No / This article examines the employment practices of McDonald's and other US-owned multinational corporations (MNCs) in the global fast-food industry from the 1970s to date. It focuses on the impact that different host institutions have had on pay and working conditions in different countries in the industry. The author argues that US fast-food MNCs still adopt the underlying principles of their US practices, even if the practices themselves could not be imposed in their entirety, often keeping unions out of workplaces and preserving their management prerogative, even when sector-level collective agreements have been imposed, and often limiting the impact of such agreements. Whilst some improvements have been achieved in some countries, adequate representation remains a serious problem, with many employees experiencing low pay, inadequate hours, insecure work, unpaid hours and sometimes hazardous and intimidating working conditions. The theoretical effect of host-country influences cannot therefore be automatically assumed; rather, the variations that arise across countries, while indicating national diversity, also emphasize variation within national systems and a limited form of convergence or ‘low-road Americanization’ in this sector.

This thesis investigates the dynamics of knowledge transfer between cultures within multinational firms, with a particular emphasis on subsidiaries located in Sweden and Romania. This study investigates how subsidiaries adjust corporate knowledge to fit local cultural contexts through semi-structured interviews with participants from a range of sectors. It also looks at the wider effects of these changes on organizational knowledge transfer processes. The research methodology used is qualitative research.   The data indicates that local cultural and regulatory variations have an impact on knowledge transfer tactics. Different techniques to integrating and adjusting corporate knowledge are shown by companies in Sweden and Romania, which reflect different operational and cultural contexts. The results show how subsidiaries improve their strategic positioning and operational efficacy within the multinational framework by utilizing both local and global advantages.   The study's methodology involves using thematic analysis to analyze the gathered interview data in order to provide a deeper understanding of the mechanisms underlying cross-cultural knowledge transfer. The main results suggest that the effectiveness of knowledge transfer is heavily dependent upon the ability to navigate and incorporate local cultural characteristics alongside international standards.   By offering empirical insights into the difficulties and methods of knowledge transfer within Eastern European contexts, which are less studied than those in the West, this study adds to the body of literature already in existence. Additionally, it has useful ramifications for global firms looking to maximize knowledge management in various cultural contexts.

