanced individual and team performance, productivity and other organisational benefits. However, it is unclear how to go about doing this.
Religion has been traditionally seen as a private matter with little or no consideration given to religious diversity in the workplace. Today, given the re-emergence or revival of religious identities and sentiments in the Middle East, Europe, North America, South Asia and other parts of the world, it is crucial for policymakers and employers to develop better understanding and management of religious diversity. This is particularly important in the global marketplace given that companies are increasingly interacting with diverse religions, cultures and stakeholders (Syed & Ozbilgin, 2015).
In the last three decades, there has been a growing number of courses in academia and corporate training, and an exponential increase in publications in the area of diversity, equality and social responsibility. These avenues have raised the issue of diversity, but the discussion on religious diversity has been somewhat superficial and limited. Leaders and managers are interested in pre-empting or resolving religious conflicts and tensions while trying to harness diversity for enhanced individual and team performance, productivity and other organisational benefits. However, it is unclear how to go about doing this.
Research Interests:
This chapter offers a relational, multilevel perspective on theorizing and managing religious diversity at work. It explains that in order to understand and manage religious diversity in organizations, a holistic approach is needed which... more
This chapter offers a relational, multilevel perspective on theorizing and managing religious diversity at work. It explains that in order to understand and manage religious diversity in organizations, a holistic approach is needed which takes into account the macro-national, meso-organizational and micro-individual level factors that are often interrelated and overlapping. At the macro-national level, the chapter highlights the implications of socio-cultural context, laws and demography on approaches to religious diversity. At the organizational level, it takes into account issues such as organizational vision and culture, allocation of resources, and procedures. At the individual level, it considers issues of individual identity, intersectionality and agency.
Research Interests:
The twentieth century was a period of great social, economic and political transformation. One of the most significant economic changes related to the growing importance and role of knowledge as a source of value for organiza- tions.... more
The twentieth century was a period of great social, economic and political transformation. One of the most significant economic changes related to the growing importance and role of knowledge as a source of value for organiza- tions. These developments have been such that the current century is arguably epitomized by a knowledge-based economy, where knowledge, information and ideas are the main source of economic growth (Cooke and Leydesdorff 2006). Due to this and other social and technological changes, such as advances and developments in computer and communication technologies, ongoing globalization, increased deregulation and so on, new patterns of work and business practices are being developed.
Research Interests:
Training and development play an important role in knowledge management, especially in identifying employees’ knowledge and skill gaps (i.e., training needs analysis), and also in designing and providing suitable training pro- grams... more
Training and development play an important role in knowledge management, especially in identifying employees’ knowledge and skill gaps (i.e., training needs analysis), and also in designing and providing suitable training pro- grams (i.e., training design and delivery) to reduce those gaps (Buch et al. 2014; Sung and Choi 2014). Training may offer two benefits. First, an orga- nization can help employees to acquire, transfer, create, and apply the new knowledge and skills necessary to help them at work. Second, the new knowl- edge and skills may help the organization ensure the success of a knowledge management program, which may subsequently contribute to organizational competitiveness and performance (Khaksar et al. 2011; Rechberg and Syed 2013; Zhao et al. 2014). However, it has been argued that learning acquired through participation in a training program has a limited impact on individ- ual development and workplace performance in the absence of actual transfer of training (Baldwin et al. 2011, 2017; Blume et al. 2010).
Research Interests:
Previous research suggests that performance and competitive advantage are determined more by what a firm knows than by manual labor (Grant 1996a, b; Kogut and Zander 1996; McIver et al. 2013; Pfeffer and Sutton 2000). In his works on the... more
Previous research suggests that performance and competitive advantage are determined more by what a firm knows than by manual labor (Grant 1996a, b; Kogut and Zander 1996; McIver et al. 2013; Pfeffer and Sutton 2000). In his works on the knowledge-based theory of the firm, Grant (1996a, b, 2002) suggests that knowledge is the key basis for sustainable growth and competitive advantage. This stream of research is also complemented by scholarship on the critical importance of the ability to rapidly create and effectively man- age organizational knowledge (Bettis and Hitt 1995).
Research Interests:
Previous research has used critical realism to develop a characterization of knowledge that recognizes the diverse ways in which human beings may be said “to know” (Archer et al. 2013; Mingers 2008). Related to the diverse ways and forms... more
Previous research has used critical realism to develop a characterization of knowledge that recognizes the diverse ways in which human beings may be said “to know” (Archer et al. 2013; Mingers 2008). Related to the diverse ways and forms of knowing, their practical utility and ethical dimensions are of increasing interest to scholars and practitioners (Booker et al. 2008; Denzin and Giardina 2016; Fletcher et al. 2016). The research–practice gap is of growing concern for academics and managers, not least because the recent global economic crisis can be seen to some extent as resulting from traditional MBA-type education within business schools (Reed 2009; Welsh and Dehler 2007). Previous studies (e.g., Bansal et al. 2012; Lion et al. 2013) have indicated that there is often little resemblance between management research and its practice in organizations. Nonaka and Toyama (2003) suggest that knowl- edge creation may be seen as a dialectical process, in which various contradictions are synthesized through dynamic interactions among individuals, the organization, and the environment.
Research Interests:
At the conclusion of this Handbook, it is useful to make some overarching comments regarding potential future research directions for the field of knowledge management (KM). Undertaking such an analysis is always a subjective process, as... more
At the conclusion of this Handbook, it is useful to make some overarching comments regarding potential future research directions for the field of knowledge management (KM). Undertaking such an analysis is always a subjective process, as it is shaped by the insights, experiences and perceptions of the individual scholar. Thus, what is outlined here is not intended to be an objective analysis of probable future trends in the field of KM. Instead, it represents our perceptions of what we regard as important issues and topics that could facilitate the development of the field. The remainder of the chapter is structured around these themes.
Research Interests:
Diversity management refers to organizational policies and practices aimed at recruiting, retaining, and managing employees of diverse backgrounds and identities, while creating a culture in which everybody is equally enabled to perform... more
Diversity management refers to organizational policies and practices aimed at recruiting, retaining, and managing employees of diverse backgrounds and identities, while creating a culture in which everybody is equally enabled to perform and achieve organizational and personal objectives. In a globalized world, there is a need for contextual and transnational approaches to utilize the benefits that global diversity may bring as well as the challenges that organizations may face in managing a diverse workforce. In particular, it is important to take into account how diversity is theorized and managed in non-Western contexts, for example in BRICS countries (i.e., Brazil, Russia, India, China, and South Africa) and Muslim-majority countries. The literature confirms the need for organizational efforts to be focused on engaging with and managing a heterogeneous workplace in ways that not only yield sustainable competitive advantage but also are contextually and socially responsible. Organizations today are expected to take positive action, beyond legal compliance, to ensure equal access, employment and promotion opportunities, and also to ensure that diversity programs make use of employee differences, and contribute to local as well as global communities.
