Leveraging competitiveness upon national cultural traits: the management of people in Brazilian companies

Tanure, Betânia; Duarte, Roberto González

doi:10.1080/09585190500358620

Cited by 73 publications

(30 citation statements)

References 13 publications

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“…Organizations in Brazil are promoting change and experiencing fast-paced development to cope with this reality. According to Tanure and Duarte (2005), Brazilian managerial culture is characterized by paternalism (defined as a dyadic relationship between superiors and their subordinates in which superiors provide protection and guidance in exchange for loyalty and deference on the part of subordinated (Kjellin and Nilstun 1993), power concentration, personal relationships, strong loyalty to one's in-group and leader, and flexibility. Organizational ethics is based on the preference for social cohesion, which is cemented by loyalty to the group leader.…”

Section: Brazilmentioning

confidence: 99%

Ethical Cultures in Large Business Organizations in Brazil, Russia, India, and China

Ardichvili

Jondle

Kowske³

et al. 2011

J Bus Ethics

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This study focuses on comparison of perceptions of ethical business cultures in large business organizations from four largest emerging economies, commonly referred to as the BRICs (Brazil, Russia, India, and China), and from the US. The data were collected from more than 13,000 managers and employees of business organizations in five countries. The study found significant differences among BRIC countries, with respondents from India and Brazil providing more favorable assessments of ethical cultures of their organizations than respondents from China and Russia. Overall, highest mean scores were provided by respondents from India, the US, and Brazil. There were significant similarities in ratings between the US and Brazil.

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Section: Brazilmentioning

confidence: 99%

Ethical Cultures in Large Business Organizations in Brazil, Russia, India, and China

Ardichvili

Jondle

Kowske³

et al. 2011

J Bus Ethics

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“…This is because following Cooke et al (2012, pp. 126-127) such Western "imports" may simply reflect the local cultural traits that Tanure and Duarte (2005) argue make up contemporary Brazilian work culture, namely: power concentration, personal relationships and flexibility.…”

Section: Ideas For Future Researchmentioning

confidence: 99%

Contemporary Trends in Brazilian Human Resource Management Studies over the Last Decade (2001–2010)

Souza¹,

Róglio²,

Renwick³

et al. 2014

IBR

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In seeking to detail what is new in the lesser-known field of Brazilian Human Resource Management (HRM) research, this study analyzes 136 recent Brazilian HRM articles over the last decade from 2001 until 2010. Findings reveal that contemporary Brazilian HRM research contains: a wide range of HRM topics; the isomorphic use of some Western HRM themes; and case-based, descriptive methodologies using non-probability sampling. While the number of recently published Brazilian HRM studies has increased, such research seems ripe for further empirical and theoretical development. Our contributions to knowledge lie in: surfacing and classifying recent Brazilian HRM research trends and identifying potentially fruitful areas for future research. Implications for practitioners include the need to attract and retain expert staff, to use more localized pay and reward systems, and to assess the usefulness of HR interventions in the public sector.

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“…Literature shows that competitiveness of Asian firms could be derived from different factors and sources than the ones typically recognized in Western economies. Tanure and Duarte (2005) posit that a large number of efficient management practices prevalent in Western economies are adopted in Asian countries ignoring the socio-cultural context of the countries, resulting in changes that may be only superficial. Therefore, it is necessary for managers to build their companies" competitiveness through management practices firmly anchored on the cultural traits of their countries, instead of looking for practices from successful companies elsewhere.…”

Section: Review Of Literaturementioning

confidence: 99%

Untitled

2017

AJER

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This paper investigates popular country-level competitiveness indexes, analyzes their structural validity and assesses their ability to explain performance of economies and firms in key Asian economies. Time series cross correlation technique has been used to identify (a) presence of relationship between indexes, (b) presence of relationship between an index and macroeconomic performance of the country and (c) presence of relationship between an index and firm-level performance in the country. Analysis shows issues with the construct of indexes, presence of a large number of interdependent variables and significant presence of subjective data points collected through opinion polls, leading to a lack of robustness. It is also found that indexes do not correlate with each other in time series analysis. Indexes are able to explain macroeconomic performance of a nation, but they fail to relate to firm-level performance, suggesting reducing practical applicability of the indexes. Practitioners who utilize country-level competitiveness indexes for policy decisions or business decisions will be find the results insightful.

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Leveraging competitiveness upon national cultural traits: the management of people in Brazilian companies

Cited by 73 publications

References 13 publications

Ethical Cultures in Large Business Organizations in Brazil, Russia, India, and China

Ethical Cultures in Large Business Organizations in Brazil, Russia, India, and China

Contemporary Trends in Brazilian Human Resource Management Studies over the Last Decade (2001–2010)

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