This thesis aims to understand the relative influence of institutional, cultural and organizational factors on the adjustment of the United Nations’ (UN) and multinational companies’ expatriates in Egypt. The research makes a contribution to the field of expatriate research through its application of the institutional lens in examining the factors impacting on adjustment; and through testing a traditional adjustment model in an under-researched host context. As a result of the research this thesis proposes a new framework for understanding the factors impacting on adjustment which adopts a contingency perspective and incorporates a stronger focus on institutional determinants and the organisational infrastructure supporting the management of expatriates. The study relies, for its theoretical basis, on certain cultural and organizational factors borrowed from the expatriate literature, in addition to introducing other factors (mainly institutional factors) which have not been previously examined in the literature as predictors of adjustment. The research questions the utility of these organizational, cultural and institutional factors, especially those from traditional models, when applied to relatively new national and organizational contexts, the Egyptian national context and the United Nations organizational context. Both contexts are under-researched areas in the expatriate adjustment literature and in the international human resources management literature in general. The Arab cultural context introduces many differences to the Anglo-Saxon and European context, more traditionally the subject of research studies and thus it provides an opportunity for testing the wider application of expatriate models. Equally the UN is a highly multicultural organisational context with a socio-political mission which is highly distinct from the ‘for profit’ based multinational. Thus both these contextual factors offer fertile ground for the further development of a framework for understanding expatriate adjustment during contemporary times. In addition, the novelty of the context brings to the fore the opportunity for examining the utility of institutional theory as an alternative or complement to cultural theory as a way of understanding the factors influencing expatriate adjustment. In terms of the method, the research relies mainly on quantitative data obtained by surveying expatriates in multinational and United Nations organizations working in Egypt. In addition a qualitative technique (interviews) was used to aid questionnaire development and data contextualization. The results highlight the role of institutional measures in explaining expatriate adjustment. The evidence suggests that the institutional variables provide additional explanatory power beyond that provided by traditional factors studies. However, the research also demonstrates that the institutional measures do not replace the cultural measures and therefore there is not a substitution factor at work. Rather, we would argue that the institutional lens provides additional understanding and is tapping into other factors not already captured through measures of culture. The research puts forward a contingency model incorporating additional organisational and institutional variables which are often overlooked or underemphasised in some of the traditional organisational focused models.

L’objectif de ce travail de recherche est de croiser deux bases d’informations sur la relation entre stratégie et design organisationnel des firmes multinationales (FMN), dans le but de proposer un cadre conceptuel permettant de renouveler et d’actualiser la réflexion sur cette relation. La première base d’informations est théorique. Elle est le fruit d’une lecture originale de la littérature en management stratégique et en management international : cette lecture pense les stratégies et les designs organisationnels comme relevant d’une réflexion spatiale. En nous inspirant d’auteurs tels que Lefebvre (1974) ou Lussault (2006), nous montrons en effet que les stratégies de niveau corporate traitent des questions de distance perçue entre les activités ou les environnements géographiques, et que leur mise en œuvre consiste à agencer des espaces organisationnels par l’intermédiaire de deux outils : le découpage spatio-organisationnels et la localisation du pouvoir de décision. Ces outils permettent d’organiser la circulation des informations et des connaissances par et dans l’espace. La deuxième base d’informations est empirique. Elle ressort d’un travail de croisement de bases de données secondaires, provenant essentiellement d’enquêtes réalisées par les instituts de la statistique publique français et se compose de deux échantillons : un échantillon de niveau groupe (166 FMN françaises) et un échantillon de niveau entreprise (245 filiales françaises contrôlées par des FMN françaises). La confrontation de ces deux bases nous permet de proposer un cadre conceptuel construit dans le but de répondre à la problématique de la thèse : « comment se conçoit le design spatio-organisationnel des FMN ? » / The research work presented in this thesis addresses the relationship between strategy and organizational design in the context of multinational Corporations (MNC). First building and then exploiting two ad hoc information databases, this work helps in designing a conceptual framework that both rejuvenates and nourishes reflections about that relationship.The first information source is a theoretical one. Building on the strategic and international management literature, a new reading is developed that reinterprets organizational design and strategy through a new spatial lens. Drawing insights from authors that have specialized on space-related questions such as Lefebvre (1974) or Lussault (2006), it is shown here that strategies at the corporate level actually deal with questions about perceived distance among activities or geographical environments. Strategic execution is then concerned with two tools: cutting-out organizational spaces and locating decision nodes. Those tools foster information and knowledge exchanges, both in and through space. The second information source is an empirical one. It results from the cross-analysis of secondary data extracted out of several databases, mainly drawn from French national databases, and consists into two samples: a group-level sample (166 French MNCs) and a firm-level sample (245 French subsidiaries that are controlled by a French MNC).Confronting the two resulting information sources, a whole framework appears that let us both deepen and enlighten our reasoning about the question: “How is MNF’s spatio-organizational design to be conceived?”