Research Interests:
Managing workforce diversity constitutes an important area of global corporate activity (Ferner, Almond, and Colling, 2005). However, the phenomenon remains under-explored in the Asian context particularly in terms of gender equality in... more
Managing workforce diversity constitutes an important area of global corporate activity (Ferner, Almond, and Colling, 2005). However, the phenomenon remains under-explored in the Asian context particularly in terms of gender equality in Muslim majority countries (MMCs). Although there is a plethora of research on gender relations in MMCs, most of that research has been conducted in the realm of social policy or from a religio-political paradigm (e.g., Ali, 1997; Kandiyoti, 1998; Norris and Inglehart, 2002; Rouse, 1988). As such, there is limited research on gender equality at work in MMCs. This chapter presents key historical underpinnings of gender equality at work in two MMCs, Turkey and Pakistan, and assesses the interface between the state, religion and gender diversity from a historical perspective and presents the current pictures of gender diversity especially in workforce and political life in both countries.
Research Interests:
Emerging countries are those countries who are increasingly industrialising through economic growth and therefore show promise in becoming high performing economies in the current century. These countries are challenged by newly formed... more
Emerging countries are those countries who are increasingly industrialising through economic growth and therefore show promise in becoming high performing economies in the current century. These countries are challenged by newly formed constitutions, fluctuating political power, and deeply entrenched and varied religious and cultural norms. The power differences between minority and marginalised groups, and dominant groups are highly varied and structurally entrenched in societal functioning. This chapter compares India, Pakistan and South Africa as examples of such emerging countries in terms of organisational diversity practices in relation to each country’s definition/s of diversity and equality as well as major legislative frameworks that protect the rights of diverse groups. The chapter illustrates how organisations within each country (as opposed to across countries) are responding to macro-level legislative practices highlighting the tensions and inconsistencies in applying legislation and its intent, whilst dealing with country specific realities such as levels of education, economic growth resulting in job opportunities, gender parity, ethnic, language and cultural parity, sexual and religious acceptance, and other diversity variables. The chapter is concluded by highlighting differences in diversity management practices in the three countries.
Citation: Bosch, A., Nkomo, S., Jabbour, C., Haq, R., Carim, N., Syed, J., & Ali, F. (2015). Practices of organising and managing diversity in emerging markets countries: Comparisons between Brazil, South Africa, India and Pakistan. In Bendl, R., Bleijenbergh, I., Hentonnen, E., & Mills, A. (Eds.), The Oxford Handbook of Diversity in Organizations, pp.408-431. Oxford: Oxford University Publishing.
Citation: Bosch, A., Nkomo, S., Jabbour, C., Haq, R., Carim, N., Syed, J., & Ali, F. (2015). Practices of organising and managing diversity in emerging markets countries: Comparisons between Brazil, South Africa, India and Pakistan. In Bendl, R., Bleijenbergh, I., Hentonnen, E., & Mills, A. (Eds.), The Oxford Handbook of Diversity in Organizations, pp.408-431. Oxford: Oxford University Publishing.
This chapter examines women’s participation in the labour market in Pakistan, and the religio-cultural, economic and legal factors that affect their careers and act as determinants of their position in relation to economic activity.... more
This chapter examines women’s participation in the labour market in Pakistan, and the religio-cultural, economic and legal factors that affect their careers and act as determinants of their position in relation to economic activity. Certain key factors in this have been widely recognised for many years. There is a well-established tradition of a lack of female participation in formal, paid employment, for example. There is also a clear division in the economic sectors in which men and women are active. Alongside this, there is also a stark contrast between men and women in relation to their hierarchical position within corporate organisations.
Research Interests:
This paper discusses the important collaborative role that business schools in China and Pakistan may play to support China Pakistan Economic Corridor (CPEC), a flagship component of the Belt and Road Initiative (BRI). Given the vast... more
This paper discusses the important collaborative role that business schools in China and Pakistan may play to support China Pakistan Economic Corridor (CPEC), a flagship component of the Belt and Road Initiative (BRI). Given the vast scale of investment and infrastructure development related to this initiative, it is important to pay attention to the enormous need of technically and cross-culturally competent managers and business leaders to support this initiative. The paper offers a brief overview of CPEC, highlights the human resource needs in its wake and outlines various fields within which business schools in both countries could support each other as well as public and private sectors in the successful designing and execution of CPEC projects. The paper also offers some examples of cooperation already taking place among universities and business schools in China and Pakistan in support of CEPC. It also suggests some activities and deliverables of the proposed cooperation among business schools along the Belt and Road.
Research Interests:
The concept of modesty is closely associated with the concept of shame. The Pakistani equivalent of “shame” and “shyness” in the Urdu language is a single word Sharm. Despite the distinct nature of the emotions of shyness and shame, Sharm... more
The concept of modesty is closely associated with the concept of shame. The Pakistani equivalent of “shame” and “shyness” in the Urdu language is a single word Sharm. Despite the distinct nature of the emotions of shyness and shame, Sharm may mean both of these terms at the same time, interchangeably or separately, often hard to differentiate. In the first sense (shyness), a woman is generally perceived to be shy or inhibitive by nature. Shyness is considered to be an ornament for women. A woman who is not shy may be perceived as too blunt to be modest. For example, in his poetry, Akbar Allah Abadi (famous Muslim poet during British India) criticizes the modern Muslim woman who chose to be Shama-e-Anjuman (club chandelier) abandoning her role as a Charagh-e-Khana (candle of her house). In the second-sense (shame), a woman is thought of bringing shame (Sharm) to her family and herself if she violates a social or religious norm. A Muslim woman is thus dictated to adopt both of these roles (shyness and shame) by a single powerful word—Sharm. The use of one word for two distinct emotions, however, makes it hard to distinguish one set of feelings from the other.
"Bahrain’s GDP (official exchange rate) is $16.9 billion or $34,700 per capita (est. 2007). Services account for 56 percent of the GDP, industry for 43 percent, and agriculture for less than 0.5 percent. Since the discovery of petroleum... more
"Bahrain’s GDP (official exchange rate) is $16.9 billion or $34,700 per capita (est. 2007). Services account for 56 percent of the GDP, industry for 43 percent, and agriculture for less than 0.5 percent. Since the discovery of petroleum in 1930s, oil production and refining has been a mainstay of the country's economy. However, depletion of oil reserves prompted governmental actions to develop other industries.
In the 1970s, the government started establishing aluminum smelting as an important industry. In a further effort at diversification, the government has also promoted industries such as ship-repair and tourism. Bahrain is a worldwide center of Islamic banking. The country is also home to offshore banking units of large multinational banking companies because of its generous financial regulations and tax rules.
