Purpose The purpose of this paper is to examine a set of practices that can help promote self-directed learning (SDL) in congruence with the goals of developing and maintaining a learning organization. Design/methodology/approach Findings from this study were derived from an extensive review of the SDL and the learning organization literature, as well as the body of research that examines the connections between the two constructs. Findings This paper identifies the following set of practices as integral to promoting SDL in a learning organization: building and communicating a shared vision to employees at all levels; fostering collaboration, interaction and teamwork; empowering employees through participatory work practices; encouraging and providing opportunities for continuous learning; and using relevant technologies in the workplace. Originality/value This paper addresses the paucity of research that investigates the connections between SDL and the learning organization and that specifically examines important practices vis-à-vis the two concepts.

Purpose The purpose of this paper is to explore how cultural intelligence (CQ) and emotional intelligence (EI) can assist with navigating the complexities associated with diversity in the workplace. Design/methodology/approach This paper was developed through a comprehensive literature review related to the constructs of EI and CQ. Findings The authors focused on the conceptualization and evolution of the intelligence types as reflected in the literature, examine research that connects the intelligence types with issues of the workplace, and its contributions when used in a diverse workplace for improving organizational outcomes and access and inclusion of underrepresented cultural and social groups. Originality/value This paper explores the constructs of EQ and CQ and specifically the value the constructs may provide to individuals and organizations. Further, means of developing CQ and EI are discussed

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Resumo: A partir de uma crítica à teoria neoclássica da firma e à visão contratual e das falhas de mercado como explicação central para o processo de internacionalização da firma, é discutida a firma multinacional pela perspectiva do paradigma das competências, analisando o papel do conhecimento e do acesso ao conhecimento na diversificação do mercado geográfico da firma. A inserção internacional hierárquica e assimétrica que caracteriza o processo de internacionalização das firmas brasileiras e a concentração do processo em poucas firmas são características que acrescentam a essa cenário uma reflexão sobre a heterogeneidade produtiva e sobre o poder dos agentes no mercado. O caso brasileiro, ilustrado com os dados do investimento brasileiro direto feito apenas por pessoa jurídica, caracteriza a inserção limitada e assimétrica das firmas multinacionais brasileiras, tanto no que se refere ao porte do investimento, aos setores e a dispersão dos países de destino do investimento brasileiro. Palavras-chave: Internacionalização; Investimento brasileiro direto; Capacidades. Abstract: From a critique of the contractual perspective and of the market failures as the core explanation for the internationalization process, the multinational company is conceptualized from the competencies paradigm, which analyze the role of knowledge in the diversification of the firm's geographic market. The hierarchical and asymmetric internationalization characterizes the process of internationalization of Brazilian firms. The internationalization is concentrated in few Brazilians firms. The Brazilian case, illustrated with the data of the Brazilian direct investment, characterizes the size, the sectors and the host country of the Brazilian multinationals. Keyword: internationalization; Brazilian direct investment; capabilities. Área ABEIN: 2.1-Investimento Diretor Estrangeiro e Internacionalização de empresa. JEL: JEL: F23; F21.