77 leaves single side printed, preliminary pages i-v and numbered pages 1-72. Includes bibliography. / Thesis (MPhil (Sustainable Development Planning and Management))--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: This thesis explores how to bring about change through innovation by using current power structures to move towards a more sustainable society. The type of change we are concerned with is the transformation from social structures, economic systems and institutions which diminish natural resources; to systems of production, institutions and social structures which affirm and interact productively with living systems, assuring their own sustainability. This change cannot be limited to address the social, environmental and economic consequences of the current system but should redefine the basic principles of society’s design and operation. One of the key actors in the current system are Multinational Corporations (MNCs) which have the capacity to mobilize natural resources, labour, and financial capital at a global scale. It is defined that to contribute proactively towards sustainability, the role of the corporation is to innovate in its core business, creating products and services that help to solve the current un-sustainability patterns of society. However, how effective are targeted innovation platforms within MNC’s in designing and implementing meaningful innovations for sustainability? How meaningful are these innovation efforts in terms of the broader CSR strategy of the company and its sustainability performance? What can we learn from business innovation platforms in terms of organization and entrepreneurship for sustainability? In order to answer these questions an action research method was used in which I reflect on my own experience of using the innovation platform from the Royal Dutch Shell Group (Shell) to develop sustainability innovations. Within this perspective, the notion of Corporate Social Responsibility (CSR) is re-visited to highlight its potential to hinder or facilitate this process. / AFRIKAANSE OPSOMMING:Hierdie tesis ondersoek hoe verandering met innovasie te weeg gebring kan word deur gebruikmaking van huidige magstrukture om sodoende te beweeg na ’n meer volhoubare gemeenskap. Die verandering waarmee ons gemoeid is, is die transformasie van sosiale strukture, ekonomiese stelsels en instansies - wat natuurlike hulpbronne verminder - na stelsels van produksie, asook instellings en sosiale strukture wat regstel en produktief wisselwerk met lewenskragtige stelsels om sodoende hulle eie volhoubaarheid te verseker. Hierdie verandering kan geensins beperk word om die sosiale, omgewings en ekonomiese gevolge van die huidige stelsel aan te spreek nie, maar behoort die basiese beginsels van die gemeenskap se ontwerp en optrede te herdefinieer. Een van die sleutelspelers in die huidige stelsel is die Multinasionale Korporasies (‘MNCs’) wat oor die vermoë beskik om natuurlike hulpbronne, arbeid en geldelike kapitaal op globale skaal te mobiliseer. Om pro-aktief tot volhoubaarheid by te dra, moet die rol van die korporasie – volgens definisie – van so ’n aard wees dat hy in sy kern-sakebedrywighede innoverend optree om produkte en dienste te skep wat sal bydra om die huidige nie-volhoubare patrone binne die gemeenskap uit te skakel. Maar hoe doeltreffend is geteikende innovasie-platforms binne die Multinasionale Korporasies egter vir soverre dit die ontwerp en toepassing van betekenisvolle innovasies betref wat op volhoubaarheid gerig is? Hoe betekenisvol is dié pogings rondom innovasie gemeet teen die breër strategie van korporatiewe sosiale verantwoordelikheid van die maatskappy en sy volhoubaarheidsprestasie? Wat kan ons van innovasie-platforms van sakeondernemings met betrekking tot organisasie en entrepreneurskap - gerig op volhoubaarheid - wys word? Met die oog op die beantwoording van hierdie vrae, is ’n aksie-navorsingsmetode gebruilc, waarin ek besin oor my eie ondervinding met die gebruik van innovasieplatforms van die Royal Dutch Shell Group (Shell) om volhoubaarheidsinnovasies te ontwikkel. Binne hierdie perspektief word weer gekyk na die konsep van korporatiewe sosiale verantwoordelikheid om sodoende sy potensiaal om dié proses te kortwiek of te fasiliteer, uit te lig.