One key to CSR’s success has been its fuzzy definition, whereby its meaning is constantly (re)defined by practice and through the dialectical relationship between companies and their stakeholders. This thesis focuses upon the influence of MNOCs’ socio-political field upon their CSR (rather than upon specific CSR projects), from a critical realist perspective, contributing to existing research in three key ways. Firstly, I present original explanatory models that outline the practice of CSR in Colombia and Venezuela. From these models, I develop further models that categorise the types of CSR practiced in each country. I argue that Colombia follows a conventional model of private-led CSR; by contrast, the Venezuelan model pushes the boundaries of more traditional CSR definitions. Given the government’s dirigiste approach, I categorise the Venezuelan model as an example of a new form of CSR, that I call Regulated CSR (RCSR), noting the inherent contradictions of regulating to increase responsibility. Secondly, I produce original research on MNOCs’ CSR reports, examining how MNOCs’ agency is affected by global socio-political discourses. Paradoxically, whilst CSR is an important element of corporate communication, many MNOCs only disclose limited CSR-related information. Thirdly, this thesis contributes to the growing discussion of CSR’s role within the neoliberal paradigm. I argue that CSR is not and cannot be a panacea for social absences and can have negative social effects. Therefore, appropriate regulation is necessary, starting with greater corporate transparency at an international level to level-up MNOCs’ practices, and national oversight of MNOCs’ CSR budgets and practices.

Foreign direct investment (FDI) is a key option for economic growth in most, if not all, developing countries. However, not all developing countries are equally open to foreign investment. Some restrict foreign equity, while others encourage multinational corporations to enter their markets. Because FDI involves outsiders entering national markets and profits, it is very political. FDI can bring economic benefits, such as jobs and new technology, but it may also entail economic costs, such as increased competition for national businesses. FDI may also bring political costs, as governments that open to foreign equity may see a popular backlash. Most governments have policies to control FDI's entry into their markets. These policies have been inadequately explored in quantitative studies of FDI because of a lack of available data. This study seeks to rectify that problem by introducing a new set of data: The Foreign Equity Index. I develop a theory and model of FDI in developing countries framed by the logic of two-level games. FDI requires agreement between developing states and international firms, and therefore agreements are reached with influence from domestic-level political and economic factors, as well as international-level factors. FDI policies are an indication of developing countries win-sets, or range of agreements they are willing to accept when dealing with foreign multinational corporations. I test this theory quantitatively using the Foreign Equity Index, which covers 55 developing countries from 1976-2004. I first estimate the international and domestic factors that influence the degree of openness to FDI indicated by FDI equity policies in developing countries. I then test the effect these policies have on FDI inflows. I find that both domestic and international factors affect developing countries’ FDI policies, and in turn, policies are a significant factor determining the flow of FDI into national markets. I also explore the ways in which FDI policies have played a role in economic development strategies of El Salvador and Nicaragua. This research and the Foreign Equity Index should aid in a better understanding of foreign direct investment and growth in developing countries in general.

My thesis is describing corporate culture of american company based in Czech Republic. In the first chapter I am explaining theoretical terms which I am applying at the specific company in the last chapter. In the whole work I am specifying how it is important to cooperate between national cultures and the corporate culture. In the end I am suggesting few points which could be in the conmpany improved. The whole work is based on my personal experience.

This Diploma Thesis is about Internal Audit in Multinational Corporations in Energy Industry. The goal of this Diploma Thesis is to introduce Internal Audit in chosen Multinational Corporations. In each company is introduced emplacement of Internal Audit, process of Internal Audit and planning process of Internal Audit. Diploma Thesis also explores corrective actions, follow-up audits and fraud prevention program.

Problem: While the multinational teams consisting of members from different nationalities,backgrounds and cultures have advantages of diversity in the workplace, the differencesbetween team members can also pose the challenges. Our study focuses on InformationTechnology (IT) project teams in organizations located in Sweden. The rapid growth oftechnology and IT sector, increasing demand in IT professionals, and the knowledge ofwriting universal code allow people to work internationally regardless of citizenship.Therefore, the workforce in the IT sector is rapidly growing and diversifying — it ischaracterized by teams consisting of different nationalities. However, these differences incultures, languages and nationalities can complicate the communication processes betweenthe team members. Therefore, efficient cross-cultural communication within a team isessential for team collaboration and performance. Purpose: The study aims to find the significant issues in the process of adaptation to the newculturally diverse environment faced by immigrant professionals in IT project teams. Thestudy mainly focuses on an individual level, consequently expanding it to a collective level,as the related challenges refer to collaboration among the team members. Method: The study was conducted by interviewing immigrant professionals who have beenworking in IT project teams in the companies, located in Sweden. The participants belong tosix different nationalities and have worked in Sweden for approximately 2-8 years. They areall male aged between 30-33 years old. After the interviews, we can present findings, whichdemonstrate the points of similarity and difference. Conclusion: Technology, which is a significant factor in IT projects, constantly changes, andtherefore, IT project teams that work with innovation require high adaptability to explore newopportunities. That makes effective coordination and communication essential. In theculturally diverse team, managers should manage global mindset and cultural intelligence forindividuals to help team members in adaptation process. Cross-cultural training should beprovided to the migrant professionals in the team to avoid miscommunication based oncultural differences, hence overcoming challenges.

