Whilst policies have now been implemented to create gender equality, there are other under-represented groups who experience significant barriers in reaching the top, and receive little support in tackling them – one of which, being migrants.
Many people are announcing the end of management. For some, management can no longer be viewed as the formalisation of delegated decision. For others, the increased complexity of companies implies that managers will disappear to give free rein to local initiatives.
Artificial intelligence is at the heart of every debate. Companies and governments alike are acquiring substantial resources to stay in the running against the American and Chinese giants.
From large groups to start-ups, virtual multicultural teams are no longer the exception. Employees are required to work remotely. They need to take time differences into account when they interact and internet communication limits their ability to decode messages.
One of the main features of the processes initiated by the expansion of digitalisation and the development of artificial intelligence, which is currently establishing itself as the only and inevitable means of “progress” in the future, is the desire to conquer and "ideologically" transform managers and organisations portrayed as "ill-adapted, or even obsolete".
Are you in touch with how your emotions at work impact the organisation or your co-workers? Are you able to regulate your feelings so as to make best use of them in a given situation? If so, you probably score well for emotional intelligence (EI)…. And surely that’s a good thing!
“They could see that I was there to make them grow”, “I can’t get my subordinates to do any work”, and so on. These types of comments from company managers in the French expatriate community raise serious questions about the way that they envisage relations with their foreign colleagues.
Trump, Brexit, the Occupy movement….Events in recent years have shown us that various groups of people around the world are disenfranchised and feel marginalised.
In their study to be published in the Journal of Business Ethics, Tawhid Chtioui and his co-authors evaluate the relationship between the appointment of women to CEO or Chair positions and firm performance, and shed light on the differences between family and nonfamily firms.
Why the development of a ‘physical self’ may not be the best antidote to change...