International Human Resource Management and Organizational Behavior

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INTERNATIONAL HUMAN RESOURCE MANAGEMENT
AND ORGANIZATIONAL BEHAVIOR II (1089)

Individual Paper Review

By

Diana Kovacheva
ID 0752805

I. Abstract
This paper has the purpose to review the seven articles and parts of books stated in class and evaluate them with the help of 3 criteria. Firstly, the three chosen criteria are going to be defined. Then a brief summary of each article or book chapter is going to be made followed by an evaluation according to the mentioned criteria.

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II. The Criteria
* Currency
This criteria is supposed to define if the information in the article is current, not only by stating when it was published, but also by analyzing if this is from importance for the purpose/outcome of the article. This criterion might be very important when evaluating factual information, because new findings constantly emerge. However, for some type of information, currency is not an issue.

* Objectivity
This criterion is supposed to check if the information presented is mostly based of facts or it just expresses personal opinion. Important for the evaluation is to examine whether the claims are logical and credible and if there is evidence for that.

* Relevance for practitioners
Here it is important to evaluate if the information given in the article could be of use for the audience it is meant for. For this paper, under “audience” is meant people who deal with the issue of international human resource management and organizational behavior.

III. Global Managers: no longer men alone
The article of Nancy Adler explores the changing role of women in management position and traces the evolution of the perceptions of the female role and that of diversity in the context of successful global management. The introduction to the topic stresses on the fact that the traditional judgment for one’s skills and abilities based on gender is increasing the opportunity costs for the companies. Due to the global intensified competition, it is becoming more and more crucial for a company’s success to recognize a potential talent regardless of its gender. This has led to an increasing number of female representatives to be found in top leading position. Following this trend, questions about the difference in the management style of both genders have arisen. Furthermore, no consensus has been reached on the issue if male and female managers act differently or they are just perceived to do so. For the better understanding of this issue, a table with a set of six questions – three behavior- vs. three perceptual-based, two descriptive vs. four evaluating, was presented. In it individual assumptions showed different dimensions of “difference”, some people stating just that both type of managers are similar or different, and others evaluating the difference as inferior or superior. It was criticized the fact, that most of the assumptions are based on perceptions and not on real observations, due to the fact that still not so many women are to be found in higher positions. After further reclassification of the questions, four approaches were presented about increasing the number of women in global management positions: 1) Identifying with men’s approaches to managing internationally : Here management by men is conceived to be superior to that by women and women try adopt their manner of managing; 2) Denying difference : this approach assumes that there are no differences, there is only one way to manage and both male and female managers are treated identically; 3) Identifying with women’s approaches to managing internationally : here the difference between the two gender is agreed upon, but also the women’s superiority in managing because of the typical characteristics of the female gender and their increasing importance in doing business globally; 4) Creating synergy : this approach stresses on the contribution and synergies of the combined management styles ‘ The article also...
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