Business Networks in East Asian Capitalisms: Enduring Trends, Emerging Patterns builds on the foundational studies conducted in the 1990s by gathering contemporary empirical and theoretical chapters which explore these themes in a comparative perspective. The book includes contributions from authors working on the relationship between personal and business networks in countries including China, Singapore, Malaysia, Taiwan, Japan, South Korea, Vietnam, Laos, Cambodia, and Thailand. Authors emphasize enduring trends in social and business networks and/or track new emerging patterns, both within East Asian nations or between East Asia and other regions such as Europe, Africa, and the Americas.

This study, written in the context of its first publication in 1970, discusses and documents the invasion of privacy by the corporation and the social institution in the search for efficiency in information processing. Discussing areas such as the impact of the computer on administration, privacy and the storage on information, the authors assess the technical and social feasibility of constructing integrated data banks to cover the details of populations. The book was hugely influential both in terms of scholarship and legislation, and the years following saw the Data Protection Act of 1984, which was then consolidated by the Act of 1998. The topics under discussion remain of great concern to the public in our increasingly web-based world, ensuring the continued relevance of this title to academics and students with an interest in data protection and public privacy.

This edited collection examines the changing contours of Korean management and business, presenting recent scholarly research into this important Asian economic player. As one of the original 'Little Dragon' or 'Tiger' economies, South Korea has grown and prospered since the early years of the 1960s, and is now home to several major word-class multinational companies, such as Hyundai and LG, Samsung. In turn, it has developed a distinctive style of management, which derives from a shared Asian heritage but is nonetheless unique to South Korea. The collection covers a variety of themes, topics and issues from a range of perspectives and fields in management and business studies. This book was originally published as a special issue of Asia Pacific Business Review.

This study, written in the context of its first publication in 1970, discusses and documents the invasion of privacy by the corporation and the social institution in the search for efficiency in information processing. Discussing areas such as the impact of the computer on administration, privacy and the storage on information, the authors assess the technical and social feasibility of constructing integrated data banks to cover the details of populations. The book was hugely influential both in terms of scholarship and legislation, and the years following saw the introduction of the Data Protection Act of 1984, which was then consolidated by the Act of 1998. The topics under discussion remain of great concern to the public in our increasingly web-based world, ensuring the continued relevance of this title to academics and students with an interest in data protection and public privacy.

This volume looks at the relationship between society and human resource management (HRM) in China. In doing so it asks how representative the latter is of the former. The contributors argue that there needs to be a minimum degree of consonance between these two variables if HRM is to be sufficiently underpinned by social reality. It is only in a wider framework that 'people-management' in general - and in China in particular - can be fully understood, whether through theory or through practice. Society and HRM in China explores the changes in Chinese society over the last century and then goes on to analyse how these changes have shaped China's HRM. Arguably, HRM did not emerge from the void; it was shaped by the societal culture from which it sprung and the economic forces influencing its institutions and organizations. However, there is very little academic literature about the relationship between contemporary Chinese society and its HRM which isn't extremely specific. As such, much of the research in this collection is not only relatively representative but also highly cross-sectional. The contributions are all drawn from experts in the field across the disciplines, hailing from a diverse range of national origins and educational institutions. They cover a wide range of topics, approaches and emphases. This book was originally published as a special issue of The International Journal of Human Resource Management.

This volume sets out in search of what we call Confucian HRM in Greater China and beyond. It covers theory and practice not only in the People 's Republic of China but also in the Overseas Chinese (Nanyang) Diaspora, namely in Hong Kong and Taiwan, among others. It will seek to understand how far traditional Chinese culture and values continue to influence the degree to which the human resource management (HRM) as adopted in those cultural contexts has been implemented.

Confucian HRM in Greater China includes a wide range of concepts such as Confucian HRM, employee participation, family firms, guanxi, learning and job satisfaction, local labour markets, performance-based pay, training policies, and women 's roles in employment. A wide range of international contributors provide the reader with diverse theories, methodologies and perspectives, arguing that the continuity of traditional Chinese values is indeed still empirically observable in the contemporary practice of people-management in Greater China. The contributors are all experts in their fields who teach and research on HRM in many faculties throughout the world.

