Companies face vital problems when implementing performance management in cross cultural context. Several attempts have been made to analyse employee performance management in the cultural and industrial context. However, the lack of studies of performance management in cultural and industrial context necessitates this phenomenon to be investigated in various cultures and contexts for sound academic contributions. The present study aims to investigate cultural and industrial influences on the general characteristics, criteria formulation and employee acceptance of performance management in cultural context. This study used a qualitative approach and is based on nine case studies in Azerbaijan. The study adopted semi structured in-depth interview and document analysis as the data collection methods. The results showed that the legal context is the most influencing dimension on the performance management system in Azerbaijan. The thesis concludes criteria for performance is the choice of management philosophy which is a cultural factor. The findings indicate that employees accept performance management positively when the process is implemented fairly. The findings of this study provide a solid evidence base for considering country culture and industry characteristics in implementing performance management. It is evidently clear from the findings that both local and international companies are faced with different problems when implementing performance management in the cross cultural context of Azerbaijan. This study should therefore be of value to practitioners wishing to overcome certain cultural and industrial related problems during implementation of performance management in host companies. In addition, the study contributed certain evidence of the cross cultural performance management process in the various context for the science.

During the last 100 years, elevated focus has been on workplace safety. The use of technological improvements and work design changes contributed to saving thousands of lives. This study was designed to understand employee attitudes towards an employee-positioning technology. The positioning technology developed by Mobilaris shows employees location in real time with the intention of aiding in decision making and improving safety in dangerous work environments. Employee attitudes towards the positioning technology and the privacy issues that may follow were studied using semi-structured qualitative interviews with employees of the steel factory SSAB in Borlänge Sweden. Results show different positive uses for the technology, and acceptance of it by all the participants. However, participants believed that privacy issues will arise in other departments who would not gain of the technology as clearly, due to less unsafe work conditions. The type of work being done, the situation, trust, control and empowerment were found to be important factors in affecting employee attitudes. These findings are in line with previous research on employee attitudes towards surveillance. Further research including other departments as well as changes in work design may be needed when aiming to achieve a smooth integration of such a system, and better cooperation with employees. / Under de senaste 100 åren har fokus på arbetsplatsens säkerhet ökat. Användningen av tekniska förbättringar och förändringar av utformningen av arbetet bidrog till att spara tusentals liv. Denna studie utformades för att förstå medarbetarnas attityder gentemot en personalpositioneringsteknik. Den positioneringsteknik som Mobilaris utvecklar visar arbetstagarnas plats i realtid med avsikt att hjälpa beslutsfattande och förbättra säkerheten i farliga arbetsmiljöer. Medarbetarnas attityder gentemot positioneringstekniken och de integritetsproblem som kan bli följden studerades med hjälp av halvstrukturerade kvalitativa intervjuer med anställda i stålfabriken SSAB i Borlänge, Sverige. Resultaten visar olika positiva användningsområden för tekniken och acceptans av alla deltagare. Deltagarna menade emellertid att integritetsproblem kommer att uppstå i andra avdelningar som inte skulle ha samma nytta av tekniken på grund av mindre osäkra arbetsförhållanden. Den typ av arbete som utförs, situationen, förtroendet, kontrollen och empowerment visade sig vara viktiga faktorer som påverkar medarbetarnas attityder. Dessa resultat ligger i linje med tidigare forskning om medarbetares attityder till övervakning. Ytterligare forskning som inkluderar andra avdelningar samt förändringar av arbetsmetoder kan behövas för att uppnå en smidig integrering av ett sådant system och bättre samarbete med de anställda.