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| Preface | |
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| Introduction to Globalization | |
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| Global Developments and Trends: Management Perspective | |
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| Dependence in a Borderless World | |
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| The Global Organizational Behavior Perspective | |
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| Capturing the Study of Global Organizational Behavior | |
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| Multinational Organizations | |
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| The Transnational Organization | |
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| The Value Added by Global Organizational Behavior | |
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| Social-Cultural | |
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| Economic System | |
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| Political System | |
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| Technology Factors | |
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| Global Trends that Impact Management | |
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| Ecosystems Factors | |
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| Work/Life Balance | |
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| Diversity | |
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| Health, Well-Being, and Happiness | |
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| Working Conditions | |
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| Quality | |
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| The People Challenge | |
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| The Book's Architecture and Framework | |
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| Contingency Approach | |
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| A Metric to Consider | |
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| 21st Century Globalization | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Cultural Awareness and Implications | |
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| Notes on African Culture | |
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| Defining Culture | |
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| The National Culture: Frameworks | |
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| The Manager and Organizational Culture | |
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| The Characteristics of Organizational Culture | |
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| Observable Components | |
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| Shared Values | |
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| Basic Assumptions | |
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| The Evolution of Organizational Culture | |
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| The Founders | |
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| Socialization | |
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| Cultural Strength | |
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| Managing and Changing the Organization's Cultures | |
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| Managing Across Cultures | |
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| Time/Relationship Cluster | |
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| Power Cluster | |
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| Societal Interdependence Cluster | |
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| A Final Note on Culture | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Difference and Danger: Cultural Profiles of Nations and Limits to Tolerance | |
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| How Many Things Do You Like to Do at Once? An Introduction to Monochronic and Polychronic Time | |
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| European Competencies--Some Guidelines for Companies | |
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| The Road to Hell | |
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| Pacific-Western Oil: The Sembilan Plant | |
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| The Culture Quiz | |
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| The Owl: Cross-Cultural Sensitivity | |
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| The East-West Game (Emperor's Pot) | |
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| Pros and Cons of Free Trade | |
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| World-Class Brands | |
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| Management and Organizational Behavior in A Global Environment | |
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| Global Social Responsibility and Ethical Decision Making | |
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| What the Public Expects! | |
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| Social Responsibility | |
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| Specific External Beneficiaries | |
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| General External Beneficiaries | |
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| Transnational Responsibility Regarding Human Rights | |
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| Business Ethics | |
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| Managerial Ethics | |
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| Globalization and Ethics | |
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| Ethics Perceptions | |
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| Corporate Ethics and Leadership | |
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| Moral Common Sense | |
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| Corporate Codes of Conduct for Sensitive Matters and Leadership | |
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| Good Ethics Is Good Business | |
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| Employees' Motivation | |
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| Corruption and Bribery | |
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| Transnational Company Actions to Promote Ethics | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Communicating in Global Settings | |
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| So, What Are You Saying? | |
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| Importance of Cross-Cultural Communication | |
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| The Cross-Cultural Communication Process Model | |
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| Potential Barriers to Effective Cross-Cultural Communication | |
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| Language | |
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| Information Exchange | |
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| Time | |
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| Nonverbal Behavior | |
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| Proxemics | |
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| Improving Cross-Cultural Communication | |
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| Start with Your Own Culture | |
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| Learn about the Host Culture | |
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| Know the Host-Country Language | |
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| Use "Best Practices" Communication Skills | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Motivation | |
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| Does What Works in New York Work in Tokyo? | |
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| The Motivational Puzzle | |
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| Maslow's Theory | |
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| Global Application of Maslow's Theory | |
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| Herzberg's Theory | |
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| Global Application of Herzberg's Theory | |
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| McClelland's Theory | |
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| Global Application of McClelland's Theory | |
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| Process Motivation Explanations | |
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| Expectancy Theory of Motivation | |
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| Global Application of Expectancy Theory | |
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| Goal-Setting Theory | |
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| Global Application of Goal-Setting Theory | |
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| The Meaning of Work (MOW) | |
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| Motivation Incidents: Managerial Responses | |
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| Management Application | |
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| Meaningful Work Opportunities | |
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| Reward Systems | |
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| Job Design | |
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| A Concluding Note | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Negotiating Cross-Culturally | |
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| Intercultural Negotiations: Avoid the Pitfalls! | |
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| Cross-Cultural Negotiation: The Basics | |
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| Types of Negotiation | |
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| Bargaining Zone Model of Negotiations | |
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| Impact of Personalities on the Negotiation Process | |
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| Components of the Cross-Cultural Negotiation Process | |
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| Prenegotiation Planning | |
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| Steps in Negotiation Process | |
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| Negotiation Style | |
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| Negotiation Tactics | |
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| Culture's Impact on Negotiations | |
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| Individualism versus Collectivism | |
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| Low Context versus High Context | |
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| Proxemics | |
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| Monochronic versus Polychronic Time Orientation | |
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| Best Practices Negotiating Strategies | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Diversity Management | |
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| Global Diversity: Knowledge Is Power | |
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| Diversity: An Introduction | |
