... The transmission and adaptation of 'American' traits in US multinationals abroad Case... more ... The transmission and adaptation of 'American' traits in US multinationals abroad Case study evidence from the UK. Author : Ferner, Mike ; Corporate author : Leicester Business School (United Kingdom) ; Copyright : 2002 Language : English ; Pagination/Size : 41 p.; 30 cm; pbk. ...
This chapter considers the balance between central control and subsidiary autonomy in HR policy a... more This chapter considers the balance between central control and subsidiary autonomy in HR policy and practice. US multinationals have been shown to centralize control of international HR policy compared with multinationals of other nationalities. This chapter examines the organizational processes whereby particular patterns of centralization or autonomy are maintained, and how such patterns evolve over time. In explaining the mechanisms that drive changes in the centralization-autonomy balance, the chapter highlights the ability of actors at different levels of the multinational to influence policy choices through the deployment of a variety of power resources; the latter includes the leverage that local managers derive from their expert knowledge of the distinctive constraints and possibilities of their host business system. The factors that explain differences in the balance of centralization and autonomy between different multinationals are also explored.
The functions of international HRM forums in multinational companies. Find what you want from DOR... more The functions of international HRM forums in multinational companies. Find what you want from DORA: All of DORA This Collection. Advanced Search. DORA. DORADe Montfort University Open Research Archive. You are here ...
The editors pay particular attention to developments in Eastern Europe as the former Easter bloc ... more The editors pay particular attention to developments in Eastern Europe as the former Easter bloc countries struggle to achieve the transition to market economies. The workplace, trade unions and the creation of national industrial relations institutions are examined specifically in ...
2.00Available from British Library Document Supply Centre- DSC:9261.962(WPIR--27) / BLDSC - Briti... more 2.00Available from British Library Document Supply Centre- DSC:9261.962(WPIR--27) / BLDSC - British Library Document Supply CentreSIGLEGBUnited Kingdo
This book addresses some of the major contemporary issues in comparative business and employment ... more This book addresses some of the major contemporary issues in comparative business and employment relations. At its core are the findings of a four-year international exploration of the management of employment relations in American multinational companies in the UK, Germany, Ireland, and Spain. Data from detailed case studies are used to illuminate the tensions between the forces of globalization and the continuing distinctiveness of national business systems. It looks at what is distinctively American about US multinationals, asking how the US business system’s particular features influence their management of human resources across national borders. It shows that the transfer of ‘Americanness’ is not a technical, top-down, managerial process, but a highly political and ‘negotiated’ one in which groups and individuals at different levels within the company try to influence the terms of transfer. The book uses a wealth of empirical material to explore the ways in which US multinatio...
The issue of employment relations in the foreign operations of US-owned multinational corporation... more The issue of employment relations in the foreign operations of US-owned multinational corporations (MNCs) has attracted the attention of researchers for many years. The extensive literature has pointed to MNCs of American origin being more standardised, formalised and centralised in international policy making when compared with those of other nationalities (cf. Harzing 1999; Negandhi 1986; Young et al 1985; Yuen and Kee 1994). It has also indicated that US MNCs are particularly hostile to collective worker representation, and more likely to deploy HRM practices such as direct forms of employee involvement (cf. Dunning 1998; Enderwick 1985; for a review, see Edwards and Ferner 2002).
... The transmission and adaptation of 'American' traits in US multinationals abroad Case... more ... The transmission and adaptation of 'American' traits in US multinationals abroad Case study evidence from the UK. Author : Ferner, Mike ; Corporate author : Leicester Business School (United Kingdom) ; Copyright : 2002 Language : English ; Pagination/Size : 41 p.; 30 cm; pbk. ...
This chapter considers the balance between central control and subsidiary autonomy in HR policy a... more This chapter considers the balance between central control and subsidiary autonomy in HR policy and practice. US multinationals have been shown to centralize control of international HR policy compared with multinationals of other nationalities. This chapter examines the organizational processes whereby particular patterns of centralization or autonomy are maintained, and how such patterns evolve over time. In explaining the mechanisms that drive changes in the centralization-autonomy balance, the chapter highlights the ability of actors at different levels of the multinational to influence policy choices through the deployment of a variety of power resources; the latter includes the leverage that local managers derive from their expert knowledge of the distinctive constraints and possibilities of their host business system. The factors that explain differences in the balance of centralization and autonomy between different multinationals are also explored.
The functions of international HRM forums in multinational companies. Find what you want from DOR... more The functions of international HRM forums in multinational companies. Find what you want from DORA: All of DORA This Collection. Advanced Search. DORA. DORADe Montfort University Open Research Archive. You are here ...
The editors pay particular attention to developments in Eastern Europe as the former Easter bloc ... more The editors pay particular attention to developments in Eastern Europe as the former Easter bloc countries struggle to achieve the transition to market economies. The workplace, trade unions and the creation of national industrial relations institutions are examined specifically in ...
2.00Available from British Library Document Supply Centre- DSC:9261.962(WPIR--27) / BLDSC - Briti... more 2.00Available from British Library Document Supply Centre- DSC:9261.962(WPIR--27) / BLDSC - British Library Document Supply CentreSIGLEGBUnited Kingdo
This book addresses some of the major contemporary issues in comparative business and employment ... more This book addresses some of the major contemporary issues in comparative business and employment relations. At its core are the findings of a four-year international exploration of the management of employment relations in American multinational companies in the UK, Germany, Ireland, and Spain. Data from detailed case studies are used to illuminate the tensions between the forces of globalization and the continuing distinctiveness of national business systems. It looks at what is distinctively American about US multinationals, asking how the US business system’s particular features influence their management of human resources across national borders. It shows that the transfer of ‘Americanness’ is not a technical, top-down, managerial process, but a highly political and ‘negotiated’ one in which groups and individuals at different levels within the company try to influence the terms of transfer. The book uses a wealth of empirical material to explore the ways in which US multinatio...
The issue of employment relations in the foreign operations of US-owned multinational corporation... more The issue of employment relations in the foreign operations of US-owned multinational corporations (MNCs) has attracted the attention of researchers for many years. The extensive literature has pointed to MNCs of American origin being more standardised, formalised and centralised in international policy making when compared with those of other nationalities (cf. Harzing 1999; Negandhi 1986; Young et al 1985; Yuen and Kee 1994). It has also indicated that US MNCs are particularly hostile to collective worker representation, and more likely to deploy HRM practices such as direct forms of employee involvement (cf. Dunning 1998; Enderwick 1985; for a review, see Edwards and Ferner 2002).
Uploads
Papers by Anthony Ferner