European Works Councils in Central and Eastern Europe: varieties of institution building among French service sector multinationals

European Works Councils (EWCs) were launched as important institutions capable of helping workers coordinate responses to multinational corporations (MNCs). Euro‐optimists hoped they might help the transfer of the European social model to Central and Eastern Europe (CEE). Euro‐pessimists believed they lacked the capacity to be effective and suggested EU enlargement might encourage ‘a race to the bottom’ in Western Europe. This article focuses on the behaviours of eight service sector French‐origin multinationals in Bulgaria, Hungary and Poland. It finds that they generally adapt to the host country social model. However, while most keep their subsidiaries in separate compartments, investing little in EWC institution building, some are more ready to invest in stronger EWC institutions and to use them as an integrating tool.     

Leadership styles in Central Eastern Europe: Experiences of Finnish expatriates in the Czech Republic,Hungary and Poland

Due to the current transformation of Central Eastern European (CEE) economies, not very much is known about managerial behaviour during that era. With a view of increasing such an understanding, this paper reports some observations on characteristics of the leadership styles of managers in CEE as experienced by Finnish expatriates. The emerging changes in these styles are also discussed. By reviewing relevant writings and studies, working hypotheses about expected differences between Finnish and CEE managers are formulated. Differences were identified and it was found that typical leadership styles among managers share certain common characteristics in three CEE countries but that the styles have already started to change. In conclusion, the implications of the findings for Western companies and for expatriate managers are discussed.     

The Economic Convergence Performance of Central and Eastern European Countries

A critical discussion of a comparative growth analysis about Central and Eastern European (CEE) countries is performed. The main conclusion is that there was economic convergence for most CEE accession candidates, but not between them and Western Europe. Results do justify a separation into first and second-wave accession countries, but also undermine differences in Central and Eastern Europe between accession and non-accession countries.This paper critically examines theories and empirical studies for three types of convergence, namely , and club convergence. Each can be in absolute terms or conditional to the long-term equilibrium (steady state) for each country.Empirical results are provided for all types of convergence from 1996 to 2000, both with population-weighted and non-weighted data. The analysis is performed for differently framed country subgroups considering even Western Europe for better comparability. Once absolute convergence is found through a unit root test about a standard deviation time series of cross-sectional income per capita, the regression coefficient for initial income per capita with the average growth over the sample period as dependent variable ( convergence) establishes the speed of this process. The same method applies to the conditional version by using the distance of the income from the corresponding steady state instead of the level of GDP. Then Markov chain probability matrixes (club convergence) provide information about the past behaviour of the whole cross-sectional income distribution over time, but also about intra-mobility of single countries.     

Emissions permit allocation and strategic firm behavior: Evidence from the oil sector in the European Union emissions trading scheme

With the growing urgency of climate change, governments around the world are increasingly implementing new regulations for greenhouse gases. This trend elevates the importance of examining how firms engage in strategic efforts to influence regulations before they are in place and how they respond once they are in effect (i.e., their ex‐ante and ex‐post strategic behavior). This paper examines the outcomes of such strategic efforts by multinational and domestic oil companies within the European Union emissions trading scheme. An analysis of a panel dataset of oil firms (2008–2012) shows that on average the outcome of ex‐ante strategies did not differ significantly between multinational companies (MNCs) and domestic firms. However, the findings indicate that among those firms that received positive net benefits from the new climate policy, domestic firms were able to maximize these benefits better than MNCs through their ex‐post strategies. In contrast, among the firms that faced net costs due to the policy, MNCs were able to minimize these costs better than domestic firms, ex‐post. This paper advances our understanding of whether and to what extent MNCs differ from domestic firms in their economic outcomes stemming from strategic behavior related to emissions trading. This question is especially pertinent for regulations related to climate change, which is one of humanity's grand challenges and has important consequences for our economic, social, and political systems.     