第一章緒論：敘述本研究之研究動機、研究目的及相關之研究問題、相關名詞定義以及論文主要結構。 第二章文獻探討：首先探討海外子公司內部控制機制之方式，其次再針對影響海外子公司控制機制相關變數作一探討。再來是對企業經營績效評估之探討，最後則是了解控制機制和子公司績效間之關係。 第三章研究方法：根據文獻探討所得的初步結論，與研擬對個案公司的訪談計劃可行性分析，提出本研究的研究架構，並提出關鍵性假設命題。並說明研究變數定義及個案研究方法設計，及個案研究資料分析方法。 第四章個案描述：對包含神通電腦集團旗下子公司在內的四大企業集團，其在海外九個據點所作的投資個案，依訪談結果作一彙整描述，並且對各海外據點所面對環境前提及策略角色扮演之不同，所運用之控制協調機制，作深入之了解。並進一步了解其績效評估之實際運作方式。 第五章個案分析與命題發展：本章進一步將個案初步分析所得加以彙總、比較。並進一步根據個案分析中發現，驗證理論與實務上的相關性或邏輯性。 第六章結論與建議：綜合本研究結論與成果，提出我國企業海外投資的協調控制權變模式，和協調控制與績效評估之關係。並據以為其他海外投資企業實務運用上之建議。 目 錄 第壹章 緒論 1 第一節 研究動機 1 第二節 研究目的及研究問題 4 第三節 論文結構 6 第貳章 文獻探討 8 第一節 多國企業內部控制機制 8 第二節 影響控制機制之因素 23 第三節 績效評估 40 第參章 研究方法 55 第一節 研究架構 55 第二節 研究變數定義與衡量 61 第三節 樣本設計與研究對象之選擇 70 第四節 資料蒐集 72 第五節 問卷設計 74 第六節 研究限制 76 第肆章 個案描述 77 第一節 燦坤集團 77 第二節 聯華神通電腦集團 97 第三節 大潁集團 112 第四節 慶豐集團 126 第伍章 個案分析與命題發展 140 第一節 個案分析 140 第二節 基本命題 155 第陸章 結論與建議 172 第一節 研究結論 172 第二節 研究建議 180 表 目 錄 表2-1 BALIGA ＆ JAEGER的控制型態 10 表2-2 企業控制子公司的模式 15 表2-3 環境對多國籍企業控制機制之影響 17 表2-4 多國企業控制機制之相關研究彙總表 22 表2-5 資訊特性的控制機制（工作可規劃性） 27 表2-6 各國際企業的組織特質 33 表2-7 子公司的策略角色（以知識流構面） 35 表2-8 子公司策略角色分類表 36 表2-9 影響控制機制變數之相關研究彙總表 37 表2-10 績效衡量指標彙總表 53 表3-2 個案公司受訪人員名單 73 表4-1 燦坤A、B兩子公司投資和營運現況 82 表4-2 燦坤A、B子公司投資策略因素 84 表4-3 燦坤A、B公司績效評估的特殊考量因素 87 表4-4 燦坤A、B子公司財務性指標之運用 89 表4-5 燦坤A、B子公司非財務性指標 91 表4-6 燦坤A、B子公司營運目標控制重要性程度 93 表4-8 神達電腦A、B子公司投資和營運現況 100 表4-9 神達A、B子公司國外投資策略因素 102 表4-10 神達A、B子公司績效評估特殊考量因素 104 表4-11 神達A、B子公司財務性指標 106 表4-12 神達A、B子公司非財務性指標 108 表4-13 神達A、B公司營運目標控制之重要性程度 110 表4-14 神達A、B子公司功能性控制因素 111 表4-15 大穎A、B子公司投資和營運現況 115 表4-16 大潁A、B子公司國外投資策略因素 117 表4-17 大潁A、B子公司績效評估特殊考量因素 119 表4-18 大潁A、B子公司財務性指標 121 表4-19 大穎A、B子公司非財務性指標 122 表4-20 大穎A、B子公司營運目標之協調控制 124 表4-21 大穎A、B子公司功能性之控制 125 表4-22 慶豐集團個案子公司投資和營運現況 129 表4-23 慶豐集團國外投資策略 131 表4-24 慶豐集團績效評估的特殊考量因素 133 表4-25 慶豐集團各子公司財務性指標 135 表4-26 慶豐集團各子公司非財務性指標 137 表4-27 慶豐集團對子公司營運目標之管理控制 138 表4-28 慶豐集團對子公司功能性控制 139 表5-1 個案公司營運現況彙總表 141 圖 目 錄 圖2-1 資訊處理觀點的組織設計 25 圖2-2 在不同關係下，對子公司控制系統和授權程度 28 圖2-3 高階管理者觀點之管理型態 29 圖3-1 研究架構 58 圖5-1 觀念性架構 156 / 1.studying the taiwan four large mncs hq, what about the investment strategy factor in the foreign oversea subsidiaries. 2.the taiwan four large mncs ,in the foreign oversea how to set up their internal control mechandism. 3.what is the relative avaliable factor to impact foreign oversea subsidiaries internal control mechandism. 4.studying between the mncs hq and subsidiaries about the ways coordination and control(include hq to subsidiary operation goals,and functional operation). 5.what is the difference to do performance evoluation in the different investment areas.what is the meaning finance- performance index,and what is the non-finance performance index.

