Responsabilidad social empresarial Crepes & Waffles

El presente estudio de caso documenta los planes y actividades relacionadas con el tema de Responsabilidad Social Empresarial que la multinacional colombiana Crepes & Waffles implementa en sus operaciones. El documento contiene una investigación que incluye antecedentes, análisis del sector, temas estadísticos y una entrevista.

Cultura e bem estar no trabalho: o papel do ajustamento pessoa-organização num estudo experimental

Com a crescente importância da vida laboral torna-se necessário o estudo de variáveis que aprimorem o trabalho individual e das empresas. Adotando um design experimental, com a manipulação de quatro orientações culturais e com uma amostra de 150 trabalhadores de uma empresa multinacional, este estudo foi realizado com o objetivo de avaliar o impacto da cultura organizacional no bem-estar (afetivo e cognitivo) laboral, o impacto do ajustamento pessoa-organização no bem-estar do trabalhador e a forma como a relação entre a cultura organizacional e o bem-estar é moderada pelo ajustamento pessoa-organização. Os resultados revelaram que quanto mais elevados os níveis de ajustamento pessoa-organização, maior o conforto, entusiasmo, bem-estar geral e satisfação. Quanto à cultura organizacional, embora não se tenham verificado efeitos de interação significativos, as culturas de apoio e inovação revelam níveis superiores de conforto, entusiasmo, bem-estar afetivo geral, e satisfação laboral dos indivíduos, ao contrário das culturas de regras e objetivos; Culture and Well-Being at Work: the role of person - organization fit in an experimental study Abstract: With the growing importance of working life it is necessary to study the variables to improve individual work and business. Adopting an experimental design, handling four cultural orientations and a sample of 150 employees of a multinational company, this study was designed in order to explore the impact of organizational culture on well-being (affective and cognitive) labor, the impact of person-organization fit in the worker's well-being and how the relationship between organizational culture and well-being is moderated by person-organization fit. The results revealed that the higher the adjustment levels of person-organization, the greater comfort, enthusiasm, general well-being and satisfaction will be. As for the organizational culture, although there were not verified significant interaction effects, cultures of support and innovation promote comfort, enthusiasm, general emotional well-being and job satisfaction of individuals, unlike the cultures of rules and objectives.

[lean Production And Psychosocial Risks: The Case Of A Multinational Merger In A Metallurgical Company In Brazil].

This study focused on the method known as lean production as a work-related psychosocial risk factor in a Brazilian multinational auto parts company after its merger with other multinational companies. The authors conducted a qualitative analysis of two time points: the first using on-site observation and key interviews with managers and workers during implementation of lean production in 1996; the second, 16 years later, comparing data from a document search in labor inspection records from the Ministry of Labor and Employment and legal proceedings initiated by the Office of the Public Prosecutor for Labor Affairs. The merger led to layoffs, replacements, and an increase in the workday. A class action suit was filed on grounds of aggravated working conditions. The new production model led to psychosocial risks that increased the need for workers' health precautions when changes in the production process introduced new and increased risks of physical and mental illnesses.

Absorptive capacity of Multinational Corporation’s parent company

The objective of this paper is to contribute to the literature concerning absorptive capacity by revealing the factors affecting the absorptive capacity of MNC parent company toward subsidiary and most particularly the effects of intra-organizational antecedents. The theoretical framework is build around previous findings on knowledge sharing and absorptive capacity. The empirical part of the study is a qualitative research which includes in-depth interviews and analysis of secondary data based on a single case company. The results showed that organizational structure, internal communication, informal networks, formal networks, internationalization, human resources management, shared language, meetings, trust, participation in decision-making, level of awareness, IT system, level of adaptation to market specifications and job rotation influence parent company’s absorptive capacity. Moreover, related problems to these antecedents have been identified. Additionally, recommendations to solve these problems are formulated. In the end, directions for future research on this topic are given.

The Corporate Gini Index (CGI) determinants and advantages: lessons from a multinational retail company case study

This article identifies and compares the determinants of CEO compensation to median employee earnings with those of the Corporate Gini Index (CGI). Using a multinational retail company, the article posits that the CGI is an advantageous corporate alternative pay inequality measure that concerns CEO pay multiples to median employee earnings, which regulators should consider using and disclosing in proxy statements. Although CGI and the official measure of multiples of CEO pay to median employee earnings share some of the challenges, the advantages of CGI as an alternative measure are greater. Our findings suggest that the CGI is a much better measure of corporate income inequality bringing clear benefits at both micro and macro levels of intervention.