The government controls the oil and gas industry, heavy manufacturing, transportation and certain other sectors. However, light manufacturing, banking and commerce are managed by private firms, including multinational corporations.
In 2006, Bahrain implemented a Free Trade Agreement with the US, the first of its kind in the Gulf region. Bahrain was described as the freest economy in the Middle East according to the 2006 Index of Economic Freedom published by the Heritage Foundation/Wall Street Journal.
Because the country’s refining capacity is much larger than domestic production of petroleum, Bahrain imports about 225,000 bbl/d of crude oil from Saudi Arabia for refining and further processing. Other imports include machinery, transportation equipment, food, and chemicals. Exports include petroleum and its products, aluminum, and manufactured goods. Petroleum refining and production account for more than 60 percent of Bahrain's exports, representing about 11 percent of GDP (exclusive of allied industries). Bahrain’s major trading partners are Saudi Arabia, India, Japan, the US, and the UK.
Of the country’s labor force of 363,000 (est. 2007), 79 percent work in industry, 20 percent in services, and 1 percent in agriculture. Unemployment rate is quite high (about 15 percent), at times contributing to discontent among Shias who are historically less advantaged and more prone to unemployment than Sunnis. "
In the 1970s, the government started establishing aluminum smelting as an important industry. In a further effort at diversification, the government has also promoted industries such as ship-repair and tourism. Bahrain is a worldwide center of Islamic banking. The country is also home to offshore banking units of large multinational banking companies because of its generous financial regulations and tax rules.
The government controls the oil and gas industry, heavy manufacturing, transportation and certain other sectors. However, light manufacturing, banking and commerce are managed by private firms, including multinational corporations.
In 2006, Bahrain implemented a Free Trade Agreement with the US, the first of its kind in the Gulf region. Bahrain was described as the freest economy in the Middle East according to the 2006 Index of Economic Freedom published by the Heritage Foundation/Wall Street Journal.
Because the country’s refining capacity is much larger than domestic production of petroleum, Bahrain imports about 225,000 bbl/d of crude oil from Saudi Arabia for refining and further processing. Other imports include machinery, transportation equipment, food, and chemicals. Exports include petroleum and its products, aluminum, and manufactured goods. Petroleum refining and production account for more than 60 percent of Bahrain's exports, representing about 11 percent of GDP (exclusive of allied industries). Bahrain’s major trading partners are Saudi Arabia, India, Japan, the US, and the UK.
Of the country’s labor force of 363,000 (est. 2007), 79 percent work in industry, 20 percent in services, and 1 percent in agriculture. Unemployment rate is quite high (about 15 percent), at times contributing to discontent among Shias who are historically less advantaged and more prone to unemployment than Sunnis. "
This chapter attempts to offer a framework for contextualising the diversity management discourse. It argues that instead of a universal and uncritical definition and implementation of diversity management, there is a need to take into... more
This chapter attempts to offer a framework for contextualising the diversity management discourse. It argues that instead of a universal and uncritical definition and implementation of diversity management, there is a need to take into account the local context in understanding and managing diversity. For this purpose, the chapter deploys Syed and Özbilgin’s (2007; in press) relational perspective of managing diversity and Tsui’s (2004) perspective of high-quality indigenous (context-specific) research.
This volume has been developed with the aim of providing an authoritative overview of cultural diversity management in Asia. Although the Asian context appears at first sight to be irreconcilably divergent in terms of diversity management... more
This volume has been developed with the aim of providing an authoritative overview of cultural diversity management in Asia. Although the Asian context appears at first sight to be irreconcilably divergent in terms of diversity management approaches, in this volume we seek to explore thematic and geographical demarcations of the concepts of diversity and equality at work. The aim is not only to examine diversity management in a particular geography but also to make a marked contribution to the theory of managing diversity and equality by revealing the significance of context, time and space in framing policies and practices of management.
" Contemporary Asia is a context where one fi nds brevity of research and publications on management of gender diversity (Syed and Özbilgin, 2009). Although there are a relatively large number of studies on gender equality in various... more
"
Contemporary Asia is a context where one fi nds brevity of research and publications on management of gender diversity (Syed and Özbilgin, 2009). Although there are a relatively large number of studies on gender equality in various countries in Asia, most of the studies have been conducted in the realm of social policy or from a religio- political paradigm (for example, Caplan, 1985; Kandiyoti, 1991; Ali, 2000; Louie, 2002; Inglehart and Norris, 2003; Syed et al., 2009), rather than in the contemporary management and organisation paradigms. The current volume seeks to fi ll this gap by bringing together studies which specifically focus on the contemporary Asian context of diversity and equality at work. Chapters in the volume achieve this by building on what we already know about gender equality and adding other forms and strands of equality and diversity in the Asian context."
Contemporary Asia is a context where one fi nds brevity of research and publications on management of gender diversity (Syed and Özbilgin, 2009). Although there are a relatively large number of studies on gender equality in various countries in Asia, most of the studies have been conducted in the realm of social policy or from a religio- political paradigm (for example, Caplan, 1985; Kandiyoti, 1991; Ali, 2000; Louie, 2002; Inglehart and Norris, 2003; Syed et al., 2009), rather than in the contemporary management and organisation paradigms. The current volume seeks to fi ll this gap by bringing together studies which specifically focus on the contemporary Asian context of diversity and equality at work. Chapters in the volume achieve this by building on what we already know about gender equality and adding other forms and strands of equality and diversity in the Asian context."
"The term 'environmental justice' refers to the fair and equitable treatment and participation of all peoples, regardless of race, ethnicity, national origin, color, or socio-economic class, with respect to the development and... more
"The term 'environmental justice' refers to the fair and equitable treatment and participation of all peoples, regardless of race, ethnicity, national origin, color, or socio-economic class, with respect to the development and implementation of environmental laws, regulations, and policies. It aims to ensure that all peoples enjoy the same degree of protection from environmental risks and hazards, equal access to natural resources and environmental benefits, as well as equal access to information and decision-making, thus ensuring a healthy environment in which to live, learn, and work.
Proponents of environmental justice seek to redress inequitable distribution of environmental burdens and to equitably distribute access to environmental goods such as nutritious food, clean air and water, recreation facilities, health care, education, transportation, and safe jobs. They identify several causes of environmental injustice, which include institutionalized racism; the commodification of land, water, air and energy; unaccountable government policies; and lack of resources and power in affected communities. However, critics of environmental justice contend that any such 'unjust' effects are unintentional, attributable to a variety of factors, and that environmental justice is a vague concept that may stand in the way of economic benefits brought by industrial projects."