“Corporate social responsibility”, an unremittingly contested concept since its inception, has attracted global interest in a progressively integrated world economy. The aim of this study is to explore and critique recent claims of a move towards corporate social responsibility (CSR) initiatives by multinational mining corporations (MNMCs). Today, MNMCs are expected to promote and practice CSR for the socio-economic consequences of their activities in host countries. The study will also investigate how (if at all) host-country political and regulatory environments affect CSR initiatives undertaken by MNMCs. Previously, mineral developers merely insured full compliance with host-country environmental regulations. However, there is a growing recognition that full legal compliance is insufficient in meeting society’s demands with regards to mining issues. Thus, mineral developers are increasingly expected to gain a ‘social license to operate’ (SLO) from local communities in order to avoid potentially costly conflict and exposure to social risks. In order to achieve the aim of the study, a comparative-case analysis of the activities of the Anglo-American giant, AngloGold Ashanti in South Africa and Ghana will be employed. Furthermore, by drawing particular attention to CSR and SLO, the study will explore how international norms such as CSR evolve, are appropriated and sometimes operationalized by powerful actors and agents within the international system.

Student Number : 0411745T - MA research report - School of International Relations - Faculty of Humanities / The debate about companies in conflict zones and how they link with human rights violations has gained more attention recently in both business and International Relations. As a result of negative role played by some of Multinational Corporations (MNCs) in conflict zones, the profile of business in conflict prevention, governance and democratization has become more defined. This is due to the outcry concerning the activities of MNCs in conflict zones. The international community has vigorously campaigned for effective regimes to guide the conduct of MNCs in conflicts. The aim of this thesis is to figure out both direct and indirect role that the MNCs played in conflict areas such as Angola where there are massive abuse of human rights. The increase in foreign direct investment has created a myriad of opportunities for expansion within developing countries such as Angola, the study wants to make intense analysis of that expansion in zones of conflict as to whether companies are a force for good or not, deriving empirical evidence of Angola.

Thesis submitted in fulfilment of the requirements for the degree of (PhD) in the School of Law at the University of the Witwatersrand School of Law Faculty of Commerce, Law and Management University of the Witwatersrand, Johannesburg / Since the 1970s, when third world countries challenged the market-dominated international trade regime, the United Nations (UN) has been engaging without relent on how to fill the gap in business and human rights governance. The gap exists in countries with relaxed domestic regulatory regimes, where multinational corporations commit human rights violations without regional and institutional mechanisms to hold them accountable. From the draft codes, to the Global Compacts and the UN Draft Norms, the search failed to yield the desired result. In 2005, another move was made that produced a compendium of UN Guiding Principles on Business and Human Rights (UNGP) which was unanimously endorsed by the UN Human Rights Council (UNHRC) in May 2011. Although it has been argued that the endorsement fills the gap that has been missing in the quest for global corporate accountability, the search continues unabated at the UN forum albeit without the support of some powerful nations for a ‘binding international legal instrument’ that will regulate the activities of corporations with regard to human rights. However, while awaiting the outcome of the recent interrogation on the issue, the UNHRC passed a resolution that the implementation of the UNGP should commence. Since Africa is one of the continents greatly affected by this problem, this thesis considers how the African Union (AU) can develop a framework for corporate human rights responsibility and accountability in line with the UNGP. To this end this thesis proposes a mechanism that will engender a proper implementation of the UNGP; it argues that a new treaty process and implementation of the UNGP are simply different sides of the same coin and that they serve the same purpose. The thesis also considers the adequacy of the existing regulatory framework for corporate human rights accountability in Africa and explores the creation of an appropriate forum for the implementation of the UNGP. Choosing the AU as the suitable forum, this thesis endeavours to examine how some legal and policy-making institutions in the AU can be rejuvenated, overhauled and re-positioned in order to perform effective corporate accountability oversight to support the domestic and sub-regional systems. Furthermore, it attempts to provide possible remedies to victims of corporate human rights violations in Africa.