<p>Country portfolio analysis, a commonly used tool among companies when evaluating potential target markets, only focus on potential sales instead of including cost and risk into the equation. However, some researchers today have become aware of the importance of taking these costs and risks into account. One of these researchers is Pankaj Ghemawat, who has developed a framework called CAGE which is supposed to be a complementary tool to the country portfolio analysis model. In this thesis we study if Swedish MNCs consider the factors suggested in the CAGE-framework when evaluating emerging markets. Furthermore, we suggest some adjustments to the evaluation process.</p><p>Data have been collected through a web-based questionnaire. The respondents were all headquarter managers in Swedish multinational corporations (MNCs). Our results show that the two most overlooked distances of the CAGE-framework are the cultural and the geographic distances. Hence, the two most considered were the economic and administrative distances. This is in partial accordance with Ghemawat’s theory, in which he states that the cultural distance is one of the two most overlooked distances. However, he presents administrative distance as the second most overlooked distance, which means that our thesis shows a somewhat different result than Ghemawat’s findings.</p><p>A company evaluating an entry into an emerging market needs to consider the CPA-model, but this is not enough. They also need to take other factors into account. These are previous as well as future growth of the market, predicted growth for the specific product or service in the market in question, and the competitive situation in the emerging market. A consideration of these factors gives the company a complete picture of a market regarding profit potential. Thereafter, this potential needs to be adjusted for the distances in the CAGE-framework.</p>

Country portfolio analysis, a commonly used tool among companies when evaluating potential target markets, only focus on potential sales instead of including cost and risk into the equation. However, some researchers today have become aware of the importance of taking these costs and risks into account. One of these researchers is Pankaj Ghemawat, who has developed a framework called CAGE which is supposed to be a complementary tool to the country portfolio analysis model. In this thesis we study if Swedish MNCs consider the factors suggested in the CAGE-framework when evaluating emerging markets. Furthermore, we suggest some adjustments to the evaluation process. Data have been collected through a web-based questionnaire. The respondents were all headquarter managers in Swedish multinational corporations (MNCs). Our results show that the two most overlooked distances of the CAGE-framework are the cultural and the geographic distances. Hence, the two most considered were the economic and administrative distances. This is in partial accordance with Ghemawat’s theory, in which he states that the cultural distance is one of the two most overlooked distances. However, he presents administrative distance as the second most overlooked distance, which means that our thesis shows a somewhat different result than Ghemawat’s findings. A company evaluating an entry into an emerging market needs to consider the CPA-model, but this is not enough. They also need to take other factors into account. These are previous as well as future growth of the market, predicted growth for the specific product or service in the market in question, and the competitive situation in the emerging market. A consideration of these factors gives the company a complete picture of a market regarding profit potential. Thereafter, this potential needs to be adjusted for the distances in the CAGE-framework.

I denna uppsats undersöks viktiga framgångsfaktorer vid internationell expansion på tillväxtmarknaderna i centrala Östeuropa. Expansionsprocesserna hos Cramo och Volvo Lastvagnar jämförs med utgångspunkt i ett teoretiskt ramverk där Uppsala-modellen står i centrum, kompletterad med grundläggande teoretiska förutsättningar avseende egna etableringar respektive företagsförvärv samt avseende tillväxtmarknader. Studien inriktar sig på huvud-kontorens perspektiv, och det empiriska underlaget består av intervjuer med de huvudansvariga cheferna inom Cramo och Volvo Lastvagnar. De viktiga framgångsfaktorer som analysen resulterar i är: Tidig etablering har inneburit klara fördelar för båda företagen. För ett uthyrningsföretag inom byggbranschen som Cramo har det varit viktigt att växa klustervis. För ett produktionsföretag inom transportbranschen som Volvo Lastvagnar har det varit viktigt att äga både försäljningskanaler och eftermarknadskanaler. Kontakter är generellt sett viktiga inom ett land. Varumärket och att synas är viktigt. Eget engagemang i och aktivt internaliserande av kunskap från det relevanta nätverket är nödvändigt.