Proponents of environmental justice seek to redress inequitable distribution of environmental burdens and to equitably distribute access to environmental goods such as nutritious food, clean air and water, recreation facilities, health care, education, transportation, and safe jobs. They identify several causes of environmental injustice, which include institutionalized racism; the commodification of land, water, air and energy; unaccountable government policies; and lack of resources and power in affected communities. However, critics of environmental justice contend that any such 'unjust' effects are unintentional, attributable to a variety of factors, and that environmental justice is a vague concept that may stand in the way of economic benefits brought by industrial projects."
From a gender equality perspective, Pakistan is a country where patriarchal customs and practices seem to be firmly embedded in the society and in the workplace. However, despite such challenges, the recognition of women as employees and... more
From a gender equality perspective, Pakistan is a country where patriarchal customs and practices seem to be firmly embedded in the society and in the workplace. However, despite such challenges, the recognition of women as employees and business owners is just gaining ground. While recognising the socio-cultural and structural barriers to women’s small business ownership, the chapter's focus is on Pakistani women's success in overcoming such barriers. By identifying contextual challenges as well as women entrepreneurs' stories of success, the chapter seeks to demonstrate the degree of success achieved by Pakistani women.
In this chapter, we develop a 'negotiated diversity management’ approach from an antenarrative approach that changes the cycle of ways the multiplicity of living stories are typically being excluded by official retro-narratives... more
In this chapter, we develop a 'negotiated diversity management’ approach from an antenarrative approach that changes the cycle of ways the multiplicity of living stories are typically being excluded by official retro-narratives constructing the identity of oftentimes culturally diverse employees. We argue that orthodox approaches to diversity management are influenced by hegemonic mainstream perspectives on diversity and how it ought to be managed. Storytelling gives voice to marginalized individuals and groups whose perspectives are otherwise suppressed in the 'mainstream' organizational structures and routines. Because of its imaginative and subversive nature, storytelling has the potential to offer holistic and critical, yet, invisible discourses on diversity management. We argue that one possible approach to deciding among mainstream and marginalized stories is through dialogic negotiation, which will provide for the creation of what is termed ‘negotiated diversity management’.
Welcome to the first edition of Human Resource Management in a Global Context: A critical approach. The book has been written with the aim of developing our understanding and practice of human resource management (HRM) in an increasingly... more
Welcome to the first edition of Human Resource Management in a Global Context: A critical approach. The book has been written with the aim of developing our understanding and practice of human resource management (HRM) in an increasingly globalized world of work. The book uses a critical lens to develop an approach to HRM that is not only business-focused but also context-sensitive and socially responsible.
This chapter begins with a literature review on the adoption and implementationnof HRM and the contextual forces that influence it. It also considers certain latent tensions between globalization and HRM. The case study at the end of the... more
This chapter begins with a literature review on the adoption and implementationnof HRM and the contextual forces that influence it. It also considers certain latent tensions between globalization and HRM. The case study at the end of the chapter presents an empirical study of HRM practices in Brunei Darussalam, describing the influence of the macroenvironmental context on the design and implementation of HRM strategies, policies and practices in government sector organizations in Brunei.
The aim of this chapter is to introduce students to the concepts of managing diversity and equal opportunities in employment. Given the demographic transformations of the general population and the labour force in many countries,... more
The aim of this chapter is to introduce students to the concepts of managing diversity and equal opportunities in employment. Given the demographic transformations of the general population and the labour force in many countries, workforce diversity is a major issue facing managers and organizations. There is, however, evidence of unrelenting stereotypes and discriminatory attitudes and behaviours that not only permeate the workplace, but are also found in abundance on a societal and an institutional level. Chapter 14 further expands on issues related to diversity and the experiences of social groups in relation to balancing their work and personal life, and interested readers can review this related work in that chapter.
Human resource management (HRM) is not what it used to be – the developments of the last two to three decades have changed the face and practice of business. These changes have confronted managers with many opportunities and challenges,... more
Human resource management (HRM) is not what it used to be – the developments of the last two to three decades have changed the face and practice of business. These changes have confronted managers with many opportunities and challenges, and nowhere are these opportunities and challenges more pronounced than in the area of HRM. The chapters in this book highlight eight recurring themes that have emerged in HRM. These themes define the domain of HRM and confront academics and practitioners with many theoretical and practical issues. The chapters clearly highlight that these themes and issues are not mutually exclusive but interact and overlap.
In this chapter, we explore the ways in which the dominant wisdom, economic, and social traditions of the West can potentially integrate with some of the wisdom, economic, and social traditions of indigenous and Eastern cultures in the... more
In this chapter, we explore the ways in which the dominant wisdom, economic, and social traditions of the West can potentially integrate with some of the wisdom, economic, and social traditions of indigenous and Eastern cultures in the interest of creating a more complete understanding of links between wisdom, economics, and organizing. Western thinking tends to be based not only on a modality of constant growth but also on a worldview that is based on linear thinking and atomization and fragmentation of wholes into parts as paths that lead to understanding. These ways of thinking have resulted in the West’s putting economics, materialism, consumerism, and markets ahead of other types of values and issues. In contrast, many indigenous and Eastern traditions offer a more holistic, relationally based set of perspectives that might provide better balance in approaching issues of work, economics, and organization.
This chapter offers a critical review of the literature covering missing voices in organizations. It identifies diversity management as a missing theoretical paradigm in the literature on employee voice, and illustrates the case of women,... more
This chapter offers a critical review of the literature covering missing voices in organizations. It identifies diversity management as a missing theoretical paradigm in the literature on employee voice, and illustrates the case of women, lesbian, gay, bisexual and transgender (LGBT) persons and ethnic minorities in the workplace.
Introductory chapter to "Managing Diversity and Inclusion: An International Perspective"
Research Interests:
This chapter examines the issue of race and ethnicity at work in the context of managing diversity and inclusion. Also includes numerous international examples including from South Africa, Iraq and India.
Research Interests:
This chapter examines the potential conflict between work and family, and discusses this issue in the context of diverse groups of employees.
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This concluding chapter highlights some of the possible features and directions of diversity management. It also explains why we might need to go back to the basics of diversity to make future progress.
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This chapter offers an introduction to this book, discussing how the pursuit of motivation has been a major focus of research and organisational practice over decades. It discusses the importance of Maslow's Hierarchy of Needs theory in... more
This chapter offers an introduction to this book, discussing how the pursuit of
motivation has been a major focus of research and organisational practice over decades. It discusses the importance of Maslow's Hierarchy of Needs theory in understanding human motivation and the consequent focus that needs theories have received. This chapter discusses the relationship between context and motivation, particularly in reference to higher education sector in Saudi Arabia. It provides a synopsis of the book by providing an overview of the context and the empirical work upon which the book is based.
motivation has been a major focus of research and organisational practice over decades. It discusses the importance of Maslow's Hierarchy of Needs theory in understanding human motivation and the consequent focus that needs theories have received. This chapter discusses the relationship between context and motivation, particularly in reference to higher education sector in Saudi Arabia. It provides a synopsis of the book by providing an overview of the context and the empirical work upon which the book is based.
