A study on management practices and manufacturing performance in India and Malaysia
18 Aug 2017-Journal of Asia Business Studies (Emerald Publishing Limited)-Vol. 11, Iss: 3, pp 278-295
TL;DR: The authors explored the relationship between management practices and manufacturing performance, based on evidence from India and Malaysia, two countries from the cultural area of Southern Asia, and found that the use of HPWPs in Indian culture led to better manufacturing performance than the use in Malaysian culture.
Abstract: Purpose
The purpose of this study is to explore the relationship between management practices and manufacturing performance, based on evidence from India and Malaysia – two countries from the cultural area of Southern Asia.
Design/methodology/approach
The authors theorized by drawing not only on the strategic human resource management (SHRM) literature but also on cross-cultural research. A total of 233 leaders constituted this study’s sample: 96 production leaders from 16 Indian companies and 137 production leaders from 16 Malaysian companies participated in the survey.
Findings
Some of the high-performance work practices (HPWPs) were effective across India and Malaysia. The use of HPWPs in Indian culture led to better manufacturing performance than the use of HPWPs in Malaysian culture.
Research limitations/implications
This study did not measure national culture itself but instead used a dummy-coded variable of country as its proxy. Not only can national culture explain varieties in management practices including HPWPs, but it can also interact with these practices to affect performance.
Practical implications
Indian and Malaysian managers can learn about their management practices from this, and they can learn about benefits they might bring to their workplaces if they manage through the use of HPWPs.
Originality/value
The authors’ research provides insight into the capability of national culture to moderate the relationship between HPWPs and manufacturing performance, even among two countries situated in the same region of Southern Asia.
Citations
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TL;DR: In this article, the authors explored the impact of chalta hai culture on the sustainability of business firms operating in India and provided a scientifically developed model that guided Indian firm managers through appropriate steps that dissuade stakeholders from exhibiting the behavioural traits and attitudes associated with chaltaa hai, highlighting along the way its detrimental effects on Indian business sustainability.
Abstract: Chalta hai (it is fine or it is acceptable) is an Indian cultural phenomenon that influences attitude towards work and business and diachronically adversely affects both. The purpose of this study is to explore its impact on the sustainability of business firms operating in India.,The research has firstly undertaken a theoretical study towards the development of appropriate hypotheses and a corresponding conceptual model, with emphasis on the effects of chalta hai culture as a moderator of the predictor-sustainability linkages. The model has been validated statistically through partial least square- structural equation modelling analysis of usable feedbacks from 349 respondents.,The research has concluded that the cultural notion of chalta hai impacts adversely the sustainability of business firms operating in India, with its effects being dominant.,The research has scholarly and executive implications, as well as socio-cultural implications. The sample, however, allows for conclusions to be drawn reliably but with limited generalizability. Additionally, only three predictors have been considered, bestowing upon future research the task of building on the present model through additional pertinent predictors and boundary conditions that will enhance its explanative power.,The research has provided a scientifically developed model that guides Indian firm managers through appropriate steps that dissuade stakeholders from exhibiting the behavioural traits and attitudes of chalta hai culture, highlighting along the way its detrimental effects on Indian business sustainability.,There is little research on the business impacts of chalta hai and regarding the sustainability perspective/focus. In addition, this is in sharp contrast to the spread and impact of the phenomenon. This research and its findings, therefore, are valuable with regard to both their wider context (“chalta hai” business effects) and their specific focus (sustainability).
16 citations
TL;DR: In this paper, the authors make use of the competing values framework (CVF) to understand the phenomenon of shifting investments from one country to another, in this case, from India to Dubai, in the real estate and infrastructure industry.
Abstract: The purpose of this paper is to highlight the fact that investors in the Asian region are shifting their investments from one country to another, in this case, from India to Dubai, in the real estate and infrastructure industry. While countries compete to get investments, competing “values” at the workplace may also influence in attracting the investments. This paper makes use of competing values framework (CVF) to understand this phenomenon and to provide research evidence about differences in workