This research based book offers insight into the changing perspectives regarding FDI from traditional theory to new theory, from local to global link, and from opportunity to responsibility. Readers will understand the various factors, determinants, and theories that underpin the presence of firms in the global economy.
The author illustrates, by way of case studies, specific implications of FDI policy and practice on issues like ecology and environment, technology transfer, labor market, and the relevance of further liberalization policies in FDI in the context of Indian economy. The coverage for such an important theme is too vast to cover in a single volume; therefore, this volume restricts its analysis to a select few themes in hopes that this endeavor will trigger an ongoing debate on myriad aspects and concerns of FDI in countries like India.
This book will be helpful in supporting those wanting to promote in the field.—Louise Delgado, LPC, CEO of Solvista Health I like the book using the numerous other authorities from which Linda has drawn . . . this book will become the ‘go-to’ source because with it you can find tons of resources if special attention is needed in one area. —Curtis Smith, Attorney, former board member of MHCD
In this second volume for clinicians who have transitioned into administration, we continue the journey to advance management skills. Developing business skills in hiring, human resource management, and financial management will help garner and administer the resources that support a team’s important work. Readers will learn to embrace conflict and handle it constructively, as well as deepen skills for developing personal and team member strengths to enhance performance and sustain success as a health care manager.
The ascent of startups on the Fortune 500 ranking, displacing some of the more notable companies, raised not only attention but also questions. Fundamentally, startups are built on a very different organizational culture as compared to a traditional Fortune 500. Could these cultural differences be the reason startups are in the forefront of technology innovation, disrupting industries d ominated by more established competitors and thriving in today’s volatile business environment?
Department of Startup: Why Every Fortune 500 Should Have One aims to help CEOs, presidents, and human resource practitioners on how they can transform their large corporation to thrive in a fast, social media conscious, and unforgiving market a la startup.
Understanding and applying the concept of “pricing value” is critical for today’s accountants—especially for self- employed accountants, CPAs, and small firms who primarily work with small business clients.
This book will reveal how to understand, implement and master the pricing value methodology. It will explain the solid academic research behind this approach, discuss how to avoid common pitfalls, and demonstrate step-by- step how to implement the methodology in a practical and persuasive way.
No Cape Required sets out a vision for a new approach to leadership and emphasizes the need to develop both the individual and the organizational environment within which people are expected to lead and succeed. This book illumines the path toward taking charge of leadership development and influencing the organization to be well prepared for the abundant leadership revolution.
Readers will learn how costly the dominant hero-leader paradigm is and why it’s vital, in today’s “VUCA World” of volatility, uncertainty, complexity, and ambiguity, to develop a new and more relevant approach to leadership and leadership development.
This book offers managers insight into the behaviors and skills needed to deliver, along with the engaging styles available to build more successful teams and experience better relationships with colleagues. This book addresses equality through its message of abundant leadership; not emphasizing one group over another, but pointing out the need to unlock the talents and potential of everyone in the organization.
The year 2120 may appear a long way into the future but will come quickly. The global population reached one billion in 1804, four billion in 1974, six billion in 1999, seven billion in 2012, and nine billion predicted for 2020.
Given the speed of current development under the threat of changing climate, this book attempts to project ahead but with a particular focus.
Housing and feeding so many people is about saving the planet while laying the foundations for a quality of life that is within what people in 2120 will want in their living conditions. One factor has not been considered, namely, how each new generation comes in at a different reference point. Previously, the ideal home might have had a house, a garden, perhaps a swimming pool or tennis court. Teenagers today don’t care about these amenities as long as they have access to their electronic devices. Grandparents might resent living in one-room apartments, while young people could find this acceptable. The planning conundrum is to anticipate the expectations of future generations.
This text looks at best theories of urban development, attempting to integrate future expectations in the hope of guiding governments to think outside the box.
All managers, regardless of where they work, must under- stand certain basic concepts such as the functions, roles, and skills associated with the managerial position and the styles available to managers for use in any given situation. However, context matters, and it is essential that managers understand the role that culture plays in being effective in their positions.
This book begins with a brief description of the history and evolution of “management studies”, continues with an overview of the scope and practice of comparative management studies, and provides examples of the research that has been done on cross-cultural transfer of management theories. In addition, the book includes materials on the search for, and analysis of, dimensions of management styles that can be used as a basis for creating models that can be used for comparison purposes.
Leadership is a universal phenomenon that has been consistently identified as playing a critical role in the success or failure of organizations. This book begins with an overview of the history and evolution of leadership studies and traces some of the major “schools” of leadership studies that have attracted the interest of researchers since the 19th century. Also discussed are the various theories and models of leader- ship that have emerged over that period.
The author introduces cross-cultural leadership studies and then discusses cross-cultural competencies of global leaders, which are the practical applications of the information avail- able from the researchers to the day-to-day activities of leaders in business organizations around the world. Finally, the book assesses the research on cross-cultural leadership, culture, and leadership in developing countries.
Family business is the most prevalent form of business organization in the world. Much of the existing literature on family and corporate governance focuses on the larger and often publicly owned corporations instead of the unique and special issues of the much more prevalent privately held (usually smaller) family businesses. This book presents research-based information to provide the reader a deeper understanding of the complex nature of family-owned businesses, their problems and challenges, and the unique governance structures and mechanisms that have been developed to properly guide a family business to greater effectiveness.
For the family, such structures include having family meetings, a family council, and a family constitution. For the business, the board of directors provides experienced and knowledgeable advice and recommendations, as well as oversight and monitoring activities. For the owners, a shareholder’s council and an annual shareholder meeting allow increased communication and voting on decisions. These family governance mechanisms have been shown to increase communication, reduce con ict, and improve decision making and professionalism. Each governance tool will be explored in depth. Cases provide readers an opportunity to apply their learning to real business problems.
“This is not just a book for women. It’s also for the men in our lives who care, value and respect our contributions. Use this book as a conversation starter for those opinions you value and support you need. It’s meant for dialogue. Conversations must happen between women at work, conversations with women friends in different fields, conversations with male coworkers and conversations with friends. Finally, this book is meant to start a conversation with yourself. Don’t push this book aside.–Dr. Beverly Kaye, BevK&Co., Co-author, Love Em or Lose Em, Help Them Grow or Watch Them Go, and Up is Not the Only Way
“For women being well educated and competent is often NOT enough to achieve career success. In her book Breakthrough, Saundra Stroope presents contemporary mythology versus reality giving thoughtful insights into what gets us stuck. From our work in leadership and executive development, I’m convinced that knowing what to expect of ourselves and others can increase career success and satisfaction. This book is an excellent development tool for working women and the people who sustain them. It takes a lot longer to learn from experience than to tap into the wisdom Saundra Stroope condenses in her book. If you are embarking on a new career, getting promoted, changing careers or staying put, reading this book will make life easier.”—Bonnie Hagemann, CEO, Executive Development Associates
It is an important time to celebrate the advancement of women. We have made visible progress in the last few decades. The number of women entrepreneurs, business owners, and leaders in corporate leadership roles is growing. However, there are still many challenges women face that are different from their male counterparts. Women sometimes have beliefs or career myths that may interfere with their personal career satisfaction and success.
This book is based on the input and advice gathered from of over 200 women across the globe. They contributed their input about self-limiting false beliefs or career myths that had an impact on their satisfaction at work and career success. Although women seem to agree that these myths exist, until now, there have been few development resources dedicated to overcoming them.