An analysis of the talent management challenges in a post-communist country: the case of Poland

There is a dearth of empirical studies on talent management (TM) in the emerging markets, and in particular a lack of research on TM in the countries of the Central and Eastern European (CEE) region. Our empirical study in 58 organisations in Poland, a major economy in the CEE region, is one of the first studies to examine TM in this context. Our study highlights the particular nature of the TM challenges facing organisations in Poland and shows that there is little evidence to suggest that Polish practice is converging with Western models. Our paper suggests that TM is likely to challenge many traditional management practices and attitudes which continue to dominate Polish culture in the period of transition to a market economy.     

In the line of fire: managing expatriates in hostile environments

Abstract

This study explores best practice in the preparation and protection of strategic HRs deployed by Multinational corporations (MNCs) in hostile environments. By building on the literature from the areas of strategic and IHRM, expatriation, as well as risk and crisis management, the limitations and gaps of the extant research are highlighted. This provides a foundation for our investigation through a series of in-depth interviews with corporate executives, and insurers and relocation specialists with professional expertise in protecting and supporting HRs. This represents the first time such a detailed picture of the partnerships between MNCs and the specialists, required to deliver preparation and protection in hostile environments, has been depicted in the IHRM literature. The findings identify the challenges MNCs face when protecting their HRs and highlights the importance of specialist expertise, knowledge, and management. A framework for managing HRs within international hostile environments is subsequently developed offering an opportunity to systematically consider some of the ethical and strategic issues associated with the contemporary challenges of international mobility.     

Work models in the Central Eastern European car industry: towards the high road?

The integration of the Central Eastern European (CEE) countries into the European Union (EU) has provoked debates about the danger of a ‘race to the bottom’ in Europe caused by the low wages and weak labour regulation and labour standards in CEE. This article examines the evolution of work models in the CEE automotive industry. It argues that the work models in CEE did not take the low‐road trajectory. Rather, a limited high‐road model emerged in the 1990s, which combined skilled labour and secure employment for the core workforce with a broad margin of precarious employment, low wages and limited employee voice. In the context of labour shortages after the accession to the EU of the CEEs, companies faced recruitment problems and labour conflicts, which threatened to destabilise this model. The first reactions of firms pointed towards the strengthening of the high‐road orientation, but the development remains unstable, not least of all because of the economic crisis beginning in 2009.     

Uncovering competitive and institutional drivers of HRM practices in multinational corporations

Current international human resource management (IHRM) literature focusing on multinational corporations (MNCs) presents evidence of both similarities and differences in the HR practices adopted in different global locations. However, the drivers behind this duality require more detailed investigation. This article focuses on exploring why MNCs position themselves within global markets as they do, exploring how extant theory can help explain the drivers behind both global and national HR practices. Based on a worldwide sample of in‐depth interview‐based case studies of well‐known MNCs, we explore the ways in which different firms react to both institutional and competitive pressures in selecting their approach to HRM. The findings uncover a differentiation between external global competitive isomorphic pressures, external national institutional isomorphic pressures, and internal processes of strategic choice and competitive differentiation. It is suggested that MNCs face all three drivers of HRM simultaneously, leading to different patterns of practice adoption, adaptation and innovation.     

Connecting ‘talent’ meanings and multi-level context: a discursive approach

Abstract

Through an in-depth, multilevel case study of a professional services firm, this paper illuminates what stakeholders mean when they use the term ‘talent’. The paper underlines how various contextual factors including, workforce composition, ownership structures and individual perceptions influence talent meanings within an organisation. Our analysis of talent phenomena at a multiplicity of levels illustrates that it is not only about the words, phrases, and terms employed when talking about talent that requires examination. There is a need to deliberate on the meanings that underpin the talk because while stakeholders may talk the same way they may mean different things. The paper makes a key theoretical contribution through specific recognition of the importance of thoughtful reflection of how stakeholders discursively construct meanings because ‘talent’ is a concept, which requires translation via talk to become meaningful within the material world and these meanings are influenced by context. Thus, we cannot infer, that talent meanings radiate within organisations, nor across organisational boundaries, industries or countries because discourses arise and materialise within specific contexts and we must acknowledge that talent discourses can not be removed from the context in which they operate.     