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Many scholars and practitioners (eg Appleby 2013; Grammatikopoulos et al. 2013) regard motivation as the most important factor in influencing individual and organisational success. Maslow'sHierarchy of Needs is often presented and used as... more
Many scholars and practitioners (eg Appleby 2013; Grammatikopoulos et al. 2013) regard motivation as the most important factor in influencing individual and organisational success. Maslow'sHierarchy of Needs is often presented and used as the most popular and efficient theory to understand and influence employees' motivation at work. Maslow proposed a set of five universal needs that he claims to be the basis for the motivation of all employees. These needs, starting from the base, are physiological, safety, social, esteem and self-actualisation. Numerous empirical studies have validated this theory. A review of these studies also points towards a few significant criticisms. This chapter offers a critical review of the empirical evaluations of Maslow's Hierarchy of Needs.
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This Chapter assesses the cross-cultural applicability of the Hierarchy of Need theory within the Saudi context. It also reviews how gender and religion may affect motivation in the workplace. The chapter argues that the people from... more
This Chapter assesses the cross-cultural applicability of the Hierarchy of Need theory within the Saudi context. It also reviews how gender and religion may affect motivation in the workplace. The chapter argues that the people from different parts of the world possess diverse need patterns based on their cultural, religious and other associations, and thus, a Western-centric sample or approach may not represent the needs and motivation of people from other parts of the world.
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Empirical investigation of Maslow's Hierarchy of Needs in Saudi Arabia's higher education sector
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This chapter presents the quantitative findings, based on a demographic analysis of the results of the Porter’s Need Satisfaction Questionnaire that was used in two Saudi Arabian universities. To maintain anonymity, these two are referred... more
This chapter presents the quantitative findings, based on a demographic analysis of the results of the Porter’s Need Satisfaction Questionnaire that was used in two Saudi Arabian universities. To maintain anonymity, these two are referred to in the book as ‘SUR’ (Saudi University Religious) and ‘SUM’ (Saudi University Moderate), respectively. The quantitative analysis proceeds mainly through these parts: a descriptive part providing demographic patterns, an assessment of the motivational drivers of the Saudi employees, and the issues of religion and gender, and the overall Hierarchy of Needs in the Saudi context.
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This chapter provides deeper insights into the motivational needs and preferences of employees in Saudi higher education sector. This was done by analysing participants’ responses to open-ended questions that were aimed to generate a... more
This chapter provides deeper insights into the motivational needs and preferences of employees in Saudi higher education sector. This was done by analysing participants’ responses to open-ended questions that were aimed to generate a contextual understanding of factors that affect employee motivation.
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This chapter empirically probes the universal applicability of the Hierarchy of Needs theory in Saudi context and with specific reference to issues of gender and religion. It was found that, apart from the security need, the Saudi... more
This chapter empirically probes the universal applicability of the Hierarchy of Needs theory in Saudi context and with specific reference to issues of gender and religion. It was found that, apart from the security need, the Saudi employees prefer to order their needs through a very different hierarchy and place the highest emphasis on social needs.
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This paper tracks the representation of executive women at work. First, the paper discusses the significant deficit of female managers (ABS 2007a), and a marked decline of women professionals from their mid to late 30s. Significant... more
This paper tracks the representation of executive women at work. First, the paper discusses the significant deficit of female managers (ABS 2007a), and a marked decline of women professionals from their
mid to late 30s. Significant differences in age and sex distributions are evident between different occupational groups, and discriminatory practices continue to play a role. We discuss the implications of
these patterns. Second, the paper describes how labour-management
policies might address the more salient gender issues. Our findings suggest that while some common “old” perceptions related to women as apparently more suited to particular professions are slowly being reversed, better policies related to equal representation are required.
mid to late 30s. Significant differences in age and sex distributions are evident between different occupational groups, and discriminatory practices continue to play a role. We discuss the implications of
these patterns. Second, the paper describes how labour-management
policies might address the more salient gender issues. Our findings suggest that while some common “old” perceptions related to women as apparently more suited to particular professions are slowly being reversed, better policies related to equal representation are required.
Research Interests:
This paper tracks the representation of executive women at work. First, the paper discusses the significant deficit of female managers (ABS 2007a), and a marked decline of women professionals from their mid to late 30s. Significant... more
This paper tracks the representation of executive women at work. First, the paper discusses the significant deficit of female managers (ABS 2007a), and a marked decline of women professionals from their mid to late 30s. Significant differences in age and sex distributions are evident between different occupational groups, and discriminatory practices continue to play a role. We discuss the implications of these patterns. Second, the paper describes how labour-management policies might address the more salient gender issues. Our findings suggest that while some common “old” perceptions related to women as apparently more suited to particular professions are slowly being reversed, better policies related to equal representation are required.
Despite its predominant focus on gender equity, the present managing diversity discourse in Australia generally overlooks multi-racial feminist perspectives. Consequently equal opportunity legislation and practices, designed for... more
Despite its predominant focus on gender equity, the present managing diversity discourse in Australia generally overlooks multi-racial feminist perspectives. Consequently equal opportunity legislation and practices, designed for “mainstream” Australian women, do not take into account the diversity of ethnic and socio-cultural contexts and experiences of the “other” women.
Talking it out: Pakistan’s fear of expressing itself Speakers discuss pitfalls, limitations and ways to increase freedom of speech Basir, S. 2015. Talking it out: Pakistan’s fear of expressing itself. Talking it out: Pakistan’s fear... more
Talking it out: Pakistan’s fear of expressing itself
Speakers discuss pitfalls, limitations and ways to increase freedom of speech
Basir, S. 2015. Talking it out: Pakistan’s fear of expressing itself. Talking it out: Pakistan’s fear of expressing itself. The Express Tribune, November 29.
Speakers discuss pitfalls, limitations and ways to increase freedom of speech
Basir, S. 2015. Talking it out: Pakistan’s fear of expressing itself. Talking it out: Pakistan’s fear of expressing itself. The Express Tribune, November 29.
Research Interests:
Dr Jawad Syed's comment on ESRC Report
Publisher: University of Kent, 2012
Publisher: University of Kent, 2012
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“Diversity premises on the understanding that there are multiplicities of identities, experiences, and perspectives. By inclusion, I mean the understanding that there are various interpretations and ways of life, apart from the mainstream... more
“Diversity premises on the understanding that there are multiplicities of identities, experiences, and perspectives. By inclusion, I mean the understanding that there are various interpretations and ways of life, apart from the mainstream version, and that these diverse identities and lifestyles should not be ignored, voiced down or suppressed, but included and equally valued in the mainstream way of life within and outside the workplace.”