This book was originally published as a special issue of The International Journal of Human Resource Management.

This book examines the directions in which various structures and processes of management and business are moving in South East Asia, covering Indonesia, Malaysia, Thailand and Vietnam. It aims to update previous works in the field covering management and business in these countries. It goes on to deal with a wide variety of themes and issues, functional and practice areas, sectors and organisational types. Many key sectors are also covered, such as finance, retailing, telecoms, etc. The types or organisations covered range from multinational companies to state-owned enterprises. The contributors cover current and ongoing developments of these themes, particularly in the context of globalization.

The book also addresses the future directions management may be moving in this important part of the international economy. The authors are all experts in their fields and are all based in universities and business schools in the region, within the respective countries involved. The work is aimed at undergraduate and postgraduate students in business administration especially those on MBA programmes, development economics, management studies and related fields, as well as lecturers in those subjects and researchers in the field.

This book was published as a special issue of Asia Pacific Business Review.

Whither Chinese management? The Middle Kingdom has come a long way since the economic reforms were introduced after 1978. As ownership has opened up and has become more fragmented, the state-owned firms no longer dominate the scene, nor does their management model. Managing has also become more complex and diversified, as well as more professional. This book asks what the next steps are likely to be and will assess the current directions in which Chinese managers are developing, as its economy slows down in the face of global uncertainty. It aims to update previous works in the field covering business and management in these countries. It covers a wide range of topics, including banking, competition, employee satisfaction, expatriates, industrial relations, HRM, organization, SMEs, social responsibility, strategic sourcing, trust and so on. The book also asks in which future directions management may be moving in this important part of the international economy. The authors are all experts in their fields and are all based in universities and business schools in countries such as Australia and the UK, among others. The work is aimed at undergraduate and postgraduate students in business administration especially those on MBA programmes, as well as those studying development economics, management studies and related courses, including lecturers in those subjects. This book was published as a special issue of Asia Pacific Business Review.

This edited work attempts to ?make sense? of recent developments in the field of Human Resource Management in the People's Republic of China. It attempts to see how the paradoxes and contradictions engendered by contemporary Chinese society are being resolved in the enterprises and workplaces of the Middle Kingdom. The book starts with an overview of the literature, then follows with a selection of micro-oriented, concerned with topics like recruitment and retention, then macro-oriented empirical studies, a number of the latter dealing with strategic as well as performance issues, with last, those comparing sets of societal cultural values. It attempts a synthesis of what has emerged from recent research on the ?harmonious society?.

These contributions from authors based in universities in eight countries, in Australia, Canada, China, Hong Kong, Japan, Taiwan, United Kingdom and USA, cover a wide range of research on HRM, from the micro- to the macro-. Six of them teach and/or research at campuses on the Mainland. Their empirical, field-based research covers the last half-decade and presents a robust picture of both what practitioners have adopted and how researchers have tried to ?make sense? of what they have investigated.

This book was based on a special issue of Intl Journal of Human Resource Management.

Five years into World Trade Organization membership, how is China's system of people-management adaprting to the changing world? This edited book provides an up-to-date, state-of-the-art overview of current theory and practice of human resource management, 'with Chinese characteristics'. The latter is a phrase used to refer to the specific cultural, institutional and social setting in which such management structures and processes are to be found in the 'Middle Kingdom'. As the People's Republic of China becomes inexorably linked to the international economy and increasingly faces the challenges of globalization, its enterprises and their managers have to adapt to pressures to conform to external human resources and employment norms, whilst at the same time conforming to internal labour laws and socio-political demands. The tension between these two sets of factors provides an arena in which human resource managers, as well as workers, have to cope, perform and survive. The papers included in this collection are all based on empirical on-site research by specialists in the field. They deal with such HRM-related topics are expatriates, family demands, human capital, joint ventures, labour disputes, organizational commitment, psychological contracts, social networks, work behaviour and the like. The authors of the papers covered in the book come from a variety of backgrounds and university affiliations in Australia, Canada, Finland, Hong Kong, Japan, People's Republic of China, United Kingdom and United States of America.

