Dissertations / Theses: 'Multinational organisation'

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Rocha, Robson. "Work systems transformation : factory re-organisation in multinational companies /." Frederiksberg : Samfundslitteratur, 2003. http://www.gbv.de/dms/zbw/375437088.pdf.

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Ascani, Andrea. "Aspects of multinational enterprises in the global economy : location, organisation and impact." Thesis, London School of Economics and Political Science (University of London), 2015. http://etheses.lse.ac.uk/3266/.

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The role played by Multinational Enterprises (MNEs) in the global economy is becoming increasingly relevant as they shape sectorial, regional and national trajectories of economic development through their cross-border activities and behaviour. This thesis investigates how the characteristics of MNEs, their activities and location-specific attributes interact with each other and shape both behaviour and choices of MNEs and the impact of foreign direct investment (FDI). The thesis is structured into a general Introduction, aimed at guiding the reader throughout the thesis and providing a broad conceptual framework, and three analytical Parts focusing on (i) MNE greenfield investment location strategies, (ii) MNE selection decisions in cross-border acquisitions and (iii) impact of MNE operations on host regions. In Part I, the location behaviour of MNEs, in the light of the specificities of the recipient economies, is carefully analysed. In particular, the three Chapters of Part I investigate the location behaviour of European MNEs in a set of European Union (EU) neighbouring countries over the period 2003-2008, by focusing on different aspects of location strategies. In Chapter 1, an initial descriptive analysis is produced in order to account for the general determinants of MNE location behaviour. This chapter, therefore, offers a quantitative assessment of the main drivers of FDI in the EU neighbourhood and it also explores sectorial and functional dynamics. Chapter 2 deepens the study of MNE location behaviour by developing both a quantitative and a qualitative analysis of FDI determinants based on the experience of Italian MNEs operating in the EU neighbourhood. This mixed-methods approach allows integrating the general insights emerging from the analysis of the broad group of Italian investors with the in-depth case studies of two specific large Italian MNEs with a strong presence in EU neighbouring countries in recent years. Subsequently, in Chapter 3, particular attention is devoted to the empirical analysis of the spatial distribution of MNE activities in relation to differences in terms of economic institutions of the host locations. This specific line of research is based on an innovative quantitative approach to the study of MNE location strategies in terms of greenfield FDI in the sample of neighbouring countries of the EU. In particular, Chapter 3 focuses on the heterogeneous location strategies of MNEs with respect to location attributes. Overall, the main findings of Part I of the thesis not only suggest that the traditional drivers of FDI emphasised in the existing literature, such as market access and cost-saving factors, still represent relevant elements for MNE behaviour, but it is also highlighted that MNE specificities are crucial to understand investment choices and that industry-wide differences can influence both entry modes and the location decisions of MNEs. The most innovative contribution of Part I, however, is related to Chapter 3, where the quantitative analysis of MNE location behaviour by means of Mixed Logit models suggests that MNEs have heterogeneous preferences with respect to location characteristics, especially economic institutions. This indicates that MNE strategies are highly diverse and the previous quantitative literature may have underestimated the complexity of the interaction between MNEs characteristics and location attributes. After exploring the determinants of MNE location strategies, Part II of the thesis aims at studying the selection decisions of MNEs engaging in cross-border acquisitions. This represents a very novel area of enquiry and the objective of Chapter 4 is to quantitatively assess the relevance of target firms’ attributes in shaping MNE acquisition choices in the framework of their international organisation of production. In particular, the aim of this Chapter is to assess whether acquisition decisions are associated to the search of strategic assets or to market access considerations. Results suggest that, in the sample of EU15 firms under analysis in the period 1997-2013, the latter motivation tends to be more relevant. This is in line with market access motives operating at the firm level, differently from other studies on FDI and acquisitions focusing on the industry- or country-wide level of analysis. Evidence in favour of strategic-asset seeking strategies of MNEs acquiring European firms, instead, remains weak. Therefore, this Chapter highlights that domestic firms engaging in the generation of successful business linkages within or across national markets can represent a valuable target for MNE cross-border acquisition decisions. Finally, building on the previous sections on the determinants of location choices and selection patterns in cross-border takeovers, Part III of the thesis focuses on the impact of FDI on recipient areas in terms of their innovation potential. Chapter 5 is developed as a quantitative analysis with the specific objective of isolating the causal effect of MNE operations on the innovative performance of host regions. This is investigated by employing NUTS-3 level data on Italy for the period 2001-2006. The empirical analysis is supported by the implementation of an Instrumental Variable (IV) strategy in order to tackle potential endogeneity bias in the estimation of FDI-induced spillovers. This Chapter contributes to the existing debate by focusing on the geographical level of FDI externalities, whereas the great majority of past studies mainly investigate industry-wide effects. Results suggest that the presence of FDI in a location contributes to fostering the innovative performance of the local economy. Therefore, MNEs can be seen as carriers of superior knowledge and new organisational practices that spill over space to the benefit of domestic firms. In a policy-making perspective, this provides a clear rationale for the attraction of FDI as an international channel for knowledge sourcing. The three Parts of the thesis are strongly complementary as the strategies of MNEs in Part I and II in terms of FDI (i.e. greenfield and acquisitions) are integrated with an assessment of the impact that corporate activities have on recipient economies in Part III. Although the broad conceptual background to the work as a whole is provided in the general Introduction of the thesis, each Chapter has a section devoted to a dedicated and specific review of the literature. Moreover, the thesis also contains an acknowledgement of the limitations of the study, which is provided in the concluding sections of each Chapter, as well as a discussion of the contributions and implications that the analyses developed in the various Chapters have for academic research and policy-making.

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Sakurai, Yuka, and Yuka Sakurai@anu edu au. "Problems and Prospects in Cross-Cultural Interactions in Japanese Multinational Corporations in Australia." The Australian National University. Faculty of Economics and Commerce, 2001. http://thesis.anu.edu.au./public/adt-ANU20020122.092141.

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As multinational corporations (MNCs) are extending their international operations they need to examine issues such as the localisation of human resource policies and management, and the effective use of local and expatriate managers. Examination of expatriate studies indicates a lack of attention given to the relationships between expatriate managers and local managers or the perspectives of local managers working in MNCs. This thesis attempts to fill these gaps by focusing on the cross-cultural interactions between expatriate and local managers. This thesis addresses the importance of positive cross-cultural understanding between Japanese expatriate managers and local managers in Japanese subsidiaries in Australia, and its effect on work-related outcomes such as job satisfaction and commitment to the organisation. It identifies macro and micro factors which are associated with levels of job satisfaction and commitment of Japanese expatriate managers and Australian managers with special focus on economic functions of industry, communication, and mutual perceptions. Conceptual models for predicting organisational commitment for Japanese expatriate and Australian managers are developed, and the validity of the models is empirically tested. ¶ Australian managers and Japanese expatriate managers working for Australian subsidiaries of twelve Japanese-owned firms completed self-report questionnaires anonymously. A unique paired data set is used for particular analyses such as measuring communication and perceptions of each other. This thesis examines differences in work values and beliefs between Japanese expatriates and Australian managers on issues derived from structural and cultural features of Japanese MNCs; for example, the type of subsidiary-head office management (eg. strategic planning), integration of local managers, group-oriented decision making, and work ethic. It is found that there is a significant gap in perceptions between Japanese and Australian managers with regard to corporate membership, but no significant differences are found in their opinions towards the strategic planning style of management. Contrary to our expectations, Australian managers are found to be more group-oriented than Japanese managers. ¶ The characteristics of two industries, general trading firms (the sogo shosha) and manufacturing firms, are discussed and their impacts upon cross-cultural relationships and work attitudes of managers are examined. Findings indicate that Australian managers in manufacturing firms have more positive perceptions of work relations with Japanese managers and positive work attitudes than Australian managers in the sogo shosha. This suggests that manufacturing firms provide a more positive work environment to Australian managers than the sogo shosha, whereas cross-cultural interactions in the sogo shosha are not very effective, which may cause misunderstanding and mistrust between managers, and lower levels of job satisfaction and organisational commitment of local managers. The type of industry does not affect the work attitudes of Japanese managers or their perceptions of Australian counterparts. ¶ A conceptual model for predicting the organisational commitment of Japanese and Australian managers are developed and tested empirically. Independent variables included in the model are: individual characteristics, type of industry, psychological integration of local managers into the Japanese organisation, work relations between Japanese and local managers and job satisfaction. Results indicate that job satisfaction, work relations and tenure have significant impacts upon organisational commitment of Australian managers. As for the Japanese managers, job satisfaction and tenure have significant impacts upon organisational commitment, but no association between work relations and organisational commitment is found. In addition, the relationship between work relations and organisational commitment for the Australian managers is partially mediated by job satisfaction, however, this is not the case with the Japanese managers. ¶ The findings of this thesis will improve our understanding of cross-cultural interactions between expatriates and local managers, increasing overall firm performance and improving the quality of cross-cultural relationships within contemporary society. Moreover, these findings will provide a wider perspective on understanding how organisations can implement localisation of management and integrate local managers into the organisation.

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Chambers, Morgan. "Factors and mechanisms that influence intraorganisational collaboration and competition." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/6994.

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Recently, some authors point to value creation from the structure and behaviours associated with competition and collaboration inside the organisation (Helfat and Eisenhardt, 2004; Birkinshaw and Lingblad, 2005). While both competition and collaboration have been studied extensively between organisations, less attention has been focused on them and their interaction between units inside the organisation, particularly within complex and heterogeneous multinational corporations. The question is how to achieve the coordination and collaboration that is necessary for a multinational organisation to reap the benefits that international expansion has to offer and yet balance the propensity for competition that exists as business units struggle for scarce resources or new opportunities. In order to answer this question, the aim of this review is to first of all know what the factors and mechanisms are that influence competition and collaboration between organisational units within multinational organisations. Methodology: This study has been conducted using a systematic review methodology with the aim of producing a search of extant literature which can be trusted by others as being thorough, transparent, replicable and clear. Both quantitative and qualitative techniques have been used to achieve this. Findings: This review finds that the there is minimal extant literature that addresses competition and collaboration between business units within the multinational corporation and that it also fails to provide a comprehensive understanding of the factors and mechanisms that influence the co-existence of intraorganisational competition and collaboration. They are typically viewed as mutually exclusive or at opposite ends of a continuum. While there has been some recent research attention given to intraorganisational collaboration and competition, each in their own right, there has not been an extensive review of the factors and mechanisms when looking at their coexistence within the multinational corporate environment. By bringing the two literatures into view and investigating the paradoxical nature of the influences on andthe interactions between competition and collaboration, insights into an optimal mix based on the corporations strategy and value creation logic can be gained for both academics and business unit leaders.

