Suchergebnisse

"In this chapter, I analyze the process of the search for and selection of a residence with respect to the highly mobile German financial managers in London and Singapore. It shall be shown that the integration into social networks, that is, the social capital, and the identity-related direct local experiences are particularly important for the selection of a residence and its location.; My research is based on 40 interviews conducted in a research project, which was concluded in 2008. Based on the principles of the grounded theory and the subsequent development of a theory out of the data (...), German financial managers from various financial companies in various management positions were surveyed in semistructured interviews in London and Singapore. For this chapter, the interviews of the male interviewees were analyzed. With this comparative analysis of the practice of searching for a residence as exhibited by male German financial managers in London and Singapore, this chapter follows the argument that the previously neglected comparative approach brings out the specifics of the individual urban localities (...), which can then be used for migration studies (...)." (Text excerpt, IAB-Doku) ((en))

1. Introduction -- 2. Conceptualisation of Guanxi -- 3. Guanxi Practices in Intra-Firm Multicultural Groups: The Case of Chinese MNCs -- 4. Developing Guanxi in the West: Chinese Expatriates' Adjustment in Europe -- 5. Cross-Cultural Guanxi Leadership -- 6. Conclusion

Der Anspruch der Sozialarbeit besteht idealer Weise in der Förderung des sozialen Wandels, der Lösung zwischenmenschlicher Probleme und der Unterstützung von Personen und ihres Wohlbefindens. Dabei besteht jedoch die Gefahr, dass Sozialarbeiter die Schwierigkeiten der Klienten gemäß ihrer persönlichen Interpretation und Weltsicht definieren. Die mögliche Konsequenz dieser Vorgehensweise ist der Umstand, dass sich die Hilfsbedürftigen eher (noch) hilfsloser und sozial unterprivilegiert als gestärkt und unterstützt fühlen. Erfolgen solche sozialen Hilfsmaßnahmen zudem durch ausländische Hilfsorganisationen und ihre Mitarbeiter, kommen noch politische, kulturelle und sozio-ökonomische Faktoren hinzu, die weitere Hürden bei der Sozialarbeit darstellen. Vor diesem Hintergrund erörtert der Beitrag das Dilemma zwischen unterstützenden und schwächenden Aktionen am Beispiel des Einflusses von westlichen Sozialarbeitern in Rumänien. Dabei basieren die Ausführungen auf der Strukturierung der internationalen Sozialarbeit von nicht-staatlichen Organisationen (NGOs) und der Beobachtung westlicher Sozialarbeiter durch 23 rumänische Mitarbeiter. Um die dortige Arbeitssituation, die von den sehr nah beieinander liegenden Phänomenen des Empowerment und Disempowerment geprägt ist, angemessen zu handhaben, bedarf es einer aufmerksamen Berücksichtigung der rumänischen Kultur. Zudem muss das Bewusstsein der westlichen Sozialarbeiter für die Vorstellung geschärft sein, dass gut gemeinte Vorschläge einen Zustand von Disempowerment hervorrufen können. (ICG2)

Das Buch ist angesiedelt im wechselhaften Kontext der von Demokratisierung und Globalisierung geprägten Reformasi-Ära Indonesiens und zeigt, wie politische Veränderungen, Wandel in staatlichen Institutionen, Entgegenkommen von relevanten Akteuren und die Assimilierungsbemühungen der NGOs selbst diesen mehr Spielraum für ihre Aktivitäten eingebracht haben. Die Autorin will dazu beitragen, einen bereits vorhandenen Bestand an Literatur zum Thema Arbeitsmigration mit der Analyse der Aktivitäten der NGOs in Bezug auf die Anliegen von Gastarbeiterinnen und auf die Beeinflussung der Arbeitsmigrationspolitik des Entsendelandes Indonesien zu erweitern

"The global landscape of higher education has been in rapid flux, especially apparent in the recent proliferation of new universities, international partnerships, and foreign branch campuses being established in various nondemocratic states across Asia. This trend is exemplified in the Gulf Arab monarchies of Qatar and the United Arab Emirates, which have successfully managed to recruit Western-educated scholars to administer and staff these various higher education projects. In this article, I ask how Western-educated scholars narrate their motives for working in higher education in the Gulf, and what this can tell us about shifting modes of governance of globalized higher education today. Based on interviews conducted in Fall 2014, I illustrate how these diasporic academics are 'normal' entrepreneurial subjects acting on a wide range of opportunities and constraints, desires, and aspirations. I also show how their decisions to work in illiberal states are deeply stigmatized 'at home', and argue that these interpretations are based on geopolitical imaginaries that counterpose liberal and illiberal states through territorially based, normative mappings of space." (Author's abstract, IAB-Doku).

