Suchergebnisse

Introduction: straight to the point -- Why are competing for and with human capital the final frontiers? -- The shift in sources of competitive advantage -- The accelerant roles of competition and globalization -- The rise of intangible assets and human capital -- The decline of employer and rise of employee power -- How to effectively compete for human capital -- How do employees assess employers? -- How can you make your EVP concrete? -- How can you get the employees you want to want you -- How to effectively compete with human capital -- Business strategy: the fundamental building block -- Linking human capital capabilities to strategy -- Aligning key processes to support your human capital strategy.

This study examined anticipatory and in-country individual, job, organizational, and non-job variables and their relationship with work, interaction, and general repatriation adjustment for Japanese managers. The study also directly tested the generalizability of measures and findings of recent theoretical and empirical work on repatriating American managers. Age, total time overseas, role discretion, role clarity, and social status were generally related to repatriation adjustment. Practical and research implications are explored.

This study examined the impact of organizational socialization tactics and the moderating effect of organizational tenure on role innovation or the extent to which expatriate managers changed the procedures and objectives of their jobs. The results suggested that collective, serial, and rixed tactics had a significant relationship with role innovation. In addition, organizational tenure moderated the relationship between collective and serial tactics with role innovation.

Recently, the topic of expatriate cross-cultural adjustment has received increased scholarly attention; however, adjustment after an international assignment (repatriation adjustment) has received relatively little systematic investigation. This study examined the relationship of managers' expectations with repatriation adjustment and job performance. In general, managers whose job and nonwork expectations were met reported higher levels of repatriation adjustment and job performance than those whose expectations were either underor overmet. Both research and practical implications are discussed.

Society has always been concerned about deaths which do not result from natural causes. In Canada, provincial legislatures have met this concern with legislation known as the Coroners' Act in some provinces and as the Fatality Inquiries Act in others. While these statutes are not identical, their intent is the same: to ensure that all unusual deaths are fully investigated to determine their true cause. The coroner's or medical examiner's primary responsibility is to show the public how similar deaths may be avoided.

Agitation for the development of the western phosphate field as part of the national program of conservation and economic rehabilitation has, in the last three years, focused public attention on the phosphate reserves of Idaho, Montana, Wyoming and Utah. In every conference or discussion on this subject, the minds of Utah's representatives have naturally turned to the question, "What is Utah's share in this great natural resource?" Obviously nature pays no heed to political boundaries, and neither does the prosperity of Utah's citizens depend solely upon that which is circumscribed within the state's boundaries. Nonetheless, it is necessary for Utahns to measure their own natural resources, that they may be prepared to participate in any possible future development that will benefit not only their state, but the whole Rocky Mountain region.