Global education : travel and new imaginaries for teachers' work

This workshop reports on Learning across Latitude - a trans-national collaborative project that joined teacher education students from Australia, Denmark and Malaysia. The project offered a unique opportunity for students to explore concepts and dialogue with their teacher education peers in three countries. Over a two week period, 116 students in 13 forums posted 365 messages into a forum space hosted by Deakin University. 
During week 1, students introduced themselves to each other and discussed their reasons to become teachers, qualities of a good teacher and the issues facing teaching in their country. Because many students life experiences are local in experience such a project expands notions of being a teacher in a global world. Student’s responses to qualities of a good teacher were analysed to build knowledge of global teacher identities.
During week 2 students discussed what it means to be a good citizen in their country. How is citizenship as a concept explained across three countries? In the virtual discussions for Malaysian and Danish students, English was a second language. These forums opened new awareness for all students of the challenges of conversing with English as second language students.
This project illustrated that the changing contexts of education and globalisation means new opportunities and challenges for teacher education at local and global levels. Implications from Learning across Latitudes suggest possibilities for teacher education to build global citizenship, and teacher identities as technology enables such possibilities.

Culturally-linked leadership styles

Purpose – This paper seeks to examine whether cultural context facilitates the emergence of different leadership styles. The key objective of the paper is to consider whether leadership styles are
culturally-linked and/or culturally-biased.
Design/methodology/approach – A multifactor leadership questionnaire was utilised to measure differences in leadership styles and to offer explanations as to why the “one size fits all” view is not appropriate. Analysis of variance and t-tests were utilised to compare means for more than two managerial groups.
Findings – The analysis found significant differences between leadership styles and cultural groups, hence, supporting the argument that culture and leadership interact in different ways in diverse
contexts. Transactional leadership was found to be strongly aligned with the ratings of managers from Malaysia, and transformational leadership scales correlated with the Australian respondents’ mean
ratings.
Practical implications – Variations in leadership styles are due to cultural influences because people have different beliefs and assumptions about characteristics that are deemed effective for leadership. Therefore, it is fundamental to know what leadership skills and knowledge are valued most by managers on a global level. This information is critical as it offers insight into developing competencies in different workplaces, especially as organisations expand their geographical boundaries into international markets.
Originality/value – The findings of the study provide empirical understanding for culturally-linked leadership styles. The paper contributes to understanding the importance of workforce diversity and attention to other cultures and, thus, enhances our appreciation of today’s “global village”.

The attractive female body weight and female body dissatisfaction in 26 countries across 10 world regions : results of the international body project 1

This study reports results from the first International Body Project (IBP-I), which surveyed 7,434 individuals in 10 major world regions about body weight ideals and body dissatisfaction. Participants completed the female Contour Drawing Figure Rating Scale (CDFRS) and self-reported their exposure to Western and local media. Results indicated there were significant cross-regional differences in the ideal female figure and body dissatisfaction, but effect sizes were small across highsocioeconomic-status (SES) sites. Within cultures, heavier bodies were preferred in low-SES sites compared to high-SES sites in Malaysia and South Africa (ds = 1.94-2.49) but not in Austria. Participant age, body mass index (BMI), and Western media exposure predicted body weight ideals. BMI and Western media exposure predicted body dissatisfaction among women. Our results show that body dissatisfaction and desire for thinness is commonplace in high-SES settings across world regions, highlighting the need for international attention to this problem.

Market based performance : do ownership structures, or firm policy choice matter?

This study examines whether the structure of share ownership or firm's dividend and debt policies provide explanation for firm performances in Malaysia. Firm performance, measured as Tobin's Q is modelled in a dynamic panel framework to estimate effects of director ownership, family ownership, foreign ownership, and firm's dividend and debt policy. The generalised methods of moments (GMM) method is used to estimated the models for 80 CI components companies listed on Main Board of Malaysia observed from 1999 to 2002. The findings reveal strong evidence of positive impact of firm's dividend and debt policy on firm performance. However, ownership structure seems to be less important for market based performance of Malaysian firms: These results are expected to provide guidelines to the investors regarding the significance of firm dividend policy, leverage policy and market to book value ratio as some of the key sources of value creation for Malaysian listed firms.

People management challenges to multinational companies in Asia

This book discusses the contextual factors such as cultural and institutional settings that impact on effective people management practices in Asia. The challenges of multinational companies (MNCs) in the particular areas of attraction and retention, training and career development of the local skilled labour workforce are analyzed using the data of 529 MNCs in six Asian countries (namely Indonesia, Malaysia, Philippines, Singapore, Taiwan and Thailand). The degree of challenges varies by country and sector. This book draws conclusions from the empirical research stating that cultural and institutional theories, as well as the convergence and divergence theses can explain at best, partially, reasons behind the different outcomes of people management or human resource management (HRM) practices across MNCs in different operations in the region.

Exploring training issues of multinational companies in Asia

Effective employee training is important to organisations as it improves quality of human resources, which in turn help achieve better organisational outcomes. The literature on education, training and other aspects of human resource development (HRD) among multinational companies (MNCs) in Asia is quite limited. This paper intends to explore training expenditure, training programs offered and training concerns indicated by companies, using a survey of 529 MNCs operating in six Asian countries (namely Indonesia, Malaysia, Philippines, Singapore, Thailand and Taiwan). The findings show that the majority of MNCs surveyed recognised the benefits of employee training and invested heavily on training different types of employees in local subsidiaries. Organisational variables such as size, industry, parent source and proportion of international activity also affected training practices of MNCs. The paper identified some quality and relevance issue related to formal and externally-conducted training programs.

Keeping talents for advancing service firms in Asia

Purpose – Skill shortages worldwide have intensified the need for talent management. Few papers examine the pattern of human resource (HR) and talent management practices that help retain competent employees among service multinational companies (MNCs) in Asia. The purpose of this paper is to map out a number of HR practices used by service companies and to examine the effect of talent retention as perceived by MNC managers on service delivery capacity and business growth.

Design/methodology/approach – A survey data of 281 service MNCs in six Asian countries (namely Indonesia, Malaysia, Philippines, Singapore, Taiwan, and Thailand) are used to compare country and sectoral differences. Standard multiple regression analysis is conducted to test the link between HR practices, employee retention, and service firm performance.

Findings – The results confirm that there are statistically significant linkages between HR practices, talent retention and firm performance. In particular, various skill training and development programs are seen to be significantly associated with capacity to deliver quality service and on firm growth as perceived by managers surveyed. Informal recruitment methods that are used more by Asian-bred firms have contributed to better retention rates. Not all formalised HR practices lead to talent retention; and the degree to which HR is perceived to have impacted on firm performance varies.

Research limitations/implications – The paper focuses on examining the perceptual impacts of human resource management (HRM) practices on firm performance, rather than actual HRM impacts. The interpretation of results should be taken with caution.

Originality/value – Talent management is influenced by country specific variables. This paper shows how important it is for service firms to focus on strategic selection of both formal and informal HR practices in order to deliver high quality service and to drive service firm growth.

Manufacturing to Asia : who will win the emerging battle for talent between Dragons and Tigers?

Purpose – The purpose of this study is to examine the issues relating to recruiting highly skilled managerial and professional staff experienced by multinational companies (MNCs) manufacturing in six Asian countries, namely Indonesia, Malaysia, Philippines, Singapore, Taiwan and Thailand.

Design/methodology/approach – Data collected from 529 MNCs were used to examine critical human resource planning and recruitment concerns of companies operating in high growth “Dragon” and newly developed “Tiger” economies. The study examined the differences in recruitment practices between manufacturing and service companies and the issues relating to how manufacturers maintain an adequate skills basis.

Findings – There appears a considerable extent of battle for talent among Dragon and Tiger economies with the latter required to be more aggressive as they attempt to sustain growth. Manufacturing companies are experiencing a higher demand for more job-related managerial and technical capabilities whilst competing with service companies that are also in need for more talent. To succeed, manufacturing MNCs will need to adopt a strategic approach for recruitment and retention, and internal capability training to maintain their skilled employees in order to sustain competitive advantage.