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Ferguson, Alana Paulette. "The evaluation of a talent management programme within a global multinational organisation: a case study." Thesis, Rhodes University, 2016. http://hdl.handle.net/10962/64747.

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Park-Westman, Misook. "Managing competence development programs in a cross-cultural organisation : what are the barriers and enablers? /." Linköping : Linköpings universitet, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-7570.

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Wallace, Carol Anne. "The impact of personnel, training, culture and organisational factors on application of the HACCP system for food safety management in a multinational organisation." Thesis, University of Central Lancashire, 2009. http://clok.uclan.ac.uk/6559/.

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The Hazard Analysis and Critical Control Point system (HACCP) is the internationally accepted mechanism for control of foodborne disease through food safety assurance. It is a generally held belief that HACCP is best applied by a multidisciplinary team, thus delivering a stronger food safety system than could be developed by individuals working alone. However, the origins and reasons for the use of HACCP teams in the historical record are unclear and where are no studies into the effectiveness of HACCP team decision-making. Similarly, HACCP training is believed to be fundamental to successful HACCP implementation; however there are few objective measures of the standards of training or of the effectiveness of learning. This is compounded by a lack of internationally agreed tools to measure the effectiveness of HACCP systems in practice. Whilst literature on barriers to HACCP application, particularly in small and less developed businesses, is strong, the reasons for HACCP success or failure in manufacturing companies are less well understood. Multinational manufacturers generally work across, not only national and regional boundaries, but also cultural dimensions, however international projects such as HACCP application may be initiated without consideration of how different cultural factors within the organisation could affect the project's success. Due to the limited literature on HACCP success factors and the absence of previous studies considering the potential impact of national or regional culture, it is important to gain an understanding of and share the experiences of multinational companies that have applied HACCP. In the setting of a multinational food company, this research has developed new tools,assessed HACCP knowledge levels, investigated HACCP team decision-making processes, assessed the validity of working HACCP Plans and considered how cultural and organisational dimensions impact HACCP application. This multifaceted approach has facilitated deconstruction of HACCP learning and development, leading to an understanding of key factors involved in effective HACCP in a global manufacturing context. This thesis makes a theoretical contribution by extending the understanding of the HACCP application process in international manufacturing. It provides insights that will underpin future policies for HACCP application and makes practical recommendations for effective HACCP within the diverse cultures of international business.

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Gustafsson, Nathalie, and Charlotta Sylvan. "The Translation of Core Values in a Multinational Organisation : H&M in Shanghai - A Case Study." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-79073.

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The thesis addresses the translation process of organisational core values. Core values can be seen as the guiding principles that reveal how the organisation conducts its business. These are often written down as a part of the company’s philosophy and tend to be explicitly articulated to all their entities and functions throughout their organisation. By doing so, the organisation wish to benchmark certain behaviour among their employees. In this thesis, the purpose is to explore how the employees in a subsidiary translate and understand the core values of their Swedish employer. Our aim is to investigate what happens with the meaning of the core values when translated by the employees, as well as to see how these values are visible in the employees day-to-day actions. In this study, a qualitative approach have been used and a case study has been conducted in one of H&M’s subsidiaries. Through 12 semi-structured interviews with employees with different roles in the organisation we have been able to create further understanding of the phenomenon of core value translation in a Chinese setting. H&M is a large, multinational retail company with presence in 49 countries all over the world. This case study can serve the purpose guide managers wanting to understand how their Chinese colleagues accept and interpret their strategies, as more and more Swedish companies are expanding to China. The nature of the study is of abductive character, where we have used the ‘systematic combining’ approach. This enabled us to incorporate new theories and data throughout the research process to facilitate our understanding of our findings. The theoretical background has thus served as base for our understanding and have been constantly reviewed and revised during the research process. Our conclusion from this study is that the translation of the core values relies on the institutionalised organisational procedures and processes set in place. What supported the translation process were mainly the daily conversations with fellow colleagues and repeated procedures, such as meetings and interaction between positions. We also found that those values that had a clear practical usage, tended to be easier for the employees to translate into own actions. Our main finding is however, that the employees translated the core values into a guiding tool that supported and joined the workforce in their daily activities. All parts of the value ‘package’ had been re-contextualised to fit the employees in their local context and were visible in their actions in various ways, but with the common purpose to guide.

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Sithole, Kenneth. "A strategy-as-practice perspective : a case study of a business unit within a multinational engineering organisation." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/18127.

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Thesis (MBA)--Stellenbosch University, 2011.
ENGLISH ABSTRACT: This research report aims to contribute to the contemporary research discourse within the Strategy-as-Practice (S-as-P) field by studying day-to-day strategising practices that take place within a modern organisation. From an S-as-P point of view, strategy is described as a situated, socially accomplished activity, while strategising comprises those actions, interactions and negotiations of multiple actors and the situated practices that they draw upon in accomplishing that activity (Jarzabkowski, Balogun & Seidl, 2007: 8). Here, strategy is redefined as an action organisations perform rather than a concept organisations ‘have’. This introduces a shift in the strategy process, from a prescriptive approach to a practice approach. In this report, the researcher was able to determine how strategising took place in a Business Unit (BU) at a third-tier level within a multinational engineering organisation. This involved an analysis of how the processes of strategy sense-making and sense-giving took place amongst strategic actors. Furthermore, how this was mediated by strategising methods, strategic tools and artefacts was observed. The research recognised that strategy is socially situated and therefore a social practice. To deal with this dimension, activity theory, discussed by Jarzabkowski (2005), was used as an operational measure to identify micro-social system configurations required to implement strategy. Based on an in-depth single case study of the BU, the researcher’s findings discovered unique roles that multiple actors assume in the strategy implementation process, and how they interacted in the pursuit of goal-oriented strategic initiatives. In that process, different strategising techniques were identified, namely Procedural, Interactive, Pre-active or Integrative. It was also shown how managers used these multiple strategising methods at their disposal to facilitate and mediate strategic initiatives. In an attempt to contextualise these micro-strategising practices, the case study also demonstrated how strategy was translated from broad organisational concepts to BU operational manifestations using internal formal procedures that involved a Strategy Map and Balanced Scorecard. This revealed the cascading effect of top-down strategy translation and the gap-closing effect of down-and-up feedback loops in the system. This also exposed how strategy was ‘operationalised’ by decomposing and breaking it down into sub-strategies for implementation, which then created a hierarchy of strategies that were specific to each level of the organisation.
AFRIKAANSE OPSOMMING: Hierdie navorsingsverslag beoog om by te dra tot die kontemporêre navorsingsgesprek binne die Strategie-as-Praktyk (S-as-P) veld deur dag-tot-dag strategie praktyke wat binne ‘n modern organisasie plaasvind te bestudeer. Vanuit ‘n S-as-P oogpunt, word strategie beskryf as ‘n geposisioneerde, sosiaal-uitgevoerde aktiwiteit, terwyl strategie-beplanning bestaan uit die aksies, interaksies en onderhandelings van onderskeie betrokkenes en die geposisioneerde praktyke waaruit geput word in die uitvoering van daardie aktiwiteit. Strategie word hier herdefinieer as ‘n aksie wat organisasies uitvoer eerder as ‘n konsep wat hulle het. Dit bring ‘n verskuiwing in die strategie proses mee, van ‘n voorskriftelike benadering na ‘n praktiese benadering. Die navorser het in hierdie verslag daarin geslaag om te bepaal hoe strategiese beplanning in ‘n derde vlak Besigheidseenheid (BE) binne ‘n multinasionale ingenieursorganisasie plaasvind. Hiervoor is ‘n analise gedoen van hoe die prosesse van strategiese sin-maak en sin-gee onder strategiese betrokkenes plaasvind. Daarbenewens is waargeneem hoe mediasie deur strategie-beplanningsmetodes, strategiese gereedskap en voorwerpe plaasgevind het. Om met hierdie dimensie om te gaan, is aktiwiteitsteorie, soos bespreek deur Jarzabkowski (2005), gebruik as ‘n operasionele maatstaf om mikro-sosiale sisteem konfigurasies wat vereis word vir implementasie van die strategie te identifiseer. Die navorser se bevindings, gebaseer op ‘n enkele diepgaande gevallestudie van die BE, het unieke rolle geïdentifiseer wat verskeie rolspelers tydens die strategie implementeringsproses aanneem en ook die interaksie wat plaasgevind het in die nastreef van doelgeöriënteerde strategiese inisiatiewe. In die proses is verskillende strategie-tegnieke geïdentifiseer, naamlik Prosedure, Interaktief, Pre-aktief of Integrerend. Daar is ook getoon hoe bestuurders hierdie verskillende beskikbare strategie-metodes aangewend het om strategiese inisiatiewe te fasiliteer en bemiddel. In ‘n poging om hierdie mikro-strategiese praktyke te kontekstualiseer, het die gevallestudie ook aangedui hoe strategie vanaf breë organisatoriese konsepte deur die gebruik van interne formele prosedures, wat ‘n Strategie Kaart en Gebalanseerde Telkaart ingesluit het, omgesit is na operasionele aanwysings vir die BE. Hierdeur is die waterval effek van top- afwaartse omsetting en die gaping-vullende effek van af-en-op terugvoerlusse in die sisteem blootgelê. Dit het ook aangetoon hoe strategie ‘ge-operasionaliseer’ is deur dit te ontkoppel en af te breek tot sub-strategieë vir implementasie, waardeur ‘n hiërargie van strategieë, spesifiek vir elke vlak van die organisasie, geskep is.

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Sampson, Samantha Ann. "Does location matter? An investigation into the factors influencing employees' intention to stay in a multinational organisation." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29685.