Cross-cultural perceptions of clan control in Korean multinational companies: a conceptual investigation of employees' fairness monitoring based on cultural values

While enjoying success in their home territory in terms of human resource management (HRM) and employee commitment, Korean multinational companies (MNCs) seem to struggle in their overseas subsidiaries to replicate this success in attracting/retaining talent. To explain the HRM challenges seen in many Korean MNCs, we adapt the notion of employees' fairness monitoring in developing a model which illustrates the relationships between clan control in Korean MNCs, employee's perceived fairness and the cultural values of individualism and collectivism. We offer our first set of propositions concerning associations between fairness monitoring and cultural values, before suggesting another set of propositions about relationships between employees' fairness judgement and clan control in Korean MNCs. Figures graphically illustrating of some of our propositions are also presented. Our model proposes that clan control in Korean MNCs may cause perceived low fairness judgement during employees' fairness monitoring in both individualistic and collectivistic cultures. We believe this paper should stimulate further enquiries in international HRM, cross-culture and fairness literatures.     

Mixed signals: employee reactions to talent status communication amidst strategic ambiguity

Abstract

Given the sensitive nature of communicating talent status in an ‘exclusive’ talent management system and the complexity involved in simultaneously sending signals of exclusivity and inclusivity, some organisations avoid open communication and instead opt for ‘strategic ambiguity’ – intentionally maintaining an element of secrecy and information asymmetry. However, we know relatively little about the effects of this communication approach as a feature of the organisational context on the reactions of employees. Drawing on signalling theory, we examine the reactions of both talents and ‘B’ players on finding out about their talent status in the context of a company that adopts strategic ambiguity in its communication about talent. The data consists of 24 in-depth, qualitative interviews with individuals with experience of TM in a Finnish subsidiary of a large, US-based multinational corporation. The findings reveal that the contextual effects of strategic ambiguity in talent communication affected the reactions of talents and ‘B’ players in distinctly different ways, but had few long-term positive effects on the attitudes and behaviours of either group. These findings present important theoretical and practical implications for the role of communication and organisational context in employee reactions to talent pool inclusion and for talent management more generally.     

Multinationals and changing national business systems in Europe: towards the ‘shareholder value’ model?

This article reviews recent development in employment relations in MNCs, within the context of the varied and changing business systems within Western Europe. Focusing on Germany, France, Sweden and the UK, we analyse both the effects of national corporate governance systems on MNCs, and the extent to which MNCs specifically, and globalisation more widely, have affected the nature of national business and employment systems. While elements of a move towards a more ‘Anglo‐Saxon’, economically liberal model of corporate governance and employment relations can be detected in all four countries, this is far from complete. Cross‐national differences in business systems within Europe therefore continue to exert effects upon MNCs.     

Public Management as a University Discipline in New European Union Member States

Abstract

Many market-type mechanisms were introduced in the public administration reforms in Central and Eastern Europe (CEE). Therefore public administration higher education in CEE should prepare not only classical public administrators but also public managers to operate in this new environment. This paper summarizes our research results on three new Central European members. The focus is on the scale of public management (PM) programmes, on the proportion of PM courses in the curricula of accredited PM programmes and on the dominant teaching approaches.     

Comparative study of FDI in Central and Eastern Europe and the Mediterranean

The European Union (EU) is currently being exposed to strong integration dynamics. However, the full implications of such dynamics for the location of foreign direct investment (FDI) for both the European Union and the bordering countries are not understood. We construct a panel of more than 3500 European multinationals that have invested in Central and Eastern Europe (CEE) and the Mediterranean (MED) over the 1990–1997 period in 48 NACE 3 industries. After controlling for industry and time-specific effects, it is found that Central and Eastern Europe displays a greater potential in the attraction of FDI flows when compared to the Mediterranean region.     

