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dc.contributor.authorRoss, Peteren_US
dc.contributor.authorBüchner, Lutz Michaelen_US
dc.contributor.editorErdener Kaynaken_US
dc.date.accessioned2017-05-03T12:52:23Z
dc.date.available2017-05-03T12:52:23Z
dc.date.issued2010en_US
dc.date.modified2010-09-09T22:33:05Z
dc.identifier.issn10669868en_US
dc.identifier.doi10.1080/10669860903558268en_AU
dc.identifier.urihttp://hdl.handle.net/10072/32238
dc.description.abstractThis article analyses the competing demands faced by Deutsche Telekom for global consistency and local responsiveness as it attempted to coordinate its human resource management strategies across its Eastern European subsidiaries. It considers the degree to which the former economic and political histories of Eastern Europe continue to influence and=or constrain multinational corporation strategies and practices in the post-2000 era. Institutional path dependency, strategic international human resource management, and international industrial relations theories are used to assist in analyzing the data. The study concludes that managerial constraints associated with the historical and economic legacies of these former socialist countries are rapidly declining, thereby allowing multinational firms to implement ''Western-style'' human resource management strategies. It further suggests that industrial relations institutions at the European Union level, rather than individual country level, have the greatest potential to impact on international human resource management strategies in the region. Multinational corporations should therefore engage in more-integrated strategic international human resource management and international industrial relations approaches.en_US
dc.description.peerreviewedYesen_US
dc.description.publicationstatusYesen_AU
dc.languageEnglishen_US
dc.language.isoen_AU
dc.publisherRoutledgeen_US
dc.publisher.placeUnited Statesen_US
dc.relation.ispartofstudentpublicationNen_AU
dc.relation.ispartofpagefrom45en_US
dc.relation.ispartofpageto66en_US
dc.relation.ispartofissue1en_US
dc.relation.ispartofjournalJournal of East-West Businessen_US
dc.relation.ispartofvolume16en_US
dc.rights.retentionYen_AU
dc.subject.fieldofresearchHuman Resources Managementen_US
dc.subject.fieldofresearchcode150305en_US
dc.titleGlobal Consistency Versus Local Responsiveness: Deutsche Telekom’s Human Resource Management Strategies in Central and Eastern Europeen_US
dc.typeJournal articleen_US
dc.type.descriptionC1 - Peer Reviewed (HERDC)en_US
dc.type.codeC - Journal Articlesen_US
gro.date.issued2010
gro.hasfulltextNo Full Text


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