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Globalisation and the skills shortage worldwide has increased the mobility of employees, and in turn, given employees access to more job opportunities globally. The mobility of employees makes employee retention more challenging than ever before. The topic of employee retention has been vastly researched over the years and human resource practitioners have identified multiple factors which influence employees’ intention to stay. This study focuses on six variables which were found to influence an employee’s intention to stay: job satisfaction, supervisor support, compensation, career advancement, work-life balance and affective commitment. The study assessed whether the factors which influence employees’ intention to stay differed between the locations of an international financial-technology organisation, Prodigy Finance. There are 98 participants in the sample. The data was collected via a selfadministered online survey. Results show that whilst the six variables do influence the employees’ intention to stay within the organisation as expected, the employees’ perception of work-life balance and compensation differed between locations. The employees’ perception of work-life balance in London and the employees’ perception of compensation in New York had more of on influence on their intention to stay, compared to the other locations. Suggestions for future research, limitations and other implications are discussed.

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Williams, Christopher. "Entrepreneurship and subsidiary management in multinational corporations : a new theoretical and empirical perspective on knowledge networks and heterarchical organisation." Thesis, Birkbeck (University of London), 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.417997.

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This thesis investigates how entrepreneurship is influenced by internal organisation in Multinational Corporations (MNCs). It provides fresh theoretical and empirical insights on MNC organisation and strategy, showing how intra-MNC knowledge networks and heterarchical communities enable corporate renewal. This thesis addresses the definition problem in the entrepreneurship field by conceptualising entrepreneurship as a perception-creation-change process. In the MNC context, this renewal process is intrinsically linked with subsidiary management aspects such as role, autonomy, relations and development. A new analytical framework for MNC entrepreneurship is then developed, consisting of two parts: (l) strategic investment and firm behavioural 'focussed entrepreneurship' and (2) emergent subsidiary level 'dispersed entrepreneurship' . Empirical investigation into the interface between subsidiary management and entrepreneurship follows with a mixed-method research strategy using focussed and dispersed operationalisations. For focussed entrepreneurship, cross-sectional resource allocations and longitudinal firm behaviour data show that MNC entrepreneurial stance is determined mainly by internal knowledge network characteristics, with more aggressive MNCs exploiting those networks with a higher risk orientation. Superior performance is shown as a contingency between stance and entrepreneurial obsolescence in the industry. For dispersed entrepreneurship, subsidiary manager perceptions elicited by survey and interview reveal how heterarchically oriented perception and creation variables, such as local initiative and political arena, affect MNC renewal. Entrepreneurial communities, distinct from those of practice and characterised by high boundary porosity and competitive purpose, are identified as critical reconciling mechanisms for mutual knowledge sharing during perception, creation and change. These new insights extend our understanding of MNC entrepreneurship whilst contributing to debates in international business research and theory development. Future research could investigate evolutionary paths of MNC entrepreneurial communities and emergent organisational forms with a multilevel research design. Future research could also analyse external network links and local embeddedness in order to understand how these communities develop and provide benefits and learning to external stakeholders as well as to the MNC. Normative implications of this study suggest MNC leaders should manage knowledge assets in terms of both firm-wide entrepreneurial orientation and boundary-spanning communities at the subsidiary-level to achieve an effective entrepreneurial organisation. Of particular concern to MNC managers is the adequacy of the internal knowledge network for the desired entrepreneurial orientation, requiring assessment and management in structural and relational terms.

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Serboff, Thierry. "Une lecture spatiale de la relation entre stratégie et design organisationnel." Thesis, Lyon 2, 2012. http://www.theses.fr/2012LYO22011.

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L’objectif de ce travail de recherche est de croiser deux bases d’informations sur la relation entre stratégie et design organisationnel des firmes multinationales (FMN), dans le but de proposer un cadre conceptuel permettant de renouveler et d’actualiser la réflexion sur cette relation. La première base d’informations est théorique. Elle est le fruit d’une lecture originale de la littérature en management stratégique et en management international : cette lecture pense les stratégies et les designs organisationnels comme relevant d’une réflexion spatiale. En nous inspirant d’auteurs tels que Lefebvre (1974) ou Lussault (2006), nous montrons en effet que les stratégies de niveau corporate traitent des questions de distance perçue entre les activités ou les environnements géographiques, et que leur mise en œuvre consiste à agencer des espaces organisationnels par l’intermédiaire de deux outils : le découpage spatio-organisationnels et la localisation du pouvoir de décision. Ces outils permettent d’organiser la circulation des informations et des connaissances par et dans l’espace. La deuxième base d’informations est empirique. Elle ressort d’un travail de croisement de bases de données secondaires, provenant essentiellement d’enquêtes réalisées par les instituts de la statistique publique français et se compose de deux échantillons : un échantillon de niveau groupe (166 FMN françaises) et un échantillon de niveau entreprise (245 filiales françaises contrôlées par des FMN françaises). La confrontation de ces deux bases nous permet de proposer un cadre conceptuel construit dans le but de répondre à la problématique de la thèse : « comment se conçoit le design spatio-organisationnel des FMN ? »
The research work presented in this thesis addresses the relationship between strategy and organizational design in the context of multinational Corporations (MNC). First building and then exploiting two ad hoc information databases, this work helps in designing a conceptual framework that both rejuvenates and nourishes reflections about that relationship.The first information source is a theoretical one. Building on the strategic and international management literature, a new reading is developed that reinterprets organizational design and strategy through a new spatial lens. Drawing insights from authors that have specialized on space-related questions such as Lefebvre (1974) or Lussault (2006), it is shown here that strategies at the corporate level actually deal with questions about perceived distance among activities or geographical environments. Strategic execution is then concerned with two tools: cutting-out organizational spaces and locating decision nodes. Those tools foster information and knowledge exchanges, both in and through space. The second information source is an empirical one. It results from the cross-analysis of secondary data extracted out of several databases, mainly drawn from French national databases, and consists into two samples: a group-level sample (166 French MNCs) and a firm-level sample (245 French subsidiaries that are controlled by a French MNC).Confronting the two resulting information sources, a whole framework appears that let us both deepen and enlighten our reasoning about the question: “How is MNF’s spatio-organizational design to be conceived?”

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Bonneton, Domitille. "The outcomes of talent management in multinational companies : a multilevel perspective." Thesis, Paris 1, 2018. http://www.theses.fr/2018PA01E034.

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La gestion des talents est une thématique de recherche relativement récente, mais elle est d’une importance considérable pour les firmes multinationales. Peu de recherches empiriques analysent l’impact des programmes de gestion exclusive des talents, ciblant un segment de main d’œuvre considéré comme plus performant ou à meilleur potentiel afin de les attirer, les développer et les retenir dans l’entreprise. La présente thèse analyse les conséquences des programmes de gestion exclusive des talents à différents niveaux : l’individu, le groupe et l’organisation. Nous mobilisons différents cadres théoriques pour répondre à ces questions de recherche. Nous avons mené trois études distinctes reposant sur des données qualitatives et quantitatives recueillies dans deux firmes multinationales. Au niveau individuel, les résultats de la thèse montrent l’impact des programmes de gestion des talents sur la carrière individuelle des employés. Au niveau du groupe d’employés, les pratiques de gestion des talents favorisent l’émergence d’un sous-groupe ayant les mêmes attitudes et comportements, et qui constitue une élite organisationnelle. Enfin, au niveau de l’organisation, nous analysons comment ces programmes peuvent favoriser la rétention des futurs dirigeants de l’entreprise, et quelles peuvent être les autres conséquences positives ou négatives de l’émergence d’une élite organisationnelle
Talent management is a relatively recent field of research, but appears as crucial for multinational companies. Few studies analyze the consequences of exclusive talent management practices.Exclusive talent management focuses on the attraction, development and retention of one segment of employees, those with better potential or performance. This doctoral dissertation aims at analyzing its outcomes at several levels: the individual, the group and the organization. We build on several theoretical frameworks to answer our research questions. We conducted three distinct studies, based on qualitative and quantitative data, collected in two multinational companies. At the individual level,the results show the impact of talent management practices on the career of employees. At the group level, we show how exclusive talent management shapes a sub-group of employees with common attitudes and behaviors, who build an organizational elite. At the organizational level, we analyze how these programs can contribute to the retention of the future leaders and what other positive or negative consequences talent management can have

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Mulenga, Chao Feramo Nkhungulu. "Knowledge and understanding of an HIV/AIDS education workshop in a multinational organisation : an evaluation of the AIDS Champions workshop at Shell Southern Africa." Master's thesis, University of Cape Town, 2003. http://hdl.handle.net/11427/14977.

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Bibliography: leaves 105-111.
HIV/AIDS poses a global medical epidemic threatening social and economic development in most developing countries. Sub-Saharan Africa currently bears the brunt of the epidemic with close to 30 million people infected with the disease. South Africa has the second fastest growing infection rates in the world as at December 2002. Currently no known cure for the disease exists. Interventions involve education and awareness programs and multiple therapy medical treatment. The aim of this thesis is to evaluate the perceptions and knowledge of participants at the Shell AIDS Champions workshop. The research used a triangulatory approach utilizing pre-test and post-test survey questionnaires group discussions, participant observation and semi-structured interviews. 22 participants from Shell Southern Africa and Easigas attended the workshop. Statistical techniques were applied to the questionnaire findings. Content analysis was used to analyse the qualitative data. Findings from the evaluation indicate that participant perceptions show agreement with current Shell policy on HIV/AIDS. The findings show that the major impact of the workshop was observed on the knowledge-based section of the evaluation. The results of the evaluation confirm that participant knowledge was increased through participation in the AIDS Champions workshop.

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Janickova, Marketa. "Culture de risque dans des compagnies multinationales : Cas d’étude d’une Multinationale dans le secteur de l’ingénierie et de la construction." Thesis, Paris Sciences et Lettres (ComUE), 2018. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=2018PSLED082.

