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Diversity and career patterns of top management teams with a focus on eastern europe

Bibliographic Details
Authors and Corporations: Küpper, Anja
Title: Diversity and career patterns of top management teams with a focus on eastern europe
Dissertation Note: Dissertation, HHL Leipzig Graduate School of Management, 2021
Type of Resource: E-Book Thesis
Language: English
published:
2022
Online-Ausg.. 2022
Subjects:
Source: Qucosa
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520 |a With the ongoing globalization and changes in the economic environment, organizations need to be flexible and adaptable towards new situations and opportunities. In a context where firms strategically reach across national borders, firms are encountering differing cultural backgrounds. Multinational corporations (MNCs) are confronted with the question of how to fill executive positions. The need for employees with international expertise arises to reap the advantage of nationality diversity by matching the complexity of the global environment with the right level of board capital. Such firm managers must work in increasingly international contexts and cross-cultural environments. Scholars have regarded diversity as an essential element that helps organizations and their executives to deal with uncertainties arising from globalization. (Koles 2014). The top executives of an organization are regarded as an essential criterion for firm´s success. Top managers have considerable influence over the fate of the organizations they lead. These trends have led to increasing instability in classic employment relationships and show greater diversity and mobility within organizational and occupational boundaries (Dokko/Wilk/Rothbard 2009; Greenhaus/Callanan 2012; Biemann/Zacher/Feldman 2012; Koch et al. 2017). This dissertation further aims at advancing our empirical understanding of top managers diversity, internationalisation and their careers. The three research manuscripts that form the core of this thesis advance research on top managers in several ways and extend knowledge in the area of executive characteristics. All three manuscripts are anchored in the European context and address topics that are relevant yet underexplored in extant, mostly centred in the US and Western economies top management literature (Tosi/Greckhamer 2004; Carter et al. 2009; Boyd et al. 2012; Dauth 2012). 
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contents With the ongoing globalization and changes in the economic environment, organizations need to be flexible and adaptable towards new situations and opportunities. In a context where firms strategically reach across national borders, firms are encountering differing cultural backgrounds. Multinational corporations (MNCs) are confronted with the question of how to fill executive positions. The need for employees with international expertise arises to reap the advantage of nationality diversity by matching the complexity of the global environment with the right level of board capital. Such firm managers must work in increasingly international contexts and cross-cultural environments. Scholars have regarded diversity as an essential element that helps organizations and their executives to deal with uncertainties arising from globalization. (Koles 2014). The top executives of an organization are regarded as an essential criterion for firm´s success. Top managers have considerable influence over the fate of the organizations they lead. These trends have led to increasing instability in classic employment relationships and show greater diversity and mobility within organizational and occupational boundaries (Dokko/Wilk/Rothbard 2009; Greenhaus/Callanan 2012; Biemann/Zacher/Feldman 2012; Koch et al. 2017). This dissertation further aims at advancing our empirical understanding of top managers diversity, internationalisation and their careers. The three research manuscripts that form the core of this thesis advance research on top managers in several ways and extend knowledge in the area of executive characteristics. All three manuscripts are anchored in the European context and address topics that are relevant yet underexplored in extant, mostly centred in the US and Western economies top management literature (Tosi/Greckhamer 2004; Carter et al. 2009; Boyd et al. 2012; Dauth 2012).
