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"This intriguing and absorbing book takes a look at aspects of Westerosi society and politics from an anthropological and organizational studies angle. It shows both how management theory influenced the world-building in the Game of Thrones franchise, and also how students, academics and managers can draw on the series to further enhance their understanding of concepts in human resource management and organization theory. Based on a detailed knowledge of Game of Thrones but grounded in serious management research, Fiona Moore provides a tour of the organizations, leaders and followers in Westeros, giving insights into the fantasy kingdom as well as important lessons managers can use in their own careers. Providing a brief and enjoyable introduction to management and organization theory, the book then discusses how and why modern management concepts can be seen in Game of Thrones, exploring concepts such as leadership, strategy and human resource management through a unique lens. Unconventional in its approach, this book will prove a key resource for students and scholars in areas such as business leadership, human resource management and organization studies looking for new and entertaining ways of understanding the theory behind management"--

Why Taiwan? Taiwanese Identity and the Chinese Diaspora -- The Network Society and Taiwanese Skilled Labour Migration -- Signs and Meanings: Defining and Maintaining Taiwanese Identity -- London: The City of Sojourners -- Toronto: The City of Settlers -- Toronto: The City of Settlers -- Cutting Bamboo: Migrants and Transnational Ethnic Networks -- The Social Network: Migrants and Transnational Networking Organizations -- The Social Network: Migrants and Transnational Networking Organizations.

AbstractIn this article I explore the impact of location on transnational identities through an ethnographic case study of Taiwanese professionals in London and Toronto. I argue, first, that both groups use their transnational identities not just to bridge two cultures, but also as a strategic resource for building connections with many different groups. Second, I argue that the expression of transnational identity is different in each local context, as it is framed through London's identity as a 'global city of sojourners', and Toronto's as a 'global city of settlers'. Finally, I argue that this, combined with the strategic use of identity in each location, influences each group's transnational connections and affects their ability to construct networks.

Abstract In this article I build on the growing number of anthropological studies of businesses and explore the role that symbols play in the development of globalizing business networks. Transnational business people employ symbols not only to define boundaries between groups and develop collective solidarity but also to construct continuously changing networks between different social spaces and even, in the final analysis, between the concepts of global and local. The case study presented here focuses on the use of the symbols defining 'German business style' by the employees of a branch of a German bank in London as they interact with colleagues in the office, staff at their Frankfurt head office, and their clients and competitors. I conclude that, first, the use of symbols in social interaction is key to the negotiation of global and local spaces, and second, that, as the concepts of 'global' and 'local' spaces are themselves symbolic constructs, the drawing of distinctions between the two may be misleading.

This article examines the content and possible uses of four online news providers: , aimed at the potential clients of a major transnational information corporation; , aimed at 'alternative globalization' activists; , intended for transnational businesspeople and , directed at both local newspaper readers and members of the Irish diaspora. It suggests that the form, content and multimedia use of each is determined by its target audience and by the use this audience makes of the potential of the Internet for developing cross‐border networks. Furthermore, it suggests that it is not necessarily the size, extensity and power of this audience that determines the degree of sophistication and global engagement of the website, nor is it the power and wealth of the individual website's developers.

In both professional and academic fields, there is increasing interest in the way in which white-collar workers engage with institutions and networks which are complex social constructions. Covering a wide variety of countries and types of organization, this volume examines the diverse ways in which individuals' ethnic, gender, corporate and professional identities interact. This book brings together fields often viewed in isolation: ethnographies of groups traditionally studied by anthropologists in new organisational contexts, and examinations of the role of identity in corporate life, op

PurposeThe purpose of this article is to compare and contrast the workers and managers of an Anglo‐German MNC, focusing on how each group attempts to maintain an acceptable work‐life balance.Design/methodology/approachThe article is based on a two‐year‐long ethnographic study, including in‐depth interviews, participant‐observation and archival research.FindingsAlthough the bulk of the company's work‐life balance initiatives focus on the managers, and the managers display greater loyalty to the company, the workers are better able to achieve work‐life balance. Neither group displays a more positive attitude to their work; however, the managers focus more on achieving status and the workers on personal satisfaction.Research limitations/implicationsThe findings challenge assertions that "flexible" working practices are good for work‐life balance, that managers are better able to maintain a good work‐life balance than workers, and that the development of an appropriate work‐life balance policy assists in ensuring company loyalty and positive attitudes to work.Practical implicationsThis article suggests that flexible working may contribute to poor work‐life balance, and that success may be less an issue of developing work‐life balance policies and more of encouraging a healthy attitude towards work.Originality/valueThis article focuses on the occupationally stratified aspects of work‐life balance, comparing managers and workers within an organisation.

PurposeThe purpose of this paper is to address the paradox that represents a shortage of women in management and senior leadership positions around the world, while research has consistently shown that having women in positions of influence leads to noteworthy organizational benefits, as guest editors for this special issue, the authors provide an overview of four key streams of cross-cultural research on gender – women in international management, anthropology and gender, women's leadership, and women's entrepreneurship – which have been fairly well-developed but remain underexplored.Design/methodology/approachEach author led the review of the scholarly literature stream that aligned most with personal research areas of expertise, while particularly focusing each literature review on the status of each body of work in relation to the topic of women and gender in international business and management.FindingsThe authors encourage future work on the role of women and gender (including gay, lesbian, and transgender) in cross-cultural management, and the influence of cross-cultural matters on gender. In addition to new research on obstacles and biases faced by women in management, the authors hope to see more scholarship on the benefits that women bring to their organizations.Practical implicationsNew research could aim to provide specific evidence-based recommendations for: how organizations and individuals can work to develop more gender diversity in management and senior positions around the world, and encourage more women to start and grow bigger businesses.Social implicationsScholars can lead progress on important gender issues and contribute to quality information that guides politicians, organizational leaders, new entrants to the workforce.Originality/valueThis is the first paper to cover these topics and review the body of work on cross-cultural research on women in international business and management. The authors hope it serves as a useful launch pad for scholars conducting new research in this domain.