Abstract Title: The impact of national culture on the organizational culture: Multinational companies doing businesses in developing countries Level: Final assignment for Master Degree in Business Administration (MBA) Author: Md. Mahbub Alam Supervisor: Dr. Ehsanul Huda Chowdhury Examiner: Dr. Maria Fregidou-Malama Day: 2017- May Aim: The aim of the study is to understand how national culture of Bangladesh is affecting the organizational culture of the multinational firms operating in Bangladesh. To understand the issue, Hofstede’s Cultural Dimensions are regarded as benchmark for analysis. Method: Qualitative study has been conducted whereby both primary and secondary data are used. Hereby, primary data have been gathered from ten employees of Grameen Phone a multinational working in Bangladesh. To collect data, face to face interviews has been conducted using Skype. Results &amp; Conclusions:  Finding of the study is the MNCs integration with national culture with the view to sustainable business operation. It has been demonstrated that national culture affects the organizational culture in the form of employee participation, collective working environment, collaborative work efforts, and knowledge sharing through continuous communication. Suggestions for future research: Further investigations on national culture’s impact on organizational culture can be undertaken by making a comparison between MNC and a purely local firm. Additionally, an analysis on a large number of MNCs operating in host country can add value for further researches. Contribution of the thesis: To the theoretical model, this study makes contribution on the ground of understanding how MNC adapt their business with local culture where cultural sensitiveness is high. Managerial implications: MNCs can ensure collaboration, support, and teamwork among employees as part of their attempt to integrate with local culture. This study reveals that local employees can be used as means of cultural carriers by managers which can promptly address the cultural differences to be mitigated. Keywords: Multi-national Corporations (MNCs), National Culture, Organizational Culture, Uncertainty Avoidance, Individualism vs. Collectivism, Power Distance

Current research has established the importance of establishing individual trust in global virtual teams to achieve project success. Global virtual teams (GVTs) emerged as a result of the growth of multi-national corporations (MNCs) conducting business operations in more than one country. This research explores eliminating the need to establish individual trust among the members of short-lived global virtual teams and suggests an institutional trust in the project’s processes can suffice. Beginning with an exploration of various aspects of trust, it draws from the current literature on individual and institutional trust in the real and virtual worlds. The data were gathered using two versions of an online survey administered to global virtual teams working for Infosys®, Inc., a global leader in technology services and consulting. The analysis was limited to small, short-lived Information Technology (IT) virtual teams of four to six members. Survey responses were received from 273 managers and 195 virtual team members. The results found support for institutional trust in the process, established through the team members’ favorable perception of their project’s online processes, as having a significant effect on supporting both individual trust among the team members, as well as ensuring project success. The paper concludes with potential costs and benefits to multi-national companies in their management and training of virtual teams. Finally, I provide suggestions for further research into the elimination of trust building exercises for short-lived virtual teams, as well as implications of these results for academicians and practitioners. Key words: trust, trustworthiness, reliance, process knowledge, multi-national Companies (MNCs), global virtual teams, computer-mediated environments / Business Administration/Strategic Management

This study investigates the major factors that have restricted the flow of foreign direct investment (FDI) into the oil sector in Libya. The study focuses on the period from 2000 to 2009. This period is significant since, during this time Libya witnessed dramatic foreign and economic policy changes. The research objectives are: (1) To identify the determinants of foreign direct investment into Libya’s oil industry for the period 2000-2009; (2) To reveal the obstacles and barriers which hinder FDI in Libya’s oil industry; (3) To determine the extent that the Libyan Government FDI policy influenced FDI in Libya’s oil industry. The rationale for this thesis was driven by filling an empirical void of FDI studies on the oil industry in Libya and by the intention of providing practical insights for current and future Libyan governments. This study comprises of an analysis of the 30 multinational (MNCs) oil companies that are operating in the Libyan oil industry through questionnaire and interview data from executives employed by those MNCs, as well as data from ten Libyan senior government officials involved in the Libyan oil industry and/or FDI policies. The research has provided support for several of the determinants of FDI flows traditionally found in the literature. The survey and time series analysis further reveals that access to Libya’s proven oil and gas reserves was the singular most important determinate for influencing the MNCs to undertake FDI. Furthermore, the findings identified that Libyan government foreign policy had some impact on the MNCs decision to undertake FDI. The research findings with regards to the role played by environmental risk as a determinate of FDI, demonstrate that there is no significant relationship between overall levels of environmental risk and a country‘s performance in attracting FDI. Also, this research has identified a number of factors that are causing obstacles and challenges to the attractiveness of Libya as a location for foreign investment. It has revealed that MNCs are significantly dissatisfied by the stability of the public institutions and the lack of effective regulations in Libya.