Contents:
1. Introduction: Culture and Management in Asia Malcolm Warner 2. Culture and Management in China John Child and Malcolm Warner 3. Culture and Management in Hong Kong SAR Jan Selmer and Corinna de Leon 4. Culture and Management in India Pawan S. Budwar 5. Culture and Management in Indonesia Ashar Munandar 6. Culture and Management in Japan Philippe Debroux 7. Culture and Management in Malaysia Wendy A. Smith 8. Culture and Management in Pakistan Shaista E. Khilji 9. Culture and Management in Philippines Jan Selmer and Corinna de Leon 10. Culture and Management in Singapore Charles M. Hampden-Turner 11. Culture and Management in South Korea Chris Rowley and Jongkseok Bae 12. Culture and Management in Taiwan Wen-chi Grace Chou 13. Culture and Management in Thailand Vinita Atmiyanandana and John J. Lawler 14. Culture and Management in Vietnem Ying Zhu

Contents:
Volume I: North American Management Preface Introduction: Comparative Management Revisited Part I, Comparative Management Models: 1. K. Roberts, On looking at an elephant: an evolution of cross-cultural research related to organizations 2. D. Hickson et al, Grounds for comparative organization theory: quicksands or hard-core? 3. G. Hofstede ,Motivation, leadership and organization: do American theories apply abroad? 4. C.R. Littler, A comparative analysis of managerial structures and strategies (Britain, Japan, US and Germany) 5. M. Warner, Industrialization, management education and training systems 6. M. Chen, Major comparative management models Part II, US Management (with comparisons elsewhere): 7. A.D. Chandler Jr., Management decentralization: an historical analysis 8. Patterns in the role of the manager 9. F.A. Heller and L.W. Porter, Perceptions of managerial needs and skills in two national samples (in UK and USA) 10. J.H.K. Inkson et al, A comparison of organization structure and managerial roles in Ohio, USA, and the Midlands, England 11. W. Lazonick, Strategy and structure and management development in the United States and Britain 12. B.W. Carroll, Systemic conservatism in North American organizations 13. P.B. Doeringer et al, Restructuring managerial and professional work in large (US) corporations 14. B. Kogut, National organizing principles of work and the erstwhile dominance of the American multinational corporation 15. F. Heller , A multinational study of decision-making: the relationship between competence and participation 16. S. Beechler and A. Bird, The best of both worlds? Human resource management practices in US-based Japanese affiliates 17. I. Cutcher-Gershenfled and A. Verma, Joint governance in North American work places: a glimpse of the future or the end of an era? 18. T. Kochan and L. Dyer, HRM: an American view Volume II: European Management Part I, Western Europe: 1. F.A. Heller and B. Wilpert, Limits to participative leadership: task, structure and skill as contingencies - German-British comparison 2. J. Child and A. Kieser, Organization and managerial roles in British and West German companies: an examination of the culture-free thesis 3. M. Maurice, A. Sorge and M. Warner, Societal differences in organizing manufacturing units: a comparison of France, West Germany and Great Britain 4. G. Mallory et al, Implanting decisionmaking: American-owned firms in Britain 5. S. Ackroyd, G. Burrell, M. Hughes and A. Whitaker, The Japanisation of British Industry 6. C. Lane, Industrial reorganization in Europe: patterns of covergence and divergence in Germany, France and Britain 7. R. Calori, Markets and managers (in Europe) 8. J-L. Barsoux and P. Lawrence, Countries, cultures and constraints (in European business).

