Browsing by Author "Harris, Hilary"

Now showing 1 - 6 of 6
  • Thumbnail Image
    ItemOpen Access
  • Thumbnail Image
    ItemOpen Access
    Developing Career Capital for Global Careers: The Role of International Assignments
    (Elsevier, 2005-11) Dickmann, Michael; Harris, Hilary
    Creating organizational processes which nurture global careers is a key task for global companies. International assignments are normally viewed as positive by both individuals and organizations for the development of global career competencies. This paper reports a qualitative study into the effects of international assignments on global careers. The research takes account of the dual dependency within global careers by contrasting individual and organizational perspectives. It highlights the importance of informal norms and develops a more nuanced picture of the impact of an international assignment on the career capital of individuals within one global organization.
  • Thumbnail Image
    ItemOpen Access
    Influence of work-family conflict on international postgraduate students with families in the UK
    (Cranfield University, 2006-09) Abdul Ghani, Rohayu; Harris, Hilary; Vinnicombe, Susan
    This thesis explores the international adjustment experience of international postgraduate students who have come to the UK to pursue postgraduate degrees with their families accompanying them. The focus of the study is to examine the influence of simultaneous demands from the work and family domains on the adjustment of these international postgraduate students to living in the UK. The work-family literature is drawn upon in developing a framework to examine international adjustment and what influence work-family conflict has on it. Cont/d.
  • Thumbnail Image
    ItemOpen Access
    Moving on Up
    (International Executive Development Programs, 2018-08-27) Turnbull James, Kim; Vinnicombe, Susan; Harris, Hilary
    This article shows how a practical approach, developed at Cranfield School of Management, can shift the dials on the numbers of women executives in organizations. We illustrate how we have used our Inclusive Talent Management template to guide our partnership with HSBC’s 80,000-strong global Operations, Services and Technology division (HOST). The HOST Executive Committee (ExCo) established a programme called Accelerating for Difference to create a strong pipeline of female talent and achieve greater female representation, particularly at the most senior levels.
  • Thumbnail Image
    ItemOpen Access
    New forms of international working
    (Cranfield University School of Management, 2000) Petrovic, Jelena; Harris, Hilary; Brewster, Chris
    The new forms of international working have emerged as a result of companies trying to answer the challenges coupled with the expatriate assignments. The alternative forms of the traditional assignment include shortterm, international commuter and frequent flyer assignments. As the number of international assignments continues to increase, and companies are increasingly adopting more flexible approaches to international assignments, it could be assumed that long-term assignments may now form only a small part of the total international workforce. This report represents summary of findings of the survey, and provides the background for the second stage of the research project. The second stage will consist of in-depth case studies in some of the participating companies, looking at the impact of these new developments from both the management and individual's perspective.
  • No Thumbnail Available
    ItemOpen Access
    Women in international management: an examination of the role of home country selection processes in influencing the number of women in international management positions
    (Cranfield University, 1997-02) Harris, Hilary; Vinnicombe, Susan; Brewster, Chris
    This thesis is concerned with understanding why women have such low participation rates on international management assignments. It questions the assumption that the main explanation for this phenomenon lies with factors extraneous to the home country organisational context; for instance, foreigners' prejudice; family constraints and women's own lack of interest. In view of the lack of research evidence to show that women fail once on international management assignments, the thesis explores the role of Human Resource Management practices within the home country headquarters' context, as a key factor in determining women's representation. In particular, it examines the role of the selection system for international assignments in limiting women's opportunities in this area. The research study takes a UK perspective due to the minimal research undertaken on women in international management within this country. A multi-stage research design was used in order to ascertain, firstly, the participation rate of women in international management and key barriers via a survey of UK-based international organisations. Semi-structured interviews were then held with women expatriates and International HR Directors as a result of which the focus on home country selection systems for international management assignments was developed. The main stage of the research consisted of an in-depth case study of the selection process for international management assignments within three organisations with differing levels of representation of women in international management positions. The case studies explored how the operation of different systems might lead to greater or lesser use of individual preferences by selectors, with resultant impacts on the numbers of women entering international management positions. The analysis of individual selectors' preferences was carried out with the use of Repertory Grid technique. Inherent gender bias in the constructs elicited from the Grids was analysed using Schein' s Descriptive Index. The main contribution of the thesis is the development of a conceptual model identifying a typology of selection systems for international management assignments which will assist both academics and practitioners to analyse the potential for bias within existing selection systems.