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| Global Perspectives on Diversity | |
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| Japan | |
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| European Union | |
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| United States | |
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| Diversity Management | |
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| Monolithic, Plural, and Multicultural Organizations | |
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| Diversity in Multicultural and Virtual Teams | |
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| Creating a Successful Climate for Diversity | |
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| Implications for Global and Transnational Organizations | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Work Groups and Teams | |
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| Manager Impact on Group and Team Success | |
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| A Managerial Model of Group Factors | |
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| Categories of Groups | |
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| Formal Work Groups | |
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| Informal Work Groups | |
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| Teams in Transnational Organizations | |
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| Cross-Functional Teams | |
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| Virtual Teams | |
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| Self-Managed Teams | |
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| The Formation of Work Groups | |
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| Location | |
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| Economic Background | |
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| Attitude | |
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| The Development of Work Groups | |
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| Forming | |
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| Storming | |
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| Norming | |
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| Performing | |
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| Adjourning | |
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| Utilizing Teams | |
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| Characteristics of Work Groups | |
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| Role Making in Groups | |
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| Problems in Role Making | |
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| The Group Leader | |
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| Group Status | |
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| Group Norms and Compliance | |
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| Group Pressure | |
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| Group Review and Enforcement | |
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| Personalization of Norms | |
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| Group Cohesiveness | |
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| The Size of the Work Group | |
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| The Dependence of the Members on the Work Group | |
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| The Achievement of Goals | |
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| The Status of the Group | |
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| Management Demands and Pressure | |
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| Problems in Groups and Teams | |
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| Groupthink | |
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| Politics | |
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| Social Loafing | |
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| Intergroup Conflict | |
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| Limited Resources | |
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| Communication Problems | |
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| Different Interests and Goals | |
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| Different Perceptions and Attitudes | |
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| Lack of Clarity | |
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| Cultural Diversity | |
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| Managing Intergroup Conflict | |
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| Global and Team Outcomes: Performance and Satisfaction | |
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| Perceived Freedom to Participate | |
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| Perceived Goal Attainment | |
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| Status Consensus | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| The Hidden Challenge of Cross-Border Negotiations | |
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| The Multicultural Organization | |
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| Building an Effective Global Business Team | |
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| The Corning-Vitro Divorce | |
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| The Volvo-Renault Marriage | |
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| Moto: Coming to America | |
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| Jose Ignacio Lopez De Arriortua | |
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| AgroAraucania | |
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| Bribery in International Business | |
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| Babel Interpersonal Communication | |
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| Cross-Cultural Negotiation 101: Some Tips | |
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| Managing Human Resources | |
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| Global Human Resource Management | |
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| Paragon-Mart's Deployment of Global Assignees | |
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| Introduction to Global Human Resource Management | |
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| Strategy and Global HRM Fit | |
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| Human Capital | |
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| Resource-Based View of the Firm | |
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| Global Assignments | |
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| Types of Global Assignees | |
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| Identification of Knowledge, Skills, Abilities, and Other Characteristics | |
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| Recruiting Potential Global Assignees | |
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| Government Restrictions | |
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| Regional Trade Agreements | |
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| E-Recruiting | |
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| Realistic Job Previews | |
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| Selecting the Best Candidate | |
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| Compensating Global Assignees | |
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| Types of Compensation Approaches | |
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| Allowances in Expatriate Pay Packages | |
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| Does One Size Fit All? | |
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| Cross-Cultural and Language Training | |
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| Types of Training | |
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| Which Approach to Use? | |
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| Adjustment in the Host Country | |
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| Culture Shock | |
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| Types of Adjustment | |
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| Poor Adjustment and Its Consequences | |
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| What Influences the Adjustment Process? | |
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| Repatriation | |
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| Repatriate Turnover | |
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| Ways to Improve the Repatriation Process | |
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| Labor Relations and the Global Corporation | |
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| Conclusion | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Career and Family Considerations | |
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| Eduardo Diaz: Virtual Expatriate | |
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| Introduction | |
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| Career Issues | |
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| Perceived Career Fit | |
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| Risks Associated with Accepting Global Assignments | |
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| Why Take a Global Assignment? | |
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| Spouse and Family Issues | |
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| Recruitment | |
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| Selection and Adjustment | |
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| Cross-Cultural Training | |
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| Emerging Trends | |
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| Conclusion | |
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| Key Terms | |
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| Review, Critical Thinking, and Discussion Questions | |
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| Endnotes | |
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| Adapting to a Boundaryless World: A Developmental Expatriate Model | |
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| Don't Fence Her In | |
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| Global Fatalities: When International Executives Derail | |
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| The Right Way to Bring Expats Home | |
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| Whom to Hire? | |
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| Steve Parker and the SA-Tech Venture (A) | |
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| Global Labor Relations IQ | |
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| The Family Unit | |
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| Cross-Cultural Training on the Web | |
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| Expatriate Sources on the Web | |
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| Global Netiquette: Effectively Communicating via E-mail | |
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| Glossary | |
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| Index | |