The determinants of the quality of Sales-Marketing Interface in a Multinational Customer Brand Focused Company: The Latin American Branches

Customer evolution and changes in consumers, determine the fact that the quality of the interface between marketing and sales may represent a true competitive advantage for the firm. Building on multidimensional theoretical and empirical models developed in Europe and on social network analysis, the organizational interface between the marketing and sales departments of a multinational high-growth company with operations in Argentina, Uruguay and Paraguay is studied. Both, attitudinal and social network measures of information exchange are used to make operational the nature and quality of the interface and its impact on performance. Results show the existence of a positive relationship of formalization, joint planning, teamwork, trust and information transfer on interface quality, as well as a positive relationship between interface quality and business performance. We conclude that efficient design and organizational management of the exchange network are essential for the successful performance of consumer goods companies that seek to develop distinctive capabilities to adapt to markets that experience vertiginous changes

Masculine, feminine or neutral? In-company equal opportunities policies in Irish and French MNC retailing

Several problematic aspects of women's paid employment - e.g. low pay and lack of promotional opportunities - are exacerbated by the segregation of women and men into different occupations. In this article, the potential of in-store equal opportunities policies to break down such gender segregation will be explored, through consideration of the existence and implementation of these policies in twenty-two multinational retail companies in Dublin and Paris. It will be argued that, with one notable exception, the instore equal opportunities policies are effectively neutralized, and furthermore are neutralized in nationally specific ways which can be related to differences between France and Ireland in the organization of labour-market regulation and in women's labour-force participation (LFP). The case-study findings also suggest that the 'country' variable has a stronger effect on the existence and implementation of these policies than the extent of a shop's links to an overseas headquarters. The findings of this study have implications for both the equity of women's incorporation into the paid labour force and understanding of aspects of HRM in branches of multinational companies.

The invisible factors that can make the difference. Language management and knowledge transfer in multinational sites

The knowledge-based society we live in has stressed the importance of human capital and brought talent to the top of most wanted skills, especially to companies who want to succeed in turbulent environments worldwide. In fact, streams, sequences of decisions and resource commitments characterize the day-to-day of multinational companies (MNCs). Such decision-making activities encompass major strategic moves like internationalization and new market entries or diversification and acquisitions. In most companies, these strategic decisions are extensively discussed and debated and are generally framed, formulated, and articulated in specialized language often developed by the best minds in the company. Yet the language used in such deliberations, in detailing and enacting the implementation strategy is usually taken for granted and receives little if any explicit attention (Brannen & Doz, 2012) an can still be a “forgotten factor” (Marschan et al. 1997). Literature on language management and international business refers to lack of awareness of business managers of the impact that language can have not only in communication effectiveness but especially in knowledge transfer and knowledge management in business environments. In the context of MNCs, management is, for many different reasons, more complex and demanding than that of a national company, mainly because of diversity factors inherent to internationalization, namely geographical and cultural spaces, i.e, varied mindsets. Moreover, the way of functioning, and managing language, of the MNC depends on its vision, its values and its internationalization model, i.e on in the way the MNE adapts to and controls the new markets, which can vary essentially from a more ethnocentric to a more pluricentric focus. Regardless of the internationalization model followed by the MNC, communication between different business units is essential to achieve unity in diversity and business sustainability. For the business flow and prosperity, inter-subsidiary, intra-company and company-client (customers, suppliers, governments, municipalities, etc..) communication must work in various directions and levels of the organization. If not well managed, this diversity can be a barrier to global coordination and create turbulent environments, even if a good technological support is available (Feely et al., 2002: 4). According to Marchan-Piekkari (1999) the tongue can be both (i) a barrier, (ii) a facilitator and (iii) a source of power. Moreover, the lack of preparation for the barriers of linguistic diversity can lead to various costs, including negotiations’ failure and failure on internationalization.. On the other hand, communication and language fluency is not just a message transfer procedure, but above all a knowledge transfer process, which requires extra-linguistic skills (persuasion, assertiveness …) in order to promote credibility of both parties. For this reason, MNCs need a common code to communicate and trade information inside and outside the company, which will require one or more strategies, in order to overcome possible barriers and organization distortions.

Drivers of human resource management competences development in Brazilian multinational subsidiaries: a multilevel research

This article aims to verify the factors associated with the development of human resource management (HRM) competences in foreign subsidiaries of Brazilian multinationals. These competences are essential in that they allow foreign units to adopt HRM practices that are consistent with the countries or markets in which they operate. A multilevel research was conducted, involving headquarters and subsidiaries of major Brazilian companies; the empirical analysis employed hierarchical linear modelling. Despite the recurrent debate on global standardisation versus local adaptation, it was identified that the integration of international HRM policies (addressing simultaneously global guidelines and local response) may stimulate competences development. In addition, interaction in external networks in the host country may enhance the development of HRM competences in the subsidiaries. However, specific cultural factors of the company may inhibit development activity in units abroad.