Publication: Workforce Tomorrow (Issue 8, 2017)
Publication: Workforce Tomorrow (Issue 8, 2017)
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For a second year in a row, all of the 20 acting nominations for the Academy Awards went to white actors. Not unlike 2015, this has resulted in a heated debate about racial bias in the Oscars, and the opinions of film artists and... more
For a second year in a row, all of the 20 acting nominations for the Academy Awards went to white actors. Not unlike 2015, this has resulted in a heated debate about racial bias in the Oscars, and the opinions of film artists and activists vary from an almost blatant denial of racial bias to an outright allegation of racism.
Given the socio-cultural and economic significance assigned to the Oscars, the notion of institutional racism may be useful to examine this issue. Such examination may focus on (1) the process and (2) the outcome of the Oscar nominations.
Given the socio-cultural and economic significance assigned to the Oscars, the notion of institutional racism may be useful to examine this issue. Such examination may focus on (1) the process and (2) the outcome of the Oscar nominations.
Research Interests:
An overview of academic life and achievements.
Evolve Magazine 2018. Interview with Dr Jawad Syed. http://www.evolvemagazine.com.pk/dr-jawad-syed-dean-professor-sdsb-lums/
Evolve Magazine 2018. Interview with Dr Jawad Syed. http://www.evolvemagazine.com.pk/dr-jawad-syed-dean-professor-sdsb-lums/
Research Interests:
The problem of multiple discriminations persists. “Even today in many countries, anti-discrimination laws look at gender and race/ethnicity separately,” says Jawad Syed, a professor of organisational behaviour and dean of the Suleman... more
The problem of multiple discriminations persists. “Even today in many countries, anti-discrimination laws look at gender and race/ethnicity separately,” says Jawad Syed, a professor of organisational behaviour and dean of the Suleman Dawood School of Business at Lahore University of Management Sciences, whose team recently studied the experience of Pakistani women in British workplaces. “As a result, when black or other women of colour experience intersectional discrimination, the law in many jurisdictions is simply absent to protect them,” says Prof Syed.
In the UK, the Equality Act of 2010 has a provision that acknowledges cases of “dual discrimination” can be brought simultaneously — but no more than two. But the government decided not to bring this provision into force on the grounds that it wanted to reduce the cost to business.
In addition to such legal roadblocks, individual incidents of racism or homophobia, for example, can be hard to prove. Prof Syed points out that one reason why intersectionality is relatively unknown is that there is, so far, little individual case law to show how it operates.
Berwick, !. (20106). Understanding overlaps in identity. The Financial Times, December 1. https://www.ft.com/content/4fdc1354-a061-11e6-891e-abe238dee8e2
In the UK, the Equality Act of 2010 has a provision that acknowledges cases of “dual discrimination” can be brought simultaneously — but no more than two. But the government decided not to bring this provision into force on the grounds that it wanted to reduce the cost to business.
In addition to such legal roadblocks, individual incidents of racism or homophobia, for example, can be hard to prove. Prof Syed points out that one reason why intersectionality is relatively unknown is that there is, so far, little individual case law to show how it operates.
Berwick, !. (20106). Understanding overlaps in identity. The Financial Times, December 1. https://www.ft.com/content/4fdc1354-a061-11e6-891e-abe238dee8e2
Research Interests:
Ratnawalli, D. 2017. "Everything is free to your best students"
My Pakistani experience - 2. The Island. December 23. http://www.island.lk/index.php?page_cat=article-details&page=article-details&code_title=177070
My Pakistani experience - 2. The Island. December 23. http://www.island.lk/index.php?page_cat=article-details&page=article-details&code_title=177070
Research Interests:
LAHORE: "We are the only Pakistani business school which is among top 300 in the world. In the next few years, we aim to be among top 200 schools of business internationally. Currently we are in top 60 in Asia but our aim is to be amongst... more
LAHORE: "We are the only Pakistani business school which is among top 300 in the world. In the next few years, we aim to be among top 200 schools of business internationally. Currently we are in top 60 in Asia but our aim is to be amongst top 20 in Asia. Pakistan is a great nation, LUMS a great university, and with the right combination of planning and enabling, we hope to achieve our targets in due course." This was stated by LUMS Suleman Dawood School of Business Dean Prof. Dr. Jawad Syed during an exclusive interview with The Educationist.
Arshad, A. (2017). SDSB – the only Pakistan school in world top 300 Interview of Prof. Dr. Jawad Syed from LUMS. The Educationist. June 20.
http://educationist.com.pk/sdsb-the-only-pakistan-school-in-world-top-300-interview-of-prof-dr-jawad-syed-from-lums/
Arshad, A. (2017). SDSB – the only Pakistan school in world top 300 Interview of Prof. Dr. Jawad Syed from LUMS. The Educationist. June 20.
http://educationist.com.pk/sdsb-the-only-pakistan-school-in-world-top-300-interview-of-prof-dr-jawad-syed-from-lums/
Research Interests:
“A few very important things should promptly be added to the co/extracurricular activities,” said Jawad Syed, Dean of the Suleman Dawood School of Business at LUMS. “The concept of pluralism that two or more principles or opinions can... more
“A few very important things should promptly be added to the co/extracurricular activities,” said Jawad Syed, Dean of the Suleman Dawood School of Business at LUMS. “The concept of pluralism that two or more principles or opinions can coexist should be introduced in classrooms.”
He said that a basic training of individuals is necessary for them to understand that resorting to violence under any circumstances is just not acceptable. “Significance of inter-faith conversations has never been greater than today.”
“Parents, teachers and caretakers must address the tell-tale signs of intolerance in children, right from the beginning,” he asserted.
“The government will have to be geared to solve this problem for good and the state should mainly focus on projecting the softer image of the country, which can only be done through the society, or the society will continue to radicalise,” said Brig (r) Samson.
He said that the closing down of madrassas (seminaries) is not the viable solution.
Hyder, W. 2018. Justice for Mashal Khan is good, preventing such monstrosities from happening is better. Pakistan Today, February 2.
https://www.pakistantoday.com.pk/2018/02/02/justice-for-mashal-khan-is-good-preventing-such-monstrosities-from-happening-is-better/
He said that a basic training of individuals is necessary for them to understand that resorting to violence under any circumstances is just not acceptable. “Significance of inter-faith conversations has never been greater than today.”
“Parents, teachers and caretakers must address the tell-tale signs of intolerance in children, right from the beginning,” he asserted.
“The government will have to be geared to solve this problem for good and the state should mainly focus on projecting the softer image of the country, which can only be done through the society, or the society will continue to radicalise,” said Brig (r) Samson.