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Cette thèse étudie la culture du risque dans le contexte des compagnies multinationales. Une explication des concepts majeurs de la culture organisationnelle et du risque nous aide à définir notre sujet de recherche qui est encore peu connue dans la monde de recherche et qui a des difficultés de trouver sa place à cause de multiples ambiguïtés. Pour répondre à cette problématique, nous nous appuyions sur les théories de organisations qui divisent deux aspects organisationnels : les aspect formels et informels. Nous approchons donc la culture du risque en étudiant ses aspects formels et informels de même que sa gestion. Nous adoptons une méthodologie basée sur une étude de cas unique afin de pouvoir répondre de manière détaillée à nos questions de recherche. La thèse est donc basée sur une étude de cas dans une multinationale de secteur de la construction au Canada. Nous avons passé 18 mois sur le terrain au siège sociale de l’entreprise et nous avons effectué 45 entretiens auprès de Présidents, de Vice-Présidents et de Directeurs. Nous avons aussi conduit des observations directes et nous avons collaboré avec quelques directeurs de fonctions liées à la gestion des risques. Nos résultats démontrent que la culture du risque nécessite un équilibre entre les aspects formels et informels. Nous démontrons notamment deux façons par lesquelles des gestionnaires du risque influencent la création de culture de risque. Afin, nous incitions à davantage s’intéresser à ce sujet
This thesis studies risk culture in the context of a multinational company. The explanation of the key concepts of risk culture is what helped us to define our research subject, which is still in its infancy. The concept is also difficult to research because it represents multiple ambiguities, we were however able to find a solution to that problem. To reduce the impact of the ambiguousness of the subject, we based our research on organizational theories, and we defined two organizational aspects: formal and informal. Therefore, we approach risk culture by formal and informal aspects and by its manageability. In order to answer to our research question, we adopt the methodology based on one case study. Indeed, our thesis studies one multinational Canadian company where we spent 18 months in the field at its headquarters. We performed 45 interviews with presidents, vice presidents and directors, additionally we participated in risk assessment workshops and we worked with multiple functions related to risk management activities. Our results emphasize that risk culture needs an equilibrium between formal and informal aspects. We also show two different ways how risk mangers influence risk culture creation inside the company. Our thesis encourages future research on risk culture and on the development of that research subject

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TILLQVIST, VIKTOR, and KASPER BOURDETTE. "Organizational innovation for rapidlychanging environments : A case study on large multinational Swedish companies in comparison to the Silicon Valley model." Thesis, KTH, Industriell Management, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-191223.

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Megatrends such as globalization, digitalization and the increased rate of technological developmentare all example of aspects that directly affect and challenge companies. While it opens up for new business opportunities it also serves an increasingly competitive climate and puts tougher pressure on organizations. While several traditional management models are focused on internal aspects such as improving processes, reducing waste and removing non-value adding procedures it is argued in literature that having dynamic capabilities is key to succeed in a more rapidly changing environment. This means being able to not only handle daily business but also to sense, shape and seize opportunities and transform the organization accordingly. The Silicon Valley Model (SVM) is a holistic management model that aims at generating dynamic capabilities for firms in rapidly changing environments. This study is centered on identifying if the five principles that constitute the SVM are adopted in large multinational Swedish companies founded during the industrial era. The five principles are: 1. The Dynamic Firm 2. A People-Centric Approach 3. An Ambidextrous Organization 4. An Open Organization That Networks with Its Surroundings 5. A Systems Approach By interviewing 14 C-level employees in Telia, Lantmännen, Trelleborg and “Company A” we found that Telia and Lantmännen have implemented or have clear transformation initiatives that indicate that they are moving towards implementing all the management principles of the SVM. Trelleborg have or are moving towards all principles except an ambidextrous organization, which was not found during interviews. The fourth case company is anonymous and therefore called Company A. They are operating in a more stable environment, which moves towards being more dynamic. They was seen implementing some management principles of the model, but did not have a holistic approach for it. The common denominator is that all companies come from having established satisfyingly efficient operational cores and profitability levels, before shifting focus towards having a growth and innovation focus.
Megatrender som globalisering, digitalisering och den ökade takten på teknologisk utveckling är allaaspekter som direkt påverkar och utmanar företag. Medan det öppnar upp för nya affärsmöjligheter så bidrar det också till ökad konkurrens och större press på företags organisationer. Medan flera traditionella ledningsmodeller är fokuserade på interna aspekter såsom att förbättra processer, minska slöseri och ta bort icke värde-adderande processer, hävdas dynamiska förmågor vara en nyckel till att lyckas i en mer snabbrörlig omgivning. Detta innebär att man inte bara hanterar sin dagliga verksamhet utan också känner av och tar till vara på möjligheter samt förändrar sin organisation i enlighet med dessa. Silicon Valley Modellen (SVM) är en holistisk företagsledningsmodell som ämnar generera dynamiska förmågor för företag i snabbrörliga omgivningar, med syfte att skapa innovation och tillväxt. Den här studien är centrerad kring att identifiera om de fem principer som utgör SVM är anammade i stora multinationella svenska företag som är grundade under den industriella eran. De fem principerna är: 1. Den Dynamiska Firman 2. Individen i Centrum 3. Både-och-Organisation 4. Öppenhet och Nätverkande med Omvärlden 5. Systemansats Genom 14 C-level intervjuer på Telia, Lantmännen, Trelleborg och “Company A” drogs slutsatsen att Telia och Lantmännen har implementerat eller har klara transformationsinitiativ som indikerar på att de rör sig mot att implementera hela SVM. Trelleborg rör sig mot att täcka hela, förutom både-och- organisation som inte hittades under intervjuerna. Det fjärde företaget, anonymt kallat Company A, verkar i en mer stabil tillverkningsindustri men rör sig mot en mer rörlig omgivning. De sågs implementera några principer från modellen, men ansågs inte ha ett holistiskt närmande till SVM. Den gemensamma nämnaren är att de fyra företagen kommer från att ha etablerat tillfredställande effektiva kärnverksamheter och lönsamhetsnivåer innan de skiftat fokus mot tillväxt och innovation.

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Dihissou, Wasiu. "La relation entre le commerce international et les investissements directs étrangers : cas des principaux pays de l'OCDE." Thesis, Université Côte d'Azur (ComUE), 2017. http://www.theses.fr/2017AZUR0027/document.

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Ce travail étudie la nature de la relation entre commerce et Ide sur le plan théorique et empirique. Théoriquement, il y a deux sortes de relations entre commerce et Ide: substitution et complémentarité. La nature de cette relation peut être la conséquence de facteurs exogènes, déterminant de la spécialisation des pays ou encore le résultat de la stratégie endogène des firmes multinationales dans l’organisation de leurs activités à l’échelle internationale. On parle de relation de complémentarité quand il y a un lien positif entre commerce et Ide, et de relation de substitution quand il y a un lien négatif entre commerce et Ide. Empiriquement, avec le modèle de gravité, on applique les techniques économétriques sur données annuelles de 2000 à 2014 sur les données bilatérales de 18 pays principaux investisseurs de l’OCDE, d’abord dans l’industrie manufacturière et ensuite selon les zones géographiques, avec un ensemble de 75 pays partenaires repartis dans ces différentes zones géographiques. Ces 75 pays sont constitués de, 17 autres pays de l’OCDE, 17 pays de l’Amérique Latine non OCDE, 3 pays de l’Europe de l’Est non OCDE et 38 pays de l’Asie non OCDE. Pour l’analyse du secteur manufacturier, on trouve en exportation comme en importation, une relation de complémentarité entre commerce et Ide. Pour l’analyse par zone géographique, on trouve en exportation comme en importation, une relation de substitution pour la zone OCDE et l’Amérique Latine non OCDE et une relation de complémentarité pour la zone Europe de l’Est non OCDE. Cependant pour la zone Asie non OCDE, on trouve une relation de substitution en exportation et une relation de complémentarité en importation
This paper studies the nature of the relationship between international trade and foreign trade direct investment, both theoretically and empirically. Theoretically, there is in general two sorts of relations between international trade and direct foreign investment: substitution and complementarity. The nature of that relation may either be the consequence of exogenous factors, determinants of country specialization or the result of endogenous strategy of multinational firms in the organization of their activities internationally. We speak of complementarity relation when there is a positive link between international trade and investment, and substitution relation when there is a negative link between international trade and investment. Empirically, with the gravity model, we apply econometric technics on yearly data of the panel during 2000 and 2014 period on bilateral data of eighteen countries main investors of OECD, at first in manufacturer industry and then depending on geographical areas, with a set of seventy-five countries divided up in these geographical areas. The seventy-five partner countries consist of seventeen other countries of OECD, seventeen Latin America countries non-OECD, three eastern European countries non-OECD, and thirty-eight Asian countries non- OECD. Regarding the analysis of the geographical area, the estimations point out, in exportation as in importation, a substitution relation for the OECD area and Latin America non-OECD area and a complementarity relation for eastern European non-OECD area. However, for Asian non-OECD area, the estimations show, a substitution relation in exportation and a complementarity relation in importation

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Belga, Jihane. "La communication interculturelle au sein des entreprises françaises implantées au Maroc : interaction entre cadres français et autochtones." Thesis, Bordeaux 3, 2017. http://www.theses.fr/2017BOR30010/document.