The role of trust and its evolution in distributed teams in a multinational organisation

Tutkimuksen päätavoitteena on ollut selvittää miten kansallinen ja organisaatiokulttuuri, niihin liittyvät normit ja arvot edesauttavat tai vaikeuttavat luottamuksen kehittymistä monikulttuurisissa tiimeissä maailmanlaajuisessa organisaatiossa. Tutkimuksen avulla haluttiin myös selvittää miten luottamus kehittyy hajautetuissa monikansallisissa tiimeissä WorldCom Internationalissa. Empiirinen tutkimusmenetelmä perustuu kvalitatiivisiin teemahaastatteluihin, jotka tehtiin WorldComin työntekijöille. Tutkimuksessa havaittiin, ettei yhteisten sosiaalisten normien merkitys luottamuksen syntymiselle ole niin merkittävä, koska WorldComin yhtenäiset toimintatavat sekä hallitseva amerikkalaisen emoyhtiön "kotikulttuuri" muodostavat yhtenäiset toimintalinjat tiimeissä. Tietokonevälitteisen kommunikoinnin jatkuva käyttö on edesauttanut työntekijöiden ns. sosiaalisen älyn kehittymistä, sillä henkilökohtaisen tapaamisen puuttuminen kehittää vastaavasti taitoja aistia ja tulkita sähköpostien tai puhelinneuvotteluiden aikana välittyviä vastapuolen "näkymättömiä" vihjeitä.

Information System Consolidation in a Multinational Corporation

Tietojärjestelmien konsolidointi on eräs vallalla olevista trendeistä, jonka avulla yritykset parantavat järjestelmiensä hallittavuutta sekä kustannustehokkuutta. Tutkimuksen tarkoituksena oli analysoida monikansallisen yrityksen tietojärjestelmän konsolidointiprojektia. Tavoitteena oli kuvata projektissa käytetty konsolidointimalli sekä evaluoida syntyneitä liiketoiminnallisia vaikutuksia. Työn teoreettisessa osassa esitellään tietojärjestelmien hallintaan sekä konsolidointiin vaikuttavia perustekijöitä. Lisäksi analysoidaan merkittäviä liiketoiminnallisia etuja,jotka konsolidointi mahdollistaa. Työn empiirisessä osassa kuvataan yrityksen näkökulmasta konsolidointiin johtavia syitä, projektin kulkua sekä saavutettuja liiketoiminnallisia hyötyjä. Työn tulokset osoittavat, että konsolidoimalla tietojärjestelmiään yritys pystyy parantamaan tehokkuuttaan, palveluastettaan sekä liiketoiminnallista joustavuuttaan monin eri tavoin. Työssä esitettyä konsolidointimallia sekä analyysia liiketoiminnallisista vaikutuksista voidaan hyödyntää tulevien projektien suunnittelussa ja toteutuksessa.

Developing and Applying Generative Market Intelligence within Multinational Companies

Tutkielman tarkoitus on kehittää monikansallisille yrityksille tuottavan markkinaälyn malli, jonka avulla yritykset pystyvät käsittelemään muuttuvasta ja globalisoituvasta markkinaympäristöstä aiheutuvaa epävarmuutta. Malli koostuu pääosin kolmesta käsitteestä: markkinainformaation prosessoinnista, markkinasuuntautuneisuudesta ja organisationaalisesta oppimisesta. Tutkimuksessa osoitetaan, kuinka näiden samanaikainen soveltaminen johtaa synergiaetuihin. Lähdeaineistona käytettiin alan kirjallisuutta. Lisäksi haastateltiin neljää johtajaa monikansallisista yrityksistä. Käytännössä markkinaälyn soveltamisen haasteet liittyvät lähinnä markkinainformaation prosessoinnin asenteellisiin ja psykologisiin aspekteihin. Ihmisten tulisi ymmärtää, että koko yritys hyötyy heidän halukkuudestaan tiedon tuottamiseen ja jakamiseen. Lisäksi tietoa itsessään voimavarana tulisi kunnioittaa

Configuration management process improvement : a case study of a Pan-Nordic insurance company

Configuration management is often seen as an enabler for the main IT Service Management (ITSM) processes such as Incident and Problem management. A decent level of quality of IT configuration data is required in order to carry out routines of these processes. This case study examines the state of configuration management in a multinational organization and aims at identification of methods for its improvement. The author has stayed five months with this company in order to collect different sources of evidence and to make observations. The main source of data for this study is interviews with some of the key employees of the assigned organization who are involved into the ITSM processes. This study concludes the maturity level of the existing configuration management process to be repeatable but intuitive, and outlines the principal requirements for its improvement. A match between the requirements identified in the organization and the requirements stated in the ISO/IEC 20000 standard indicates the possibility of adopting ITIL guidelines as a method for configuration management process improvement. The outcome of the study presents a set of recommendations for improvement that considers the process, the information model and the information system for configuration management in the case organization.