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© 2014, The Author(s). This paper addresses the tension between the government policy to increase the number of citizens working in the private sector in the United Arab Emirates and the organizational preference for employing expatriate workers. Currently a dominant construal of the limited success of the policy is that the local workforce, traditionally employed largely in government positions, is unwilling to commit to the perceived greater rigor of the private sector. The author reconceptualizes the issue as one deriving from a principle of corporate financialization in which companies claim the right to optimize their labor costs as much as possible. This paper briefly discusses corporate financialization, overviews the workforce localization program in the United Arab Emirates, termed Emiratization, highlights the reasons cited for its limited success, and argues that this is due to corporate strategy of selecting their workforce according to financial and rights-related criteria. The issue is an ethical one in that a local population, the natural labor force, is marginalized in a national context of immigration laws permitting the large scale importation of cheaper and more compliant foreign labor.

Our study aims to examine ways to counteract the arbitrary mix of organizational communication practices that has evolved in the Gulf Region as a result of the large numbers of different cultures that make up the workforce there. To this end, we attempt to develop a conceptual model of leadership communication, the Gulf Leadership Communication Framework. We see this as a crucial element in organizational communication practices that is of particular relevance for the process of localization in the Gulf Region. In this analysis, we refer to two sets of empirical data on discursive leadership and interpersonal communication that were collected from around 600 Emirati nationals. Our findings show that a leadership model for social contexts like the Gulf Cooperation Council may look very different from the models that obtain elsewhere; this is the case because in the region organizational communication may be most successful when people use strategies that privilege uniformity, rather than selecting strategies that celebrate diversity.

Abstract: This study explores corporate social responsibility (CSR) narratives in the former Soviet nation of Kazakhstan using a mixed-method approach. Content analysis of local media treatment of CSR reveals that a worker welfare narrative, a keystone of the Soviet era, dominates coverage. Our survey of Kazakhstani citizens demonstrates that the same narrative is reflected in public understandings of CSR. We suggest that the construction of CSR narratives to closely reflect cultural patterns and historical legacies in posttransitional economies may curtail valuable discussion on how companies can best serve society. That is, the cultural familiarity built into CSR discourse renders it highly acceptable and thereby serves to avert further questioning of corporate practices such as the corruption that is currently widespread. This finding raises ethical concerns around how companies may design their CSR narratives with culturally familiar discursive modes specifically to shield themselves from criticism.

The Chinese, the largest ethnic population in the world, have traditionally been successful business owners. From various studies, personal characteristics and management styles, as well as social and cultural values, have been cited as reasons that contribute to the success of Chinese business owners in general, and to the prosperity of Singaporean Chinese entrepreneurs in particular. This article, aims to identify such success factors and to outline the evolution of Chinese-Singaporean culture, which at times impede entrepreneurship, and suggest ways to remedy the situation.