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Les différents changements politiques, économiques, sociaux et technologiques poussent les organisations à se développer constamment. Elles font face à des environnements ayant tendance à être de plus en plus exigeants et instables ; d’un côté la globalisation qui déplace toutes les frontières et d’un autre l’envahissement des nouvelles technologies d’information et de communication dans toutes les fonctions de l’entreprise. De nos jours, des personnes issues de cultures différentes peuvent être amenées à travailler au sein d’une même entreprise. Ceci peut toutefois créer des incompréhensions entre les parties concernées. Ces rivalités ne concernent pas simplement les malentendus linguistiques mais vont au-delà de ceux-ci. En effet, la compréhension, l’interprétation, la manière d’agir et de penser de chacun, va dépendre essentiellement de sa propre culture. C’est justement ce qui a suscité notre intérêt et nous a poussée à approfondir ce sujet pour mieux comprendre le phénomène de l’interculturel en milieu organisationnel et déduire les difficultés rencontrées lors d’une interaction dans une telle situation. Et afin de pouvoir proposer ou mettre en place une stratégie valable dans un contexte interculturel, nous avons choisi, comme terrain de recherche, plusieurs organisations implantées au Maroc et opérant dans différents secteurs d’activité. Ainsi, il est question de déterminer en quoi consistent les problèmes liés à la communication dans un contexte interculturel du point de vue des deux groupes de collaborateurs à savoir les autochtones et les étrangers, notamment les français, collaborant au sein d’une même organisation. C’est donc notre curiosité d’apprendre davantage sur l’interculturalité en entreprise qui nous encourage à accomplir cette recherche
The various political, economic, social and technological changes are pushing organizations to extend constantly there activities. They face environments that tend to be increasingly demanding and unstable ; On the one hand, the globalization that shifts all borders and on the other the invasion of new information and communication technologies in all the functions of the company.Nowadays people from different cultures can be brought to work together within the same company. However, this may create misunderstandings between the concerned persons. These rivalries do not simply concern linguistic misunderstandings, but go beyond them. Indeed, the understanding, the interpretation, the way of acting and the thinking of each one, will depend essentially on its own culture. This is what has aroused our interest and has pushed us to deepen this subject to better understand the phenomenon of intercultural communication in an organizational environment and to deduce the difficulties encountered during an interaction in such a situation. And in order to propose or develop a strategy that might be available in an intercultural context, we have selected several organizations based in Morocco operating in different activities area. Thus, the purpose of our research is to determinate what are the problems related to communication in an intercultural context from the point of view of the two groups of collaborators, namely moroccan people and the foreigners, in particular the French ones, collaborating within the same organization.It is therefore our curiosity to learn more about interculturality in companies that encourages us to carry out this research

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Brönmark, Riex Emma, and Elizabeth Karlsson. "Lost In Translation : Betydelsen av Kultur utifrån Nationalitet, Lingvistik samt Organisation i Multinationella Team." Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-23858.

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As a result of globalization, multinational teams are being more frequently used in today´s businesses. This specific type of team can be described as heterogeneous when it comes to nationality and linguistics. The aim of this study was to explore the concept of multinational teams. This was made using culture as a main concept, and nationality, linguistics, and organizational culture in order to describe it. We intended to say something about how this type of team´s efficiency; when it comes to satisfaction and performance; was affected by national and linguistic heterogeneity within the team. While analyzing differences between the teams’ efficiency when it comes to satisfaction and performance, we also intended to say something about how organizational culture can affect this. This study was made by using a qualitative approach, with focus on a deductive way of doing it. Four different case studies were conducted in order to support this study. A total of seven different respondents where used in this study and their narratives are together with the theoretical framework the basis for this study´s analysis and conclusions. This study reveals that perceived efficiency when it comes to satisfaction and performance can be affected by national and linguistic heterogeneity among team members in multinational teams. It also suggests that organizational culture can be used in order to overshadow these differences among team members, and that this in turn affects the perceived efficiency. A straightforward answer regarding nationality, linguistic, and organizational culture´s influence on multinational team´s efficiency, was never given from the case studies. Instead, this seemed to vary from case to case. Two extremes were yet to be found. When nationality and linguistic heterogeneity were easy to observe, low efficiency was perceived in the multinational team. In contrast, when organizational culture was easy to observe, high efficiency was perceived within the multinational team. This suggests that organizational culture can override national and linguistic heterogeneity when it comes to creating high performance and satisfaction among members of multinational teams.

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Melin, Christopher. "La coordination des relations intra- et inter-organisationnelles au sein de l'usine mondiale : le cas Renault Trucks (groupe Volvo)." Thesis, Lyon 3, 2014. http://www.theses.fr/2014LYO30074.

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Face à la dispersion géographique de leurs activités, les firmes multinationales (FMN) sont amenées à gérer des relations intra- et inter-organisationnelles de plus en plus complexes. Cette recherche doctorale porte sur la coordination de ces relations dans le contexte de l’usine mondiale (global factory), qui constitue une forme particulière de l’entreprise-réseau. Elle s’appuie sur une recherche-action menée auprès de l’entreprise Renault Trucks (groupe Volvo). L’étude empirique est fondée sur 63 entretiens, des groupes de discussion interactifs et l’organisation de deux workshops, complétés par des données secondaires. Les résultats obtenus mettent en avant le rôle prépondérant de la firme-pivot dans le pilotage des relations avec les partenaires internationaux. Selon la configuration du partenaire (niveau d’autonomie opérationnelle et fréquence de la transaction), il est recommandé de choisir des mécanismes de coordination spécifiques. Un jeu de 21 propositions vise à améliorer notre compréhension de l’usine mondiale en termes d’agencement et de fonctionnement interne. Enfin, un design organisationnel de l’usine mondiale est développé
Facing the geographic dispersion of their activities, multinational companies (MNCs) are involved in the management of increasingly complex intra- and inter-organizational relationships. This doctoral research focuses on the coordination of these relationships in the context of the global factory, which represents a particular form of the network-firm. It is based on an action research project conducted at Renault Trucks (Volvo Group). The empirical study covers 63 interviews, interactive panels and the organization of two workshops, completed by secondary data. The results highlight the important role played by the lead firm for the management of relationships with international partners. Depending on the configuration of the partner (level of operational autonomy and frequency of the transaction), it is recommended to choose specific coordination mechanisms. A set of 21 proposals intends to improve our understanding of the global factory in terms of configuration and internal operations. Finally, an organizational design of the global factory is developed

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Sene, Jean Marie Latyre. "Universalité ou contingence du modèle transnational : les leçons du cas de l'Université Catholique de l'Afrique de l'Ouest (UCAO)." Thesis, Strasbourg, 2014. http://www.theses.fr/2014STRAB019/document.

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La firme transnationale, présentée comme modèle d’organisation pour faire face à la mondialisation et à la globalisation au début des années 90, par Bartlett & Ghoshal (1989), a inspiré plusieurs chercheurs. A travers cette recherche, nous avons voulu apporter un éclairage nouveau en intégrant des facteurs de contingence afin de voir si le modèle est universel, ou contingent. La problématique de cette thèse cherche à vérifier si : « la structure transnationale est une organisation réservée aux firmes ? ».A l’aide d’une étude de cas appliquée à une structure en réseau l’Université Catholique de l’Afrique de l’Ouest (UCAO) et en s’appuyant sur les théories existantes en matière de gestion et de gouvernance des entreprises multinationales, nos travaux empiriques portent sur un terrain de recherche expérimental, en contexte africain. Ce terrain, est illustré par une organisation à but non lucratif, d’inspiration ou d’obédience religieuse.Les résultats ont permis de se rendre compte que le modèle transnational peut être implanté dans ce genre d’organisation, mais il faut procéder par étapes pour arriver à une intégration globale de toutes ses activités opérationnelles et fonctionnelles, en commençant par celles qui sont jugées les plus pertinentes. L’impact de la religion et de l’organisation à but non lucratif (OBNL) a été mis en exergue en tant que facteurs jouant un rôle positif dans le cas étudié
Presented as an organization model to face globalization in the early 90’s by Bartlett & Ghoshal, The transnational has inspired lot of researchers.The problematic of this thesis aims to verify whether the transnational structure is an organization which fits firms only.With the help of a case study applied to a network structure “The catholic University of West Africa” and based on existing Theories in management and multinational governance, our work will attempt to test this hypothesis in an experimental research field in an African Context. This field is illustrated by a non-profit religious organization.The results allowed us to realize that the transnational model can be implemented in this kind of organization, but one should proceed step by step to achieve a global integration of all the operational and functional activities, starting by those alleged to be more relevant. The impact of religion and non-profit organization has been highlighted as factors playing a positive role in the studied cases

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Gao, Ni. "Stratégie et organisation des entreprises chinoises en Europe." Thesis, Pau, 2017. http://www.theses.fr/2017PAUU2020/document.

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Cette thèse a pour objet d’effectuer une étude approfondie des IDE chinois et d’analyser la stratégie et l’organisation des entreprises chinoises en France. Pour cela, nous étudions les principales motivations d’investissement des entreprises chinoises en France, leurs modes d’entrée sur le marché français ainsi que les différentes façons de contrôler leurs filiales en France. Nous utilisons la méthodologie qualitative pour cette recherche. Au total, nous avons interviewé dix-sept entreprises chinoises ayant réalisé des IDE en France. Nos résultats montrent que la recherche de marchés et d’actifs stratégiques sont les principales motivations des IDE chinois en France. Le gouvernement chinois joue un rôle de promoteur dans le processus d’internationalisation des entreprises chinoises en France. Les entreprises chinoises préfèrent entrer en France par une filiale en propriété exclusive. Les cadres locaux jouent un rôle clé dans la gestion des filiales des entreprises chinoises en France
This thesis aims to carry out an in-depth study on Chinese FDI, to analyse the strategy and organization of Chinese companies in France. For this, we study the main investment motivations for Chinese companies in France, their entry modes into the French market, and the different ways of controlling their subsidiaries in France. We used a qualitative methodology for this research. In total, we interviewed seventeen Chinese companies that carried out FDI in France. Our empirical findings indicate that market-seeking and strategic assets seeking are the main motivations for Chinese FDI in France. The Chinese government plays a role of promoter in the process of internationalization of Chinese companies in France. Chinese companies prefer to enter into France through wholly owned subsidiaries. Local managers play a key role in the management of the subsidiaries of Chinese firms in France

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Wenger, Andreas P. "Organisation multinationaler Konzerne : Grundlagen, Konzeption und Evaluation /." Bern ; Stuttgart ; Wien : P. Haupt, 1999. http://www.ub.unibe.ch/content/bibliotheken_sammlungen/sondersammlungen/dissen_bestellformular/index_ger.html.

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Davison, Susan Farmar Canney. "Intercultural processes in multinational teams." Thesis, London Business School (University of London), 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319367.

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Seidel, Christoph [Verfasser]. "Organisationen als multinationale Unternehmen. Eine organisationssoziologische Perspektive auf multinationale Unternehmen / Christoph Seidel." Bielefeld : Universitätsbibliothek Bielefeld, 2018. http://d-nb.info/1210428725/34.

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Larsson, Adam, and Simon Schiehle. "The Effects of Diversity on Multinational Organisations : An exploratory case study investigating the cross-cultural management and organisational culture of IKEA." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123498.