Concurrent with the increasing complexity of the field of management, the need to re-examine the foundations from which its theories have advanced has become ever more important and useful. The Oxford Handbook of Management Theorists examines and evaluates the contributions that seminal figures, past and present, have made to the theory of management by providing in-depth, up-to-date, and detailed scholarly analysis of their ideas and influence. Chapters by leading management and management history scholars explore the origins of each thinker or school of thought and their ideas, and discuss the significance and influence in a broader framework. The Handbook contextualises each theorist and their theories, analysing their actions, interactions, and re-actions to contemporary events and to each other. It is arranged in three parts: pioneers of management thinking from Frederick Taylor to Chester Barnard; post-war theorists, such as the Tavistock Institute and Edith Penrose; and the later phase of Business School theorists, including Alfred Chandler, Michael Porter, and Ikujiro Nonaka. This book will be essential reading for anyone interested in how and why management ideas have emerged, and the ways in which they are currently developing and will evolve in the future.

How do Chinese managers learn to do their job? Management training has become a vital necessity for China under the economic reforms. This book examines industrial and management training in the PRC, based on empirical study of the institutions involved both at post-experience and university level. It covers the period 1979 to 1989 during the "Open Door" policy, as China has tried to modernize its industry.

This book explores the importance of entrepreneurs in driving economic growth as the world economy grows and becomes more integrated and more challenging. It examines the situation in both advanced and developing countries and shows how the entrepreneurial orientation of the founders of small and medium sized enterprises has resulted in phenomenal growth, often fuelled by innovation and new technologies. It contrasts the experiences of Chinese family business in China and among the overseas Chinese with the experiences of family businesses in the United States and Europe. One important conclusion is that there has been a noticeable fall in entrepreneurial proclivity in the advanced economies, in contrast to the position in emerging economies.

Based on extensive research, this comparative study examines the past, present and future of management in the transitional economies of East and Central Europe, Russia, the People's Republic of China, and Vietnam. It discusses the nature of the transition process, identifying different transition paths, highlighting common features and outlining useful theoretical approaches. Each chapter covers a wide range of aspects of management in the countries covered, including details of the historical and cultural background, the transition process, and both external and internal factors, and the macro and micro situation. Its multidisciplinary approach, makes this book suitable for both a practitioner and an academic readership

This book explores the importance of entrepreneurs in driving economic growth as the world economy grows and becomes more integrated and more challenging. It examines the situation in both advanced and developing countries and shows how the entrepreneurial orientation of the founders of small and medium sized enterprises has resulted in phenomenal growth, often fuelled by innovation and new technologies. It contrasts the experiences of Chinese family business in China and among the overseas Chinese with the experiences of family businesses in the United States and Europe. One important conclusion is that there has been a noticeable fall in entrepreneurial proclivity in the advanced economies, in contrast to the position in emerging economies.

This book examines the diffusion of economic ideas in East Asia, assessing the impact of external ideas on internal theory and practice. It considers economists from Adam Smith onwards, including Marx, Keynes, Hayek and contemporary economists, and covers the subject both historically and also includes present day and likely future developments. The book covers all the major countries of East Asia, and pays particular attention to specific economists who have had a strong impact in specific countries, and to important developments in economic theory in East Asia, exploring how far these have been driven by Western economic ideas. This book will be welcomed by students and scholars of East Asia and South-east Asia, as well as those interested in economics, economic history and management.

This book explores the diversity and dynamism of China 's workplaces and of the wider labour market experiences of its workforce. Drawing on the authors extensive recent research, it considers a diverse range of issues and types of workplaces. These changes include: the continuing spread of market-oriented human resource management across public and private sector organisations; greater employment rights for workers; local diversity in regulatory control alongside the governmental priority of a harmonious society; persistent shortages of skilled labour co-existing with vast underemployment amongst the unskilled; uneven access to education and training across regions; and changes in union behaviour and influence.

Unlike other studies - which tend to assume changes to management, work and employment are relatively uniform across modernising parts of the economy - this book conveys the rich variety among contemporary China 's local labour markets by looking at them, and the institutions that influence them, from the bottom-up. It focuses on other under-explored but emerging phenomena such as family-owned firms, the role of private services businesses, and the emergence of employer associations.

