This study from Tanzania contributes to the understanding of the management discourses circulating amongst senior managers in Western owned companies in Tanzania. It identifies two dominant discourses, a Western derived Contractual discourse and the local derived Kinship discourse. The division of their use is not by ethnic origin of senior managers but are drawn on in various ways by all managers. This research focuses on senior experienced managers from three different nationalities who were asked to tell stories from their experiences in management life. Their stories contain their perceptions of various populations and show their evaluations of those populations. Analysis shows how people draw on discourses circulating within their societies, reveals these actual underlying discourses, and explores the languages used in communication. Two sets of communication languages emerged from this analysis, the Western contractual and the local kinship discourse. Western contractual thinking rests upon efficiency and profit-making. This stands in contrast to the kinship thinking which is rooted in communal and humanistic values. These contrasting discourses contribute to misunderstanding, but there is common ground between them. If this commensurable dimension is internalised, a local Tanzanian management discourse may appear that would represent a new management discourse. An organisational framework that may support this discourse’s emergency and circulation is suggested.

This study from Tanzania contributes to the understanding of the management discourses circulating amongst senior managers in Western owned companies in Tanzania. It identifies two dominant discourses, a Western derived Contractual discourse and the local derived Kinship discourse. The division of their use is not by ethnic origin of senior managers but are drawn on in various ways by all managers. This research focuses on senior experienced managers from three different nationalities who were asked to tell stories from their experiences in management life. Their stories contain their perceptions of various populations and show their evaluations of those populations. Analysis shows how people draw on discourses circulating within their societies, reveals these actual underlying discourses, and explores the languages used in communication. Two sets of communication languages emerged from this analysis, the Western contractual and the local kinship discourse. Western contractual thinking rests upon efficiency and profit-making. This stands in contrast to the kinship thinking which is rooted in communal and humanistic values. These contrasting discourses contribute to misunderstanding, but there is common ground between them. If this commensurable dimension is internalised, a local Tanzanian management discourse may appear that would represent a new management discourse. An organisational framework that may support this discourse’s emergency and circulation is suggested.

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Utilising internship evaluation forms of students from different majors, who were attending two universities in the USA, and Portugal, this research sought to assess relevant abilities, skills, and attitudes impacting the job performance of these students during their internships. Based on the evaluations analysed, it appears that executives of business organisations tended to value other non-technical aspects of performance, rather than merely the technical aspects. The implications and recommendations of this research to business education, and the business community are presented in the form of two conceptual frameworks. The frameworks are designed to promote win-win relationships, which enhance the employability of business graduates. The proposed frameworks stress the consistency, and the systematic approach to the business-like educational model.

Yes / Social, institutional and business interest in Sustainability has increasingly grow in the last decades. New regulations, technological progress, social awareness related to environmental impact of the industrial activities and irregular working conditions, are some of the key elements affecting the way organisations plan and measure their corporate, business unit, and operational strategies. Sustainability strategies can play a key role in driving innovation through learning, motivation, attraction and retention of skilful employees. The aim of this paper is to analyse the interrelations between the deployment of effective sustainability strategies, employee motivation and the financial perspective of business performance. The analysis applies a Systems Thinking approach through the development of a series of Causal Loop Diagrams to identify key factors and the nature of their interrelationships. The analysis also considers the Ability, Motivation and Opportunity (AMO) framework to explain the complexity of employee behaviour, motivation and impact on strategic performance. This research confirmed that a supportive relation can be established between the implementation of effective sustainability strategies, represented by Corporate Social Responsibility (CSR) and Human Resources (HR) initiatives, and the financial performance of a business organisations. The study focused on publications related to private business organisations in the UK and USA, which encourages future broad studies. This research provides relevant insights to understand better the complexity of the relationships between sustainability strategies, employee motivation and business performance.