Heterogeneous and Homogeneous Management Teams

This paper focuses on multicultural senior management teams and homogeneous team of senior executives selected locally. The author starts with brief descriptions of globalcompanies, responsibilities of senior managers, and global companies’ goals.Through literature review, the author identifies and employs the impacts of teams’ heterogeneity and homogeneity particularly in relation to the cultural backgrounds of teams’ members to appraise the advantages global companies could gain from multicultural senior management team as well as from homogeneous team of senior executives selected locally.

Download the e-book

Keywords: global companies, multicultural, heterogeneous, homogeneous, senior executives, advantages global companies gain

Impact of Culture on Motivation

People around the world have different perceptions of work and have different levels of motivation and commitment to perform work-related tasks. In order to achieveorganizations’ set goals, managers have the task of motivating employees to give their best performance. Motivation has been a topic of research for decades and several theories have been developed suggesting motivation factors and ways these factors could be implemented in employee motivation strategies. Download the e-book.
Keywords: motivation, motivation theories, motivating people, cultural dimensions, hierarchy of needs, Germany, China, United Arab Emirates (UAE), Nigeria

Natural Best body Balm

Gender, Political Ambition, and the Initial Decision to Run for Office

Since the early 1980s, U.S. gender politics scholars have produced an impressive and expanding body of work that attempts to explore the role gender plays in the electoral system. Much of this work has been motivated by the underlying premise that a government dominated by male elected officials is biased against the election of women and, accordingly, does not fairly represent the public, particularly the interests of women. This notion has been supported by research that finds that the representation of women’s interests requires a greater inclusion of women Continue reading

Managing Shifts in Organizational Culture

Change Management and Organizational Culture

Change Management and Organizational Culture

Organizational cultures are neither uniform nor static. They evolve over time, and so it seems reasonable to posit that all cultural systems will exhibit continuous, incremental changes punctuated on occasion by more episodic, radical change (Watzlawick et al., 1974; Weick and Quinn, 1999). Mergers and acquisitions represent sudden and major change and generate a great deal of uncertainty (Davy et al., 1988). How change occurs within organizations will be influenced by the fact that cultures are underpinned by deep assumptions that are patterned and shared (Schein, 1992). Sathe and Davidson (2000) suggest that evidence clearly supports the fact that culture change consists of Continue reading

From Persia to Arab, From Islamism to Post-Islamism



French Marxist Philosopher Luis Althusser’s essay “Contradiction
and Overdetermination,” went passed my eyes this month in which he
enumerated and analyzed the circumstances and factors which
contributed to Russia’s Bolshevik revolution in 1917. His findings
were premised on the principle hypothesis that happening of any
abortion of history or abrupt change―we call revolution―is not
attributed to a singular instrumental force in a social multitude.
Instead, as he dwelt on the contradictions prevalent in theContinue reading