Today's international organizations are characterized by a high level of diversity. Work teams consist of people with a variety of experiences, abilities, cultural and ethnic backgrounds. Expatriates enhance this range of diversity. The paper at hand examines which role expatriates and the management of expatriation play in terms of managing an organization's diversity. For this purpose, a literature review has been conducted and the findings have been contrasted with the results of an exploratory survey in a multinational corporation.In the academic discourse, expatriation management and diversity management have been separated areas so far. There are a few studies on expatriation which examine diversity-related aspects. In managing diversity literature a few studies could be identified which mention expatriation. But no study examines the intentional usage of expatriation as an instrument to actively manage diversity. When aligning these results with the empirical findings of the above mentioned survey, it becomes apparent that expatriates and human resource practitioners do not see diversity and expatriation as an integrated concept, too.These results seem surprising since organizational learning, based on the variety of individual experiences, traits, and qualifications, is the basis of both expatriation and diversity management. The conceptualization of an integrated approach appears to be a promising task for further research.

"This book offers an unprecedented taxonomy of 45 diaspora-engaging institutions found in 30 developing countries, exploring their activities and objectives; it also provides important perspectives from country case studies by senior practitioners from Mali, Mexico, and the Philippines."--BOOK JACKET

"The chapter analyses the situation of the Sahrawis, the people of Western Sahara, by examining how a strong sense of collective national identity has been nurtured and institutionalised among Sahrawi communities living in refugee camps in south-west Algeria and in the wider diaspora. Special emphasis is laid on the role played by the Sahrawi State, SADR, in institutionalising and normalising the Sahrawi national identity amidst the refugee community through the active deployment of its various state apparatuses and by inculcating a feeling of common citizenship. The discussion also focuses on the transnational experiences of Sahrawi diaspora and the political role played by these small but politically active groups. Overall, the chapter will seek to demonstrate that the Sahrawis have been able to construct and institutionalise a Sahrawi national identity despite separation and dispersion across various exilic and diasporic spaces. It will further argue that the Sahrawi experience of forging and sustaining a national identity across different transnational spaces may help to problematize the centrality of territoriality as an essential component of the nation and national identity formation." (author's abstract)

Rising trends of globalization in economic, managerial and social arenas have resulted in interpersonal contacts across the cultures. Multinational companies are increasingly focusing on trainings of their employees for improvement of performance. This research is based on the practical idea and literature review about the success of employees who are deputed for overseas assignments.Various factors related to the success or failures of expatriates have been explored in this study and one of the important aspects "cross cultural training" has been focused to find its impact on success of expatriates. This study encompasses the definition of cross cultural training ranging to its importance and effects. Substantial investment pertaining to foreign subsidiaries fashions the management to expect for the high returns, on the other hand, failure of expatriates adds significantly in failure of companies in deed.Proper cross cultural training of employees help them to shun the cultural shock and difficulties in adjustment abroad. For completion of this research, a very comprehensive questionnaire was designed basing on theoretical framework and a case study of expatriates of National Database and Registration Authority (NADRA) of Pakistan was carried out. Study found that there are multi-faceted uses of cross cultural training and it is one of the major sources to reduce cultural shock and pre-mature return of the employees.The research is not only useful for NADRA and Government Sector of Pakistan rather through conceptual work it is universally constructive for developing a general idea about cross cultural training and its impact on success of expatriates. This research specifically covered all related areas of expatriates of studied organization and findings have been discussed in order to grasp the relevant sides of topic by controlling rest of variables for getting potentially reliable results.

In recent years, the security risk to Chinese citizens overseas has become an increasingly prominent issue owing to a rapid increase in the number of Chinese citizens moving and travelling abroad. Protecting the legitimate rights and interests of Chinese citizens abroad has become a key priority within the overall field of protecting China's overseas interests. This article uses an alternative sample analysis to perform a quantitative interpretation of the "Special Notices for Chinese Citizens Abroad" issued by the Ministry of Foreign Affairs of the People's Republic of China from 2008 to 2010. It analyses the distribution characteristics of the risks posed to Chinese citizens overseas in terms of geographical distribution, various risk categories. Based on the results, the article concludes with a summation of the main features and causes of security risks to Chinese citizens overseas. (JCCA/GIGA)

Transformation in the demographic profile of the global workforce has brought in new challenges, especially with reference to the global expatriate workforce. For regions like the Gulf Cooperation Council (GCC) countries, which heavily depend on expatriate workforce in the private sector, further research on demographic factors of expatriates is imperative as these factors significantly influence expatriate adjustment in a foreign location. The beginning segment of this paper presents major factors which have influenced demographic profile of the global workforce, followed by discussion on the growth of the expatriate population in the GCC countries. The paper further presents findings of a survey conducted to explore the demographic profile of a niche expatriate segment of Indian higher education teachers working in the GCC countries. The findings of the survey are also compared with other research on the demographic profile of expatriates. This paper concludes with suggestions for further research on the demographic profile of expatriate workers in the GCC countries.