A revisit to economic exposure of U.S. multinational corporations

To shed light on the influence of U.S. major trade partners’ currencies on MNCs’ firm values, this study investigates the asymmetric effects and the determinants of appreciated and depreciated economic exposure of the U.S. MNCs. Our empirical results reveal several findings: (1) The influences of exchange rate fluctuation on stock returns vary enormously for different currencies. (2) During the U.S. dollar appreciating period, MNCs benefit very little from this appreciation against major trade partners’ currencies, but most MNCs see harmful impacts from a U.S. dollar appreciation against the Brazilian real. (3) During the U.S. dollar depreciating period, most U.S. MNCs benefit from this depreciation against the European Monetary Union’s euro, Mexican new peso and Brazilian real; however, they overall suffer losses against the Chinese yuan, Japanese yen, and British pound. (4) The level of foreign sales is the key determinant of economic exposure.     

Bookshelf 2002

Books reviewed in this article: Bernhard Ebbinghaus and Jelle Visser Macmillan, Trade Unions in Western Europe since 1945 Andrew Martin and George Ross (eds), The Brave New World of European Labor: European Trade Unions at the Millennium G. Fajertag and P. Pochet (eds), Social Pacts in Europe–New Dyamics Roger Zegers de Beijl (ed.), Documenting Discrimination against Migrant Workers in the Labour Market: a Comparative Study of Four European Countries     

French multinational companies’ strategies and co-ordination mechanisms: the role of human resource management in Europe and Nigeria

The everchanging European context may well lead to the evolution of MNCs’ strategies in Europe and to the evolution of the control mechanisms within their subsidiaries. The author analyses the issue from the angle of human resources management, considered as an informal control tool that is widely recognized by both scholars and managers. This research therefore aims at analysing whether or not and how HRM systems embody a possible integration process in the European economic space. The methodology is based on a case study from a French multinational company belonging to the automobile industry while the investigation, a comparative analysis of the headquarters-subsidiaries relationships in England, Spain and Nigeria, points out the specificity of the European context regarding corporate strategy orientations, subsidiary roles and personnel transfer policies. The major conclusions from such an analysis suggest a framework that gives prominence to the differentiation of the management process between Europe and Nigeria.

These results confirm previous literature on co-ordination mechanisms in complex business organizations.     

Managing the global supply base through purchasing portfolio management

‘How to source globally’ has become a critical strategic decision for companies competing on a global basis. Despite an increased focus on global sourcing and supply chain management, little is known about the challenges and solutions surrounding such sourcing practices. Extant literature points at the critical importance of developing and sharing knowledge in multinational companies (MNCs). However, little work has been undertaken to examine the organizational mechanisms used by MNC headquarters for knowledge leveraging across subsidiaries, especially in the area of purchasing and supply management. Based on an in-depth case study, focusing on a chemical company, the actual buying systems for managing the global supply base are explored. Kraljic's purchasing portfolio approach appears useful, both for developing effective purchasing strategies as well as for managing a global supply base.     

‘Don't Waste a Crisis’: Opening up the City Yet Again for Neoliberal Experimentation

This essay calls for a systematic investigation of the financial‐economic crisis as a source of new urban governance rationalities across Europe. We propose combining an understanding of neoliberalization as a variegated social phenomenon with a cultural political economy approach sensitive to the discursive dimension of variegation and the evolutionary mechanisms through which discursive variation is translated into geo‐institutional differentiation. We illustrate how this theoretical framework may help to analyse the impact of the crisis on urban governmental rationalities. Rather than offering a complete cultural political economy account of the responses of European cities to the financial‐economic crisis, we analyse how the crisis and the responses to it have been represented in discourses on urban policies and development by focusing on two discursive sites that are of strategic importance, namely OECD LEED and URBACT. Our preliminary findings suggest a re‐assemblage of existing discourses rather than the emergence of a new post‐neoliberal urban government rationality.     

Transnational Management Influence over Changing Employment Practice: A Case from the Food Industry

The means by which multinational companies (MNCs) develop and diffuse transnational industrial relations practices are the focus of this article. It elaborates different channels through which international management exercises influence over local practice in operations across different countries. Drawing on survey findings, it identifies the kinds of MNC in which the exercise of such transnational influence is most prevalent. The processes involved are investigated through an in-depth study of a European food MNC. This highlights the importance of ‘unobtrusive’ channels of transnational influence operating within a structure which promotes both cooperation and competition between local units.