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spelling Küpper, Anja, Diversity and career patterns of top management teams with a focus on eastern europe, 2022, txt, nc, Online-Ausg. 2022 Online-Ressource (Text) Sächsische Landesbibliothek – Staats- und Universitätsbibliothek Dresden, Dissertation HHL Leipzig Graduate School of Management 2021, With the ongoing globalization and changes in the economic environment, organizations need to be flexible and adaptable towards new situations and opportunities. In a context where firms strategically reach across national borders, firms are encountering differing cultural backgrounds. Multinational corporations (MNCs) are confronted with the question of how to fill executive positions. The need for employees with international expertise arises to reap the advantage of nationality diversity by matching the complexity of the global environment with the right level of board capital. Such firm managers must work in increasingly international contexts and cross-cultural environments. Scholars have regarded diversity as an essential element that helps organizations and their executives to deal with uncertainties arising from globalization. (Koles 2014). The top executives of an organization are regarded as an essential criterion for firm´s success. Top managers have considerable influence over the fate of the organizations they lead. These trends have led to increasing instability in classic employment relationships and show greater diversity and mobility within organizational and occupational boundaries (Dokko/Wilk/Rothbard 2009; Greenhaus/Callanan 2012; Biemann/Zacher/Feldman 2012; Koch et al. 2017). This dissertation further aims at advancing our empirical understanding of top managers diversity, internationalisation and their careers. The three research manuscripts that form the core of this thesis advance research on top managers in several ways and extend knowledge in the area of executive characteristics. All three manuscripts are anchored in the European context and address topics that are relevant yet underexplored in extant, mostly centred in the US and Western economies top management literature (Tosi/Greckhamer 2004; Carter et al. 2009; Boyd et al. 2012; Dauth 2012)., Top Management, Tmt Diversity, Tmt Internationality, Upper Echelon Theory, Unternehmensvorstände, Diversität, Internationalität, Upper Echelon Theorie, Hochschulschrift gnd-content, text/html https://nbn-resolving.org/urn:nbn:de:bsz:14-qucosa2-772983 Online-Zugriff
spellingShingle Küpper, Anja, Diversity and career patterns of top management teams with a focus on eastern europe, With the ongoing globalization and changes in the economic environment, organizations need to be flexible and adaptable towards new situations and opportunities. In a context where firms strategically reach across national borders, firms are encountering differing cultural backgrounds. Multinational corporations (MNCs) are confronted with the question of how to fill executive positions. The need for employees with international expertise arises to reap the advantage of nationality diversity by matching the complexity of the global environment with the right level of board capital. Such firm managers must work in increasingly international contexts and cross-cultural environments. Scholars have regarded diversity as an essential element that helps organizations and their executives to deal with uncertainties arising from globalization. (Koles 2014). The top executives of an organization are regarded as an essential criterion for firm´s success. Top managers have considerable influence over the fate of the organizations they lead. These trends have led to increasing instability in classic employment relationships and show greater diversity and mobility within organizational and occupational boundaries (Dokko/Wilk/Rothbard 2009; Greenhaus/Callanan 2012; Biemann/Zacher/Feldman 2012; Koch et al. 2017). This dissertation further aims at advancing our empirical understanding of top managers diversity, internationalisation and their careers. The three research manuscripts that form the core of this thesis advance research on top managers in several ways and extend knowledge in the area of executive characteristics. All three manuscripts are anchored in the European context and address topics that are relevant yet underexplored in extant, mostly centred in the US and Western economies top management literature (Tosi/Greckhamer 2004; Carter et al. 2009; Boyd et al. 2012; Dauth 2012)., Top Management, Tmt Diversity, Tmt Internationality, Upper Echelon Theory, Unternehmensvorstände, Diversität, Internationalität, Upper Echelon Theorie, Hochschulschrift
title Diversity and career patterns of top management teams with a focus on eastern europe
title_auth Diversity and career patterns of top management teams with a focus on eastern europe
title_full Diversity and career patterns of top management teams with a focus on eastern europe
title_fullStr Diversity and career patterns of top management teams with a focus on eastern europe
title_full_unstemmed Diversity and career patterns of top management teams with a focus on eastern europe
title_short Diversity and career patterns of top management teams with a focus on eastern europe
title_sort diversity and career patterns of top management teams with a focus on eastern europe
topic Top Management, Tmt Diversity, Tmt Internationality, Upper Echelon Theory, Unternehmensvorstände, Diversität, Internationalität, Upper Echelon Theorie, Hochschulschrift
topic_facet Top Management, Tmt Diversity, Tmt Internationality, Upper Echelon Theory, Unternehmensvorstände, Diversität, Internationalität, Upper Echelon Theorie, Hochschulschrift
url https://nbn-resolving.org/urn:nbn:de:bsz:14-qucosa2-772983
urn urn:nbn:de:bsz:14-qucosa2-772983