The quality of its business leadership is a key issue for the future development of Asia's economies. Although Asia's economies have grown spectacularly in recent decades, they are currently facing increasing challenges. This book explores the current state of business leaders and leadership in Asia. It demonstrates that there is no single model of Asian business leadership, and that Western models often do not fit easily alongside Asian cultural values. It discusses how relatively developed Asian economies - Japan, Korea, Taiwan and Singapore, and former socialist economies - China and Vietnam - all have different types of business leadership challenges at present. The book concludes by assessing how business leadership in Asia is likely to develop in future.

This book examines the diffusion of economic ideas in East Asia, assessing the impact of external ideas on internal theory and practice. It considers economists from Adam Smith onwards, including Marx, Keynes, Hayek and contemporary economists, and covers the subject both historically and also includes present day and likely future developments. The book covers all the major countries of East Asia, and pays particular attention to specific economists who have had a strong impact in specific countries, and to important developments in economic theory in East Asia, exploring how far these have been driven by Western economic ideas. This book will be welcomed by students and scholars of East Asia and South-east Asia, as well as those interested in economics, economic history and management.

This edited volume first considers the economic background of the recent changes in HRM in the People's Republic of China from 1978 to the present day, exploring the change from a command economy to a more market-led one. It then goes on to look at the demise of so-called 'iron rice bowl' policy once dominated by a Soviet-inspired Personnel Management model to one now characterized by possibly Japanese, as well as Western-influenced HRM, albeit with what are widely described as 'Chinese characteristics'. Finally, it concludes with a comparative analysis of the contributions in the book on China vis-a-vis an appraisal of these with the national HRM systems of Japan and South Korea. This volume was previously published as a special issue of the International Journal of Human Resource Management.

This book presents a comprehensive analysis of the similarities and differences of contemporary human resource management systems, processes and practices in the two increasingly important economic great powers in Asia. It covers the full range of human resource management activities, including recruitment, retention, performance management, renumeration, and career development, discusses changing industrial relations systems, and sets the subject in its historical, social and cultural contexts. It examines newly emerging strategies, and asssesses the extent to which human resource management systems in the two countries are coverging or diverging.

This book explores the diversity and dynamism of China's workplaces and of the wider labour market experiences of its workforce. Drawing on the authors' extensive recent research, it considers a diverse range of issues and types of workplaces. These changes include: the continuing spread of market-oriented human resource management across public and private sector organisations; greater employment rights for workers; local diversity in regulatory control alongside the governmental priority of a 'harmonious society'; persistent shortages of skilled labour co-existing with vast underemployment amongst the unskilled; uneven access to education and training across regions; and changes in union behaviour and influence. Unlike other studies - which tend to assume changes to management, work and employment are relatively uniform across modernising parts of the economy - this book conveys the rich variety among contemporary China's local labour markets by looking at them, and the institutions that influence them, from the bottom-up. It focuses on other under-explored but emerging phenomena such as family-owned firms, the role of private services businesses, and the emergence of employer associations.

China has become one of the fastest-growing economies ever seen in the world in recent times. In the last three decades, China has transformed itself from a command economy to a market one, albeit a nominally socialist one, and its management systems have been reformed accordingly. In the light of these changes, Malcolm Warner, one of the leading authorities on management in China, explores the past, present and future of Chinese management. The first part of the work examines the history of management practices in the 'Middle Kingdom', outlining the influence of traditional Chinese values, especially the Confucian inheritance, and the legacy of the imperial bureaucracy with its meritocratic examination system, as well as the role of industrialization and the influx of foreign-owned businesses in the late nineteenth century and the twentieth century. It next goes on to consider the current state of China's management, showing how a new breed of manager has evolved since the beginning of Deng Xiaoping's reforms in the late 1970s and 1980s. The resulting impact of this strategy which has continued into the 1990s and the 2000s, up to the present day, is then examined. The final part of the book concludes with reflections on how management in China is likely to develop in the near future, especially on how far it will converge with global practices or to what degree an indigenous form of management 'with Chinese characteristics' will prevail.