He said that the closing down of madrassas (seminaries) is not the viable solution.
Hyder, W. 2018. Justice for Mashal Khan is good, preventing such monstrosities from happening is better. Pakistan Today, February 2.
https://www.pakistantoday.com.pk/2018/02/02/justice-for-mashal-khan-is-good-preventing-such-monstrosities-from-happening-is-better/
Research Interests:
In the aftermath of the Paris and San Bernardino attacks, the world can no longer afford apologist and politically correct discourses on terrorism. During my recent trip to Pakistan to attend an international educational and cultural... more
In the aftermath of the Paris and San Bernardino attacks, the world can no longer afford apologist and politically correct discourses on terrorism. During my recent trip to Pakistan to attend an international educational and cultural conference in Karachi, I had an interesting discussion on the Paris attacks. A warm and friendly American academic colleague suggested how terrorism could be attributed to U.S. foreign policy failure and mentioned Iraq as an example. He opined that global terrorism could be the natural reaction of millions of Muslims who were adversely affected by the U.S.-led invasion of Iraq and elsewhere. Much as I appreciated the self-criticism of my esteemed American colleague, as a Muslim from a multi-sect background, I begged to disagree. If terrorism is simply a result of bad U.S. foreign policy-and aspects of such policy have certainly been disastrous-then why are the major affectees in Iraq not lashing out?
Research Interests:
In a controversial yet thought-provoking comment, world No. 1 Novak Djokovic has questioned the equality of prize money in tennis, suggesting that men should be paid more as they have more spectators. This article provides a critical... more
In a controversial yet thought-provoking comment, world No. 1 Novak Djokovic has questioned the equality of prize money in tennis, suggesting that men should be paid more as they have more spectators. This article provides a critical analysis of this comment.
Research Interests:
Since 2013, Bangladesh has repeatedly been in headline news across the world due to systematic and incessant targeted killings. In the mainstream media, both in South Asia and the West, the focus has been generally on high profile murders... more
Since 2013, Bangladesh has repeatedly been in headline news across the world due to systematic and incessant targeted killings. In the mainstream media, both in South Asia and the West, the focus has been generally on high profile murders of secular and progressive bloggers. This includes the recent worldwide broad coverage on the tragic murder of Xulhaz Mannan, editor of Bangladesh's first LGBT rights magazine. However, not many know that these killings are only one part of the story. Secularists and bloggers are not the only community under attack in Bangladesh. Unless other pieces of the story are taken into account, the picture will remain incomplete and a meaningful resolution may remain evasive.
Research Interests:
On Thursday 23rd June 2016, UK will vote either to stay in or opt out of the European Union, a decision that will shape the country’s future. In this brief post, we outline why it is important for all British voters of diverse ethnic and... more
On Thursday 23rd June 2016, UK will vote either to stay in or opt out of the European Union, a decision that will shape the country’s future. In this brief post, we outline why it is important for all British voters of diverse ethnic and religious backgrounds to have their say in the EU referendum rather than leaving it to fate.
Research Interests:
In recent years, Islamic finance has emerged as a potential tool for curbing poverty and financing development worldwide. This article offers an overview of some of the key issues as well as prospects of Islamic finance and banking in the... more
In recent years, Islamic finance has emerged as a potential tool for curbing poverty and financing development worldwide. This article offers an overview of some of the key issues as well as prospects of Islamic finance and banking in the current globalised era.
Research Interests:
In July 2018, I had an opportunity to visit Cornell SC Johnson College of Business and its constituent Schools meeting their deans, directors and other senior administrators. The opportunity was provided by Global Business School Network... more
In July 2018, I had an opportunity to visit Cornell SC Johnson College of Business and its constituent Schools meeting their deans, directors and other senior administrators. The opportunity was provided by Global Business School Network (GBSN) as an alternative to their Developing Deans Program. Here are my reflections based on my interactions and meetings at Cornell.
This case study gives students the opportunity to understand digital technologies and their contribution to employee development and learning in organisations. It provides an illustrative example to consider why and how organisations may... more
This case study gives students the opportunity to understand digital technologies and their contribution to employee development and learning in organisations. It provides an illustrative example to consider why and how organisations may design and develop digital and blended learning solutions, and some of the associated challenges. The issues of increasingly competitive global marketplace and the processes involved in designing, developing and implementing digital learning content are also raised, providing a useful classroom activity.
Research Interests:
The aim of this special issue is to advance HRD theorizing by reviewing the complexity of HRD systems and social processes in Sub-Saharan African economies. This will unravel the nuances of policy development and incorporate the... more
The aim of this special issue is to advance HRD theorizing by reviewing the complexity of HRD systems and social processes in Sub-Saharan African economies. This will unravel the nuances of policy development and incorporate the marginalized voices of African scholars not often cited in Western journals.
Research Interests:
This special issue of Business & Society aims to publish original theoretical and empirical insights on the role that religion as a social force plays in the context of business ethics, corporate societal responsibility (CSR) and... more
This special issue of Business & Society aims to publish original theoretical and empirical insights on the role that religion as a social force plays in the context of business ethics, corporate societal responsibility (CSR) and corporate governance. Religion in society is a subject of great importance, cutting across all sectors of our social world, from national and international governments, organizations and policy makers, to local communities, individuals and employers. Religion, by virtue of its
emphasis on philanthropy, social service, ethical conduct, and frugality may be a major source of inspiration for governmental, organizational and individual approaches to ethics, CSR and governance. However, religion or some of its interpretations of practices may also act as barriers to responsible business behavior, e.g., faith-based discrimination at work, or faith-based objections to employee benefits. Despite extensive research on business ethics and CSR, the macro-level impact of religion on business remains an underdeveloped area of research. Seeking to fill this important
research gap, this special issue focuses on the intersections between religion, organizations, and society through the lens of history, business ethics and CSR. It aims to bring a variety of religion-based and secular theoretical perspectives to bear on business ethics, corporate governance and CSR research and practice.
emphasis on philanthropy, social service, ethical conduct, and frugality may be a major source of inspiration for governmental, organizational and individual approaches to ethics, CSR and governance. However, religion or some of its interpretations of practices may also act as barriers to responsible business behavior, e.g., faith-based discrimination at work, or faith-based objections to employee benefits. Despite extensive research on business ethics and CSR, the macro-level impact of religion on business remains an underdeveloped area of research. Seeking to fill this important
research gap, this special issue focuses on the intersections between religion, organizations, and society through the lens of history, business ethics and CSR. It aims to bring a variety of religion-based and secular theoretical perspectives to bear on business ethics, corporate governance and CSR research and practice.
