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The internationalization of business via the process of globalization has brought issues of culture to the forefront of management thinking. Although culture is by no means a new area of study in business schools, it remains frustratingly elusive and misunderstood. This textbook gives business students - or future managers - an understanding of the multitude of frameworks available to them to make sense of the cultural contexts they will encounter in their managerial careers. Starting from a general introduction to 'culture' and its role in businesses, Taran Patel encourages readers t.

Why has the gender-based reservation system not succeeded in achieving gender equality in Indian politics? Both token theory and critical mass theory posit that equilibrating number of representatives from both genders will achieve gender equality. In India, this led to the reservation system for women in politics in 1993 and an increase in women representation, in some Indian states up to 50%. Yet, we argue, these women face role encapsulation in their double minority position. Inspired by interpretivist ethnographic methods, this study investigates everyday work of women politicians (village council presidents) in Tamil Nadu. We show that in their work context, women politicians are in token positions and this contributes to understanding the modest results met with the reservation system. Simultaneously, the study points to how women use their role encapsulation within the traditional family structure to serve their political ambitions despite patriarchy. We draw attention to individual resistance, more precisely, insubordination and everyday resistance, to stress how some of these women politician are challenging patriarchy. This contributes to enriching our understanding of the forms of assimilation in token theory: for a token who experiences a double deviance, role entrapment is not as limiting as previous studies have assumed. We also argue that everyday acts of resistance can be carried out precisely through the enactment of role encapsulation and that some women reach change through this subject position, rather than in opposition to it.

PurposeThe purpose of this paper, in the context of the employment equity (EE) field, is to explore the relationship between individual values/beliefs and simulated hiring decisions of minority candidates in Canada, France and Ireland.Design/methodology/approachIndividual values/beliefs were elicited using Likert type scales; subjects responded to a series of simulated hiring scenarios.FindingsThe link between individual value and belief systems and EE‐related HR decision making on recruitment of minority candidates is modestly supported by the findings presented here. The values/beliefs of students from leading business schools influenced, if in part, their simulated hiring decisions on minority candidates presented in the scenarios. National context also matters as EE institutions differ at the societal level of analysis.Research limitations/implicationsThe subjects were business school students of limited work experience addressing scenario situations, not practicing managers making real hiring decisions. The use of self‐reports leads to the usual issues related to common method variance, the consistency motif, social desirability bias, and so on and we note the limits due to the reverse ecological fallacy. Research findings provide modest support to this argument but should be treated with caution.Practical implicationsIndividual values and beliefs matter in HR decision making on recruitment of minority candidates.Originality/valueMuch EE research focuses on antecedents of values/beliefs; this paper is one of a handful of investigations that attempts to establish possible outcomes of values/beliefs towards EE.