Originality/value – The results shown in the paper provide manufacturing MNCs with insights into managerial and professional recruitment trend in Asia.

Political parties and democracy : Post-Soviet and Asian political parties

Political Parties and Democracy: Volume III: Post-Soviet and Asian Political Parties is the third volume in this five-volume set. It offers clearly written, up-to-date coverage of post-Soviet and Asian political parties from the unique perspective of distinguished indigenous scholars who have lived the truths they tell and, thus, write with unique breadth, depth, and scope.

Presented in two parts, this volume overviews post-Soviet parties, then discusses the realities on the ground in Georgia, Moldova, Russia, and Ukraine. Likewise, the book offers an introduction to Asian political parties, followed by chapters on China, India, Japan, Malaysia, and South Korea. Throughout, contributors explore the relationship between political parties and democracy (or democratization) in their respective nations, providing necessary historical, socioeconomic, and institutional context, and clarifying the balance of power among parties—and between them and competing agencies of power—today

Garden & landscape heritage:a crisis of tangible & intangible comprehension and curatorship

The cultural landscape of George Town, Penang, Malaysia, embraces the historic enclave of George Town as well as a range of other significant colonial vestiges adjacent to the entrépôt. Many of these landscapes cannot be isolated from the énclave as they are integral to and part of its cultural mosaic and character. Perhaps the most important are the Penang Hill hill-station landscape and the 'Waterfall‘ Botanic Gardens. The latter is an under-valued 'garden of the empire‘—a garden that significantly underpinned the development and historical and botanical stature of the Singapore Botanic Gardens.This paper reviews the cultural significance of colonial botanic gardens as they were established around the world during the scientific explosion of the late 1800s. It addresses their position within World Heritage listings, and considers the role, significance and importance of the 'Waterfall‘ Botanic Gardens within this context, within the concept of 'cultural landscapes‘, and critiques its absence from the recent World Heritage Listing of the colonial enclaves of Georgetown and Meleka in Malaysia.

Lesson study - how it could work for you

There is growing worldwide interest in Japanese Lesson Study as a form of professional development, with adaptations of Lesson Study taking place in hundreds of schools clusters in USA, large-scale adoption in the UK, and smaller scale implementation in Australia, and many other countries, including Chile, Indonesia, Malaysia, Mexico, Peru, Philippines, Singapore, Thailand, and Vietnam. This presentation will use classroom video to illustrate the typical Japanese structured-problem-solving research lessons that form the basis for Lesson Study, and discuss how they are planned, the role of the teacher, and the use of Lesson Study as a means of professional
development.

Virtual melawati : 3D GIS as a decision support tool for urban planning

Virtual Melawati is an environment for developing expertise in the application of 3D interactive visualization and GIS (Geographic Information System) to address problems of the built environment and to test the model as a decision support tool in the context of the local planning authorities in Malaysia. The visual approach enables the integration of highly complex spatial GIS information such as the evolution and transformation of the urban precinct as well as the impact of planned developments into the decision making process. The study will examine the techniques of data acquisition, data reconstruction from physical to digital, urban analysis and visualization in constructing an interactive 3D GIS model to support and assist the decision making process in urban design and planning. The outcomes of the study will deliver an experimental test bed for improving decision making processes in urban planning and design utilizing 3D modeling and GIS. The project will accelerate the uptake of digital and multimedia methods in local government, facilitate current planning and consultation processes between councils and stakeholders and improve the dissemination and management of spatial information about urban environments.

Interdisciplinary higher education : perspectives and practicalities

"Interdisciplinary Higher Education" offers a contemporary of our understanding and practice of interdisciplinary higher education. Part I (Chapters 1 to 5) considers a range of theoretical perspectives on interdisciplinarity: the nature of disciplines, complexity, leadership, group working, and academic development. Part II (Chapters 6 to 18) provides more than a dozen vignettes of interdisciplinary practice, drawn from Australian, Malaysia, the Netherlands, New Zealand and the United Kingdom.