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This book addresses the increased fragmentation and internationalization of production. It explores how concurrent business transformations in manufacturing and marketing impact global and developing economies, and how supply chain initiatives and information sharing impact overall organizational performance. It further connects marketing and advertising as an important link between organizations and its partners; education as a bridge between developing and developed world economies; and growth as a long-term objective of increasing integration at the regional and global level. Through a series of case studies, scholars across the US and France contribute chapters on the manufacturing, marketing, and internationalization of luxury fashion brands, music advertising, the growth of Amazon, and the business landscapes in India, China, Africa, and North Korea. The book provides academic libraries, international business scholars, graduate students, and policy makers with insights and opportunities that enable firms to achieve a competitive advantage in the marketplace. Anshu Saxena Arora is Professor of Marketing and Director of Global Logistics and International Business Center in the College of Business Administration, Savannah State University, USA. She is a Certified Project Management Professional from Project Management Institute (PMI), USA, and holds a Foundation Certificate in IT Service Management from Information Systems Examination Board (ISEB), UK. Currently, she is the Chair of Academy of International Business - US Southeast chapter of Academy of International Business (AIB), a leading association of scholars and specialists in the field of international business. Sabine Bacouel-Jentjens is Professor of Management at ISC Paris Business School, France, where she is the Head of the International Business and Management Master Program. In addition to research and teaching, she has more than a decade of practical experience in the financial services sector, working in both specialist and management positions for the Dresdner Bank and later Allianz Group in Germany

This book addresses the increased fragmentation and internationalization of production. It explores how concurrent business transformations in manufacturing and marketing impact global and developing economies, and how supply chain initiatives and information sharing impact overall organizational performance. It further connects marketing and advertising as an important link between organizations and its partners; education as a bridge between developing and developed world economies; and growth as a long-term objective of increasing integration at the regional and global level. Through a series of case studies, scholars across the US and France contribute chapters on the manufacturing, marketing, and internationalization of luxury fashion brands, music advertising, the growth of Amazon, and the business landscapes in India, China, Africa, and North Korea. The book provides academic libraries, international business scholars, graduate students, and policy makers with insights and opportunities that enable firms to achieve a competitive advantage in the marketplace. Anshu Saxena Arora is Professor of Marketing and Director of Global Logistics and International Business Center in the College of Business Administration, Savannah State University, USA. She is a Certified Project Management Professional from Project Management Institute (PMI), USA, and holds a Foundation Certificate in IT Service Management from Information Systems Examination Board (ISEB), UK. Currently, she is the Chair of Academy of International Business - US Southeast chapter of Academy of International Business (AIB), a leading association of scholars and specialists in the field of international business. Sabine Bacouel-Jentjens is Professor of Management at ISC Paris Business School, France, where she is the Head of the International Business and Management Master Program. In addition to research and teaching, she has more than a decade of practical experience in the financial services sector, working in both specialist and management positions for the Dresdner Bank and later Allianz Group in Germany.

PurposeThe purpose of this paper is to paper investigates whether different perceptions exist with regard to diversity management within an organisation. Additionally, if such differences exist, what contextual factors influence these perceptions?Design/methodology/approachThe approach of this study is based on inductive and interpretative case research, which aims to compare diverse perceptions in two different organisational units of a company. For this purpose, 30 semi-structured interviews were conducted.FindingsThe findings in this paper highlight the importance of contexts in the study of diversity management. That is, contexts such as workforce composition and power (e.g. organisational status) in an organisation as well as the social environment's impact on social identity processes, which results in discrepant focusses on and recognition of diversity management within the same organisation.Research limitations/implicationsThis study contributes to research on a more nuanced approach to diversity by proposing an importance of contexts for the process of social identity and further perceptual discrepancy.Practical implicationsQualitative research on and findings about perceptual discrepancy help to close the gap between the practice and rhetoric of diversity management.Originality/valueDeparting from extant empirical research on diversity at the workplace, which relies predominantly on quantitative methods, a qualitative design of this study allows a refinement of previous findings. Also, this paper provides deeper insight into the sense-making process, resulting in different diversity perceptions by different employees according to their work and social environments or contexts.

This study investigates how a French manufacturing company responds to institutional forces concerning its diversity policy and how employees react to it, particularly those belonging to minority groups not addressed by the policy. Such questions are relevant to the legitimacy of organizational diversity policies and employees' perceptions of diversity in particular environments. We analyzed data from 35 interviews to characterize organizational efforts to comply with regulations in the form of gender-affirmative actions. Among ethnic minorities, there were three different reactions to gender-based affirmative action policies that were not accompanied by ethnicity-based affirmative action policies: indifference, focus on gender issues, and discontent. We propose three identity constructions could explain these reactions: dissociation, selective association, and heightened identity, respectively. Together, our results demonstrate trickle-down effects from institutional forces to organizational diversity policy, and hence to construction of identity by minorities within the organization.

This article examines the responses of subsidiaries in France and Germany to the performance appraisal system from their US parent company. In addition to existing research, we base our results on employee perception (and not human resources-specialist opinion) and analyse in detail cross-cultural differences with regards to the specific phases of a performance appraisal. Our results show that the taken-for-granted features of to the US-style performance evaluation process are not reflected in the same way in different cultural settings. Employee expectations in the French subsidiary focused strongly on the performance criteria and the evaluation process, whilst their German counterparts were more preoccupied by appraisal outcomes.