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Nowadays, multinational organisations face the challenge of managing a diverse workforce. The role of diversity has become increasingly important in a world that is influenced by the outcomes of globalisation. Organisations operate worldwide and therefore recruit their employees from all around the world, which leads to diverse workforces. It is essential for an organisation to be aware of differences within the workforce and to manage diversity actively in order to benefit from its positive potential. The purpose of this study is to analyse the impact diversity has on organisations such as IKEA. Especially how the everyday business life is affected by diversity and if the positive or negative aspects prevail. Further, it is investigated how cross-cultural management can be used as a managerial tool to influence and adjust diversity in a certain way. The organisational culture of an organisation was identified as the third important cornerstone in that relation. The researchers presumed a correlation between those three phenomena. The aforementioned assumptions led to the construction of the following research questions for this study: What impact does diversity have on an organisation such as IKEA? and How does cross-cultural management influence outcomes of diversity and what role does organisational culture play in that context? To answer these research questions, an exploratory study was carried out. An abductive approach was chosen that allowed for adding new theories throughout the research process. The data was collected through nine semi-structured interviews with experienced IKEA managers. Additionally, scientific articles and books were used as support to develop theoretical and practical contributions to the fields of diversity, cross-cultural management and organisational culture. The study revealed that diversity has a large impact on organisations such as IKEA. Furthermore, a correlation between diversity, cross-cultural management and organisational culture was identified. The findings led to the conclusion that diversity within an organisation creates the need for cross-cultural management. Organisational culture, in that context, builds a foundation for values and perceptions that are shared by the workforce. Therefore, a strong organisational culture helps to utilize the positive aspects of having a diverse workforce. In the case of IKEA, successful organisational socialisation and institutionalisation function as tools for preserving institutional memory, in terms of values and ethical business behaviour.

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Themistocleous, Marinos G. "Evaluating the adoption of enterprise application integration in multinational organisations." Thesis, Brunel University, 2002. http://bura.brunel.ac.uk/handle/2438/5524.

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A review of normative literature, in the field of Information Systems (IS) integration, indicates that traditional approaches to applications integration have failed to result in flexible and maintainable IT infrastructures. In addressing this issue, a new technology called Enterprise Application Integration (EAI) has emerged and addresses most of integration problems by resulting in the development of reusable and manageable IT infrastructures. Enterprise application integration is a new research area with many research issues needing to be investigated. At this end, EAI adoption has not efficiently studied with organisations and researchers needing to understand and analyse EAI adoption. This work examines the introduction of enterprise application integration in multinational organisations and proposes a novel model for its adoption. The model is based on a comprehensive set of factors that influence the introduction of EAI in organisations. Since there is an absence of theoretical models for EAI adoption, the proposed model adapts factors that influence the adoption of other integration technologies such as Electronic Data Interchange (EDT). Additional factors like an evaluation framework that supports decision making have been considered by the author as factors that influence EAI adoption. In moving from the conceptual to the empirical, the work is based on a qualitative case study approach to examine the concepts of the proposed model for the adoption of EAI. In doing so, two case studies were conducted at multinational organisations and presented and analysed. However, during the empirical research complementary factors also emerged, which resulted in modifications being made to the previously presented conceptual model. In interpreting from empirical data, it appears that ten main factors influence the adoption of EAT namely: (a) benefits; (b) barriers; (c) costs; (d) internal pressures; (e) external pressures; (f) IT infrastructure; (g) IT sophistication; (h) an evaluation framework for the assessment of integration technologies; (i) evaluation framework for the assessment of EAT packages and, (j) support. The proposed model makes novel contribution at two levels. First, at the conceptual level, as it incorporates factors identified separately in previous studies as influencing adoption of other integration technologies. These factors are used for the development of a consistent model for the adoption and evaluation of EAT. Secondly, the concepts of the proposed model can be used for the adoption of inter-organisational information systems. The proposed model can be used as a decision-making tool to support management when taking decisions regarding the adoption of EAI. Additionally, it can be used by researchers to analyse and understand the adoption of application integration.

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Kreitz, Arne. "Optimale Organisation der Wertschöpfung internationaler Unternehmen : modellhafte Abbildung und Vergleich organisatorischer Idealtypen /." München ; Mering : Hampp, 2008. http://d-nb.info/990563081/04.

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Israilidis, John. "Ignorance Management : an alternative perspective on Knowledge Management." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/14049.

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Managing organisational knowledge is crucial to increase business performance and competitiveness. However, given the complexity and dynamic nature of knowledge management practices, multinational organisations experience difficulties in identifying business opportunities and often fail to make necessary investments. This thesis develops an alternative perspective on knowledge management through the creation of a model based on socio-technical characteristics and organisational ignorance, and argues that managing nescience, i.e. knowing what needs to be known and also acknowledging the power of understanding the unknown, could facilitate employees' knowledge sharing behaviour and could improve both short-term opportunistic value capture and longer term business sustainability. It also creates a novel technique for managing dysfunctional knowledge management scenarios and improving knowledge management practices in the workplace by definition of the concept of KM anti-patterns, while discussing practices that reduce the risk of making the wrong decision when using uncertain information. The philosophy of this study is based on an interpretative approach with inductive reasoning. Both qualitative and quantitative methods, based mainly on workshop style discussions, questionnaires and semi-structured interview data, were implemented using various departments of one multinational organisation within the Aerospace and Defence industry as units of the analysis. Managing organisational ignorance is seldom and insufficiently discussed by the current KM literature and no previous attempt has been made to detect, analyse and categorise KM dysfunctional situations using a systematic KM anti-pattern template. It is argued that the issues addressed in this study could lead to inefficient or otherwise inappropriate KM practices; therefore it is important, particularly for managers and senior executives, to acknowledge, verify and act upon such matters in order to increase performance within their business, and optimise the level of knowledge for an individual employee or group in knowledge intensive settings.

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Schmaul, Bernd. "Organisation und Erfolg internationaler Forschungs- und Entwicklungseinheiten /." Wiesbaden : Dt. Univ.-Verl, 1995. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=006986646&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Kagelmann, Uwe. "Shared Services als alternative Organisationsform : am Beispiel der Finanzfunktion im multinationalen Konzern /." Wiesbaden : Dt. Univ.-Verl. [u.a.], 2006. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=016034428&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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El, Debs Ghyslaine. "Appréhension et organisation du risque stratégique pour la firme multinationale cotée." Paris 9, 2006. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=2006PA090083.

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Ce travail, effectué en contrat CIFRE, développe les mutations du système économique et montre en quoi l’application des critères de gestion financiers par les firmes multinationales cotées, soulève un risque stratégique. Cette notion relève des conséquences, en termes d’externalités, de l’influence de l’évaluation financière dans les choix d’allocation des ressources des firmes multinationales cotées. Les limites des théories néo-institutionnelles de la firme, pour rendre compte du risque stratégique de la firme multinationale cotée, invitent à recourir aux théories cognitives de la décision, orientées sur les processus de décision individuels. Ces théories insistent sur la dépendance de la décision aux conditions du choix. Le risque stratégique de la firme multinationale cotée s’appréhende alors par la dynamique des logiques de temps à l’œuvre dans la décision. Les apports de la finance comportementale, centrés sur les biais cognitifs des marchés financiers, sont complétés par des hypothèses cognitives afin de caractériser les facteurs influençant l’attitude vis-à-vis du risque de la firme multinationale cotée. L’étude de cas du groupe Suez illustre alors d’une part, l’imbrication de la firme multinationale cotée dans le fonctionnement des marchés financiers et d’autre part, l’hypothèse de l’influence de l’organisation des décisions dans la prudence des choix stratégiques d’allocation des ressources
This research develops the evolution of the economic system and analyses to what extent the application of financial indicators by publicly-traded multinational companies gives way to a strategic risk. This notion concerns the consequences, in terms of externalities, of the influence of financial valuation in the choices of resource allocation of publicly-traded multinational companies. The limits of neo-institutional theories on the firm accounting for strategic risk lead to the use of cognitive theories of choice under uncertainty. These theories investigate individual processes of decision. They insist on the dependency of decisions on the conditions of choice. The strategic risk of publicly-traded multinational companies thus lies in the dynamic of the perception of time in their decision. The findings of behavioural finance, focusing on financial markets cognitive biases, are completed by cognitive hypothesis; their aim is to explain the attitude towards risks of publicly-traded multinational companies. Suez case study illustrates, on the one hand, the way this type of company is intertwined in financial markets functioning and, on the other hand, the hypotheses of the influence of decision organisation on timid strategic resource allocation choices

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Guyton, Lynne E. "The organisation of Japanese FDI in Southeast Asia : implications for regional economic development." Thesis, University of Cambridge, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.361605.

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Chiba, Manoj Dayal. "Are national and organisational cultures isomorphic? HQ-subsidiary relations." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29463.

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Cultural differences between countries are widely acknowledged, and these differences manifest in HQ-subsidiary relations of MNCs. Central to the strategies that MNCs implement outside their home countries is the understanding of the dynamic nature of culture. While studies exist on the HQ-subsidiary relations these studies fall short in understanding the impact on individuals employed by MNCs. Thus, understanding if common differences between MNCs from different countries exist and how these manifest at the individual level may provide valuable insight into the nature of culture. 404 responses from 12 MNCs representing 5 countries was collected and analysed. Analysis included principle component analysis, ANOVA, correlation co-efficients and the cultural distance index. Results indicate that individual and organisational cultures are weakly correlated to home and host country national cultures; and individual culture is correlated to organisational culture. Common differences exist between MNCs with HQ in different countries. MNCs from South Korea are the most accommodating to the subsidiary organisational culture, while the Netherlands the least accommodating. Unintentionally results indicated that the perception of cultural distance is different to what is predicted. Culture is elastic and evidence exists for individuals holding an in-culture and out-culture. MNCs should understand the impact of culture at the individual level rather than only at the national level.
Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
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Sami, Chehata Ayad Mina. "Stratégies de localisation et organisation des firmes multinationales en Europe." Thesis, Tours, 2016. http://www.theses.fr/2016TOUR1006.