Research Interests:
In the mainstream academic literature as well as media, the Islamic faith and Muslims are often presented as a monolithic religion, ignoring the internal diversity or heterogeneity on the basis of denomination, ethnicity, gender and... more
In the mainstream academic literature as well as media, the Islamic faith and
Muslims are often presented as a monolithic religion, ignoring the internal diversity
or heterogeneity on the basis of denomination, ethnicity, gender and religious
practice. While there are two broad sects within Islam, i.e., Sunni and Shia, the
diversity within Islam is much more nuanced and heterogeneous and can be traced
to different interpretations of the texts, opinions of narrators, jurisprudence and
different milieus where such interpretations are enacted. Thus, for example,
interpretations, geographical location and culture intersect in how gender practices
such as the veil/hijab and segregation and injunctions on other matters such as
inheritance, commerce, religious taxes, leadership and treatment of religious and
ethnic minorities are proclaimed, legislated and endorsed (e.g., Moghadam, 1994;
Warde, 2000). Yet, scholars signal the need to carefully contextualize research by
situating management and organizations within contextualized perspectives.
Muslims are often presented as a monolithic religion, ignoring the internal diversity
or heterogeneity on the basis of denomination, ethnicity, gender and religious
practice. While there are two broad sects within Islam, i.e., Sunni and Shia, the
diversity within Islam is much more nuanced and heterogeneous and can be traced
to different interpretations of the texts, opinions of narrators, jurisprudence and
different milieus where such interpretations are enacted. Thus, for example,
interpretations, geographical location and culture intersect in how gender practices
such as the veil/hijab and segregation and injunctions on other matters such as
inheritance, commerce, religious taxes, leadership and treatment of religious and
ethnic minorities are proclaimed, legislated and endorsed (e.g., Moghadam, 1994;
Warde, 2000). Yet, scholars signal the need to carefully contextualize research by
situating management and organizations within contextualized perspectives.
Research Interests:
This SI seeks to enhance awareness of the complexity of the Muslim diaspora at work in the West in order to crumble and tease out the dissonance that exists in organizations with reference to Muslims. Specifically, the SI revolves around... more
This SI seeks to enhance awareness of the complexity of the Muslim diaspora at work in the West in order to crumble and tease out the dissonance that exists in organizations with reference to Muslims. Specifically, the SI revolves around the following question: “What are the positive and challenging international HRM issues facing the Muslim diaspora and organizations in the West?” The aim is to present and synthesize research on international HRM (IHRM)-related issues pertaining to Muslim workers in Western countries (e.g., UK and other parts of Europe, the USA, Canada, Australia, New Zealand) and may include the cultural and organizational contexts, sourcing HR for competitive global markets, training and development, career management, Muslim perspectives on performance management, and approaches to staffing.
Submissions for this SI may involve qualitative and/or quantitative methodologies, include innovative theoretical and empirical insights, case studies and examples of conducting IHRM research on and with the Muslim diaspora in one or more Western societies including within-country and cross-country studies. The SI editors will be pleased to discuss ideas for manuscripts via email, and such inquires may be directed to BOTH editors at j.syed@hud.ac.uk and edwina.pio@aut.ac.nz
Schedule
-----------
. Call for papers issued on: 31 May 2014
. Paper submission due: 31 October 2014
. Preliminary decision/reviews: 31 Jan 2014
. Revision due: 31 March 2015
. Final decision: 31 May 2015"
Submissions for this SI may involve qualitative and/or quantitative methodologies, include innovative theoretical and empirical insights, case studies and examples of conducting IHRM research on and with the Muslim diaspora in one or more Western societies including within-country and cross-country studies. The SI editors will be pleased to discuss ideas for manuscripts via email, and such inquires may be directed to BOTH editors at j.syed@hud.ac.uk and edwina.pio@aut.ac.nz
Schedule
-----------
. Call for papers issued on: 31 May 2014
. Paper submission due: 31 October 2014
. Preliminary decision/reviews: 31 Jan 2014
. Revision due: 31 March 2015
. Final decision: 31 May 2015"
Research Interests:
Through this Special Issue (SI), we want to foster research on gender, generation and leadership from the South Asia region or from a South Asian perspective. The SI seeks to improve understanding of demographic and social development in... more
Through this Special Issue (SI), we want to foster research on gender, generation and leadership from the South Asia region or from a South Asian perspective. The SI seeks to improve understanding of demographic and social development in the context of leadership in South Asia and the factors that influence these developments.
See more at: http://www.emeraldgrouppublishing.com/products/journals/call_for_papers.htm
See more at: http://www.emeraldgrouppublishing.com/products/journals/call_for_papers.htm
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Guest Editors: Harry Van Buren, Jawad Syed, Raza Mir This special issue of Business & Society aims to publish original theoretical and empirical insights on the role that religion as a social force plays in the context of business... more
Guest Editors: Harry Van Buren, Jawad Syed, Raza Mir
This special issue of Business & Society aims to publish original theoretical and empirical insights on the role that religion as a social force plays in the context of business ethics, corporate societal responsibility (CSR) and corporate governance. Religion in society is a subject of great importance, cutting across all sectors of our social world, from national and international governments, organizations and policy makers, to local communities, individuals and employers. Religion, by virtue of its emphasis on philanthropy, social service, ethical conduct, and frugality may be a major source of inspiration for governmental, organizational and individual approaches to ethics, CSR and governance. However, religion or some of its interpretations or practices may also act as barriers to responsible business behavior, e.g., faith-based discrimination at work, or faith-based objections to employee benefits. Despite extensive research on business ethics and CSR, the macro-level impact of religion on business remains an underdeveloped area of research. Seeking to fill this important research gap, this special issue focuses on the intersections between religion, organizations, and society through the lens of history, business ethics and CSR. It aims to bring a variety of religion-based and secular theoretical perspectives to bear on business ethics, corporate governance and CSR research and practice.
This special issue of Business & Society aims to publish original theoretical and empirical insights on the role that religion as a social force plays in the context of business ethics, corporate societal responsibility (CSR) and corporate governance. Religion in society is a subject of great importance, cutting across all sectors of our social world, from national and international governments, organizations and policy makers, to local communities, individuals and employers. Religion, by virtue of its emphasis on philanthropy, social service, ethical conduct, and frugality may be a major source of inspiration for governmental, organizational and individual approaches to ethics, CSR and governance. However, religion or some of its interpretations or practices may also act as barriers to responsible business behavior, e.g., faith-based discrimination at work, or faith-based objections to employee benefits. Despite extensive research on business ethics and CSR, the macro-level impact of religion on business remains an underdeveloped area of research. Seeking to fill this important research gap, this special issue focuses on the intersections between religion, organizations, and society through the lens of history, business ethics and CSR. It aims to bring a variety of religion-based and secular theoretical perspectives to bear on business ethics, corporate governance and CSR research and practice.