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La littérature sur les investissements directs étrangers a considérablement progressé au cours des deux dernières décennies (Antràs & Yeaple, 2013). Le rapport de la CNUCED sur les investissements de 1998 indique que les firmes multinationales suivent une grande variété de stratégies d’internationalisation. Plusieurs études théoriques ont étudié ces nouvelles stratégies (ex. : colocalisation des activités, agglomération géographique des projets d’une firme, et les stratégies complexes). Néanmoins, les travaux empiriques existants ne traitent pas la séquence d’implantation des multinationales comme un phénomène dynamique dans l’espace et le temps. Notre étude suppose que la localisation des firmes multinationales n’est pas un processus statique. Quand le niveau de la production augmente, l'entreprise prendra de nouvelles décisions organisationnelles afin de maintenir son niveau de productivité et de garantir l'efficacité de son processus de production
The literature of foreign direct investment has been characterized by a significant progress in the last two decades. According to the World investment report (UNCTAD, 1998), different strategies are set by multinational firms in their internationalization process. Some theoretical studies highlighted the relevance of these new strategies (e.g. co-location of activities, geographic agglomeration within firm boundaries and complex strategies). However, most of the empirical works study the location of the multinationals as if they were to be undertaken once and overlook the dynamic extension of the firms over location and time. Our study assumes that the location decision is not a static process, but when the level of the production increases, the firm will take some new organizational decisions in order to maintain its productivity level and guarantee the efficiency of its production process

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Gianfaldoni, Patrick. "Paradigme d'organisation de la production de masse et changement de trajectoire : processus d'apprentissage et firme-réseau : recherche théorique établie à partir d'investigations analytiques sur la longue période dans l'industrie automobile." Aix-Marseille 2, 1994. http://www.theses.fr/1994AIX24012.

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L'objet de notre thèse s'ancre sur la détermination et la dynamique des formes d'organisation des firmes dans une industrie mature, l'automobile. Le parti pris d'une conception complexe de l'organisation traduit l'exigence de construire une théorie de l'évolution organisationnelle explicative de tendances de longue période. La structure problématique se révèle à caractère explicitement normatif, car elle articule trois méta-concepts : - le paradigme d'organisation de la production de masse, défini en substance comme un principe unificateur ; - la trajectoire générique d'organisation, définie en substance comme l'un des sentiers possibles d'exploration du paradigme ; - le modèle d'organisation, défini en substance comme un référentiel de "schémas-types de résolution de problèmes-types". Nous voulons montrer : - que l'industrie automobile mondiale connait dans la période actuelle un changement de trajectoire, qui s'apparente plus à la formation d'une trajectoire en devenir qu'à la substitution d'une trajectoire à une autre ; - que ce changement de trajectoire commande une remodelisation radicale et globale de l'organisation des firmes, à la bifurcation des deux modèles (américain et japonais). - que l'apprentissage organisationnel est la clé de voûte du changement de trajectoire ; - mais que dans le même temps, l'apprentissage organisationnel est au coeur d'une nouvelle structure d'organisation des compétences : la firme-réseau
Our thesis subject is based on the determination and the dynamic of firms organization forms concerning a mature industry : the automobile industry. The bias of a complex conception of the organization requires an explicative theory elaboration concerning the organizational evolution of long period trends. The problematic structure proves to be explicitly normative because it links up three metaconcepts: - the organization paradigm of the mass production , defined in substance as a unifying principle ; - the organization generic trajectory, defined in substance as one of the possible exploration paths of the paradigm ; - the organization model, defined in substance as a reference system for "schemata-types of problems-types solution". We want to demonstrate : - the world motor-car industry experiences a change of trajectory in the contemporary period. This one is more similar to the formation of an evolving trajectory than to the substitution from one trajectory to another one ; - this change of trajectory requires a radical and total restructuring of the firms organisation at the junction of the two canonical models (American and Japanese) ; - the organisational learning is the keystone of the change of trajectory ; - but in the same time, the organisational learning is in the heart of a new structure of competencies organisation : the firm-network

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Chih, Ginger. "Creating the transcultural workplace in China." Thesis, University of Cambridge, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.368615.

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Lichtenthaler, Eckhard Rainer Volker. "Organisation der Technology Intelligence : eine empirische Untersuchung in technologieintensiven, international tätigen Grossunternehmen /." Zürich, 2000. http://e-collection.ethbib.ethz.ch/show?type=diss&nr=13787.

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Dixon, Henry George. "Email security policy implementation in multinational organisations with special reference to privacy laws." Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/229.

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In 1971, scientist Ray Tomlinson sent what is now considered the first email message. It was considered as “nothing short of revolutionary … deserv[ing] a spot in the list of great communication inventions such as the printing press, telegraph and telephone” (Festa, 2001). Whereas email was first used exclusively in the military (Arpanet) and in academic circles, it has now become almost ubiquitous, used widely for private, as well as for business correspondence. According to a Berkeley study (Berkeley, 2000), there were approximately 440 million corporate and personal [e-] mailboxes worldwide in 2001, of which more than a third was corporate mailboxes. As a result of the extensive use of email in the corporate environment, Information Officers have to ensure that the use of email adds business value. In an “always on” market place, the efficiency, immediacy and cost effectiveness of email communication are immediately evident. A study by Ferris Research, quoted by Nchor (2001), shows that there is “an overall productivity gain of US$9000 per employee as they send and receive emails to get projects done.” However, the use of email in the corporate envi-ronment also poses business risks that need to be uniquely addressed. Among these “key business risks” (Surfcontrol, 2001) are security risks, viruses, legal liability, pro-ductivity loss and bandwidth abuse. To address the risks mentioned above and to protect the business value of email, spe-cific policies have to be implemented that address email usage. Information Security Policies are defined in most corporate environments. In a study done by Elron Soft-ware (2001), 83% of respondents who have abused email have company policies regu-lating email usage. There appears to be a gap between policy conception and policy implementation. Various factors inhibit effective policy implementation – ethical, legal and cultural. The implementation of corporate policy becomes especially complex in multinational environments where differing information law Email usage is ubiquitous in the modern business environment, but few companies adequately manage the risks associated with email.

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Abdellatif, Mahamat. "Organisation et contrôle des filiales des multinationales : une approche en termes de risque." Pau, 2007. http://www.theses.fr/2007PAUU2008.

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Le développement des activités hors des frontières nationales, dans un contexte de globalisation, doit être encadré pour s'adapter aux contextes transactionnels et institutionnels des pays hôtes. A l'international, les entreprises sont souvent confrontées à une diversité de risques pays (risque d'instabilité politique & sociale, risque d'expropriation, de nationalisation d'investissements étrangers, risque économique et financier, risque d'opportunisme des partenaires locaux) qu'elles tentent d'intégrer dans leur processus de gestion des activités. Dans cette thèse, nous analysons la stratégie internationale des multinationales dans le choix du mode d'entrée des marchés étrangers et des mécanismes de contrôle des filiales selon le niveau du risque pays. Nous combinons une étude quantitative sur un échantillon de 1021 filiales japonaises à l'étranger et une approche qualitative sur le cas de 12 multinationales françaises. Nous établissons que l'architecture organisationnelle (filiale 100% ou coentreprise internationale) et les mécanismes informels de contrôle des filiales à l'étranger sont influencés par le degré du risque inhérent au pays d'accueil. En revanche, la mobilisation des outils formels de contrôle ne dépend pas du niveau du risque. Par ailleurs, pour étudier la gestion des affaires internationales par la mobilité des cadres, nous utilisons une analyse quali-quantitative comparée (AQQC), méthode jeune et peu utilisée en Sciences de gestion. Notre recherche montre que, au-delà de la nature de l'activité, du type de filiale ou du risque pays, la taille de la filiale est une condition nécessaire à l'expatriation comme moyen de contrôle des activités à l'étranger
In a globalized world, overseas investments must be managed carefully in order to suit the transactional and institutional framework of the host country. At the international level, firms need to take into account a large panel of risks in their business management (such as political and social instability, expropriation and nationalization of foreign investments, opportunism of local partners). In this thesis, we analyze the foreign market entry strategy of multinational firms, and the control mechanisms of their subsidiaries coping with the level of the country risk. We combine a quantitative study based on a sample of 1021 Japanese subsidiaries and a qualitative approach based on the study of 12 French multinational firms. We find that the organizational architecture (wholly owned subsidiary versus international joint venture) and informal control mechanism of subsidiaries abroad are influenced by the degree of country risk. However, the use of formal control tools does not depend on the risk levels. Furthermore, in order to analyze the management of international business through the mobility of executives, we have used a qualitative comparative analysis (QCA), which is a new and still seldom used method in management. Our research shows that beyond the nature of the activity, the subsidiary type or the country risk, the subsidiary size impact expatriation practices to control activities abroad

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Wetzel, André. "Implikationen globaler Vernetzung für das Management /." Wiesbaden : Dt. Univ.-Verl, 2004. http://www.gbv.de/dms/zbw/393901874.pdf.

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Barré, Geneviève. "Le rôle des capacités dynamiques dans le processus d’internationalisation des entreprises chinoises : le cas de Haier, Huawei et TCL." Thesis, Paris, CNAM, 2014. http://www.theses.fr/2015CNAM0952.

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Cette thèse porte sur le rôle des capacités dynamiques dans le processus d’internationalisation des entreprises chinoises depuis l’entrée de la Chine dans l’Organisation mondiale du commerce en 2001 alors que ces entreprises ne disposaient pas d’avantages concurrentiels préalables clairs par rapport à leurs concurrents occidentaux. L’étude de trois multinationales chinoises – Haier Group, Huawei Technologies et TCL Corporation – est menée dans le cadre théorique des capacités dynamiques (Dynamic Capability View - DCV). Elle vise à identifier la nature et les fondations des capacités dynamiques développées par ces entreprises au cours de leur processus d’internationalisation. Ce processus est caractérisé par la combinaison d'un investissement très significatif en innovation technologique et d’une internationalisation accélérée contribuant conjointement à la création d’un avantage concurrentiel durable. Ces deux dimensions de la stratégie des entreprises bénéficient d'un fort soutien du gouvernement chinois
This thesis focuses on the role of dynamic capabilities in the internationalization process of Chinese corporations since China’s entry into the World Trade Organization in 2001, even though these companies did not have a clear prior competitive advantage over their Western competitors. The study of three Chinese multinational enterprises – the Haier Group, Huawei Technologies and TCL Corporation – is conducted in the framework of the Dynamic-Capability View (DCV). It aims at identifying the nature and the foundations of the dynamic capabilities developed by these corporations during the internationalization process.This process is characterized by the combination of a significant investment in technological innovation and an accelerated internationalization, jointly contributing to creating and sustaining of competitive advantage. These two elements of the corporate strategies benefit from the strong support of the Chinese government

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Py, Loriane. "L' organisation et la localisation de la production dans une économie mondialisée." Paris 1, 2011. http://www.theses.fr/2011PA010030.

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Actuellement, les entreprises organisent et localisent leur production à l'échelle mondiale. Dans ce contexte, cette thèse analyse la décision de localisation des inputs, la décision de localisation à l'étranger, et l'effet de l'intervention publique sur ces décisions. Le premier chapitre analyse les implications macroéconomiques du recours à la sous-traitante (outsourcing). Le modèle montre qu'en facilitant la division du travail entre les entreprises, l'outsourcing favorise la spécialisation des entreprises (manufacturières et fournisseurs) générant des gains de productivité dans les grands marchés. L'analyse empirique confirme que les entreprises sont plus spécialisées dans les grandes villes que dans les petites villes. Le second chapitre analyse empiriquement les décisions de localisation des multinationales en Europe. Les mêmes déterminants affectent la localisation des secteurs manufacturiers et de services. Néanmoins, les fonctions de services (quartiers généraux, R&D, distribution et marketing) sont davantage affectées par des considérations d'accès aux marchés que de coûts, contrairement à la localisation des usines de production. Le dernier chapitre évalue l'impact de la mise en place des Zones Franches Urbaines sur la localisation des établissements en France. La politique a un impact positif fort sur la probabilité de localisation en zone ciblée. Néanmoins, l'effet de la politique est plus fort dans les zones les moins défavorisées et dans les secteurs où les coûts de relocalisation sont plus faibles. Les ZFU attirent par ailleurs en moyenne de petites entreprises. Finalement, la politique génère surtout un déplacement inframunicipal d'activité.

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Martin-Pérez, Nuria-Julia. "Service-Center-Organisation : neue Formen der Steuerung von internen Dienstleistungen unter besonderer Berücksichtigung von Shared Services /." Wiesbaden : Gabler, 2008. http://d-nb.info/989642070/04.

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Amberg, Joe. "How can local entrepreneurship be fostered in multinational organisations? : a case study in Siemens entitites." Thesis, University of Strathclyde, 2012. http://digitool.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=25977.

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Answering the many calls for more empirical research in the domain of corporate entrepreneurship, this thesis presents an exploration of potential activities apt to foster entrepreneurial activity in Siemens AG. Siemens is widely considered an industrial conglomerate and one of the oldest companies among the top global players, ranked 40th in the Global 500 Fortune list of 2010. In 2009, Siemens’ top management identified a severe lack of entrepreneurship throughout the company as a critical issue, and as a new key action in the strategic planning of 2010 to 2014. In this context, this thesis addresses the question: “How can entrepreneurship be strengthened within local Siemens organisations?” Based on a preliminary literature review and pilot study, the research focusses on aspects of structural arrangements, temporal orientation, and mandates granted to local subsidiaries and their relationships in fostering local entrepreneurship among the multinational’s subsidiaries. Within Siemens, three cases were investigated. First, the acquisition and integration of Shinwha Electronics in South Korea, explored in the pilot study, was further analysed. A business venturing endeavour explicitly declared as “entrepreneurial”, sponsored by the top management and taking place entirely in the Siemens existing organisation of Fire Safety was taken as the second case. The carve-out of the security business – consisting, significantly, of two “failed” acquisitions – was selected as the third case. These three cases represent a unique combination :the first case revealed differences in entrepreneurial behaviour by contrasting existing Siemens entities with the entrepreneurial acquired firm; the second case was informative about “genuine” entrepreneurial activity taking place entirely within the Siemens entity; and the third case illustrated the limitations to business opportunity recognition and exploitation in the Siemens context. In the Siemens context, the findings identified five specific areas of practice that were key to fostering or impeding corporate entrepreneurship: (1) a weak emphasis on business innovations and opportunity recognition on the sales side, (2) the insufficient scope of current subsidiary mandates, (3) the need to extend the established Siemens culture of mature, well specified processes of business exploitation to exploration, (4) a revised set of criteria used by human resources in recruitment, promotion, training and rewards, and (5) a greater emphasis on long term orientation and management decisiveness. Contributions to theory include the extension of existing conceptual models on corporate entrepreneurship to offer a more complete picture of factors affecting corporate entrepreneurship at different levels of organisation within conglomerate multinational enterprises.

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Roux, Jean de. "Le contrôle des activités des entreprises multinationales." Paris 1, 2003. http://www.theses.fr/2003PA010282.

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Les Etats, soucieux de conformer les activités des entreprises multinationales à leurs impératifs de développement, ont élaboré leurs propres mesures de contrôle. Celles-ci définissent les conditions de traitement de l'investissement étranger en territoire national. Limitées territorialement et matériellement, les mesures nationales ne peuvent cependant atteindre une effectivité pleine et entière. Les Etats ont donc entrepris, dès les années 1970, d'élaborer des dispositifs internationaux de contrôle, destinés à subvenir aux lacunes des cadres juridiques nationaux. Les décennies 70-80 furent celles des codes internationaux de conduite. Les Nations Unies lancèrent trois projets majeurs: le code sur les sociétés transnationales, le code de la CNUCED pour le transfert de technologie et l'ensemble de principes et de règles de la CNUCED pour le contrôle des pratiques commerciales restrictives. Ces initiatives, fortement ancrées dans le contexte d'opposition Nord-Sud, n'aboutirent jamais. Seuls les principes directeurs de l'OCDE à l'intention des entreprises multinationales, et dans une moindre mesure, la Déclaration de principes tripartite de l'OlT, ont été couronnés de succès. Cependant, simples guides à l'intention des destinataires, ils formalisent un ensemble de règles non contraignantes, cadre juridique bien insuffisant pour escompter une modification effective des comportements d'entreprises. Aujourd'hui, deux formes de régulation coexistent: d'une part, l'auto-contrôle, par. Lequel les entreprises multinationales ont entrepris la normalisation de leurs propres comportements et activités économiques. D'autre part, les règles multilatérales sur l'investissement, dont on espère qu'elles verront le jour d'ici à 2005. Après les déconvenues des guidelines de la Banque mondiale et l'échec de l' AMI, les négociations ont été transférées à l'OMC. A ce stade, les travaux préparatoires semblent s'éloigner des tentatives ultra-libérales de l'OCDE, et paraissent renouer avec les aspirations traditionnelles des Etats, sans toutefois contrevenir au principe du libre-échangisme : en effet, les prochaines négociations multilatérales, dans lesquelles droits et devoirs des entreprises multinationales seraient précisément organisés, devraient s'orienter autour du développement. Cela garantirait un contrôle efficace des entreprises multinationales.

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Zaher, Hussein. "Sécurité collective et forces multinationales." Montpellier 1, 1989. http://www.theses.fr/1989MON10024.

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L'echec des systemes de securite collective prevus par le pacte de la societe des nations (art. 16) et par la charte des nations unies (chapitre 7), a permis l'epanouissement d'un nouveau systeme de paix internationale : le systeme des operations de maintien de la paix de l'o. N. U. , a partir de 1956 lors de la guerre de suez. Ce systeme onusien ne peut fonctionner qu'en l'absence de veto d'un membre permanent du conseil de securite. Etant donne la tension entre l'est et l'ouest au debut des annees quatre-vingt, les gouvernements occidentaux ont envoye trois forces multinationales au proche-orient ; une au sinai et deux a beyrouth, et ce, en dehors du cadre de l'organisation des nations unies
The failure of the collective security systems established by the pact of the society of nations (art. 16) and by the united nations chart led to a new international system of peace. This new system, supported by the united nations operations for the maintenance of peace, was born in 195, during the suez war. However, the operation of this new system presents an important condition : no veto from any member of the permanent council of security. Then, in the beginning of 1980's, in the frame of east west strain, occidental governments sent three multinational forces to the near-orient : one to sinai and two tyo beyrouth. All these operations were performed outide the frame of united nations

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Driouchi, Tarik. "Real options and multinational investments : an empirical study of risk, performance and organisational awareness." Thesis, Aston University, 2007. http://publications.aston.ac.uk/10902/.

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This thesis is a cross-disciplinary study of the empirical impact of real options theory in the fields of decision sciences and performance management. Borrowing from the economics, strategy and operations research literature, the research examines the risk and performance implications of real options in firms’ strategic investments and multinational operations. An emphasis is placed on the flexibility potential and competitive advantage of multinational corporations to explore the extent to which real options analysis can be classified as best practice in management research. Using a combination of qualitative and quantitative techniques the evidence suggests that, if real options are explored and exploited appropriately, real options management can result in superior performance for multinational companies. The qualitative findings give an overview of the practical advantages and disadvantages of real options and the statistical results reveal that firms which have developed a high awareness of their real options are, as predicted by the theory, able to reduce their downside risk and increase profits through flexibility, organisational slack and multinationality. Although real options awareness does not systematically guarantee higher returns from operations, supplementary findings indicate that firms with evidence of significant investments in the acquisition of real options knowledge tend to outperform competitors which are unaware of their real options. There are three contributions of this research. First, it extends the real options and capacity planning literature to path-dependent contingent-claims analysis to underline the benefits of average type options in capacity allocation. Second, it is thought to be the first to explicitly examine the performance effects of real options on a sample of firms which have developed partial capabilities in real options analysis suggesting that real options diffusion can be key to value creation. Third, it builds a new decision-aiding framework to facilitate the use of real options in projects appraisal and strategic planning.

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Curbach, Janina. "Die Corporate-social-responsibility-Bewegung." Wiesbaden VS, Verl. für Sozialwiss, 2008. http://d-nb.info/99113740X/04.

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Baumgarten, Antje. "Die Organisation von internationalen Markteinführungen eine empirische Analyse am Beispiel der Konsumgüterbranche im deutschsprachigen Raum." Marburg Tectum-Verl, 2005. http://deposit.ddb.de/cgi-bin/dokserv?id=2787613&prov=M&dok_var=1&dok_ext=htm.

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Dissertations / Theses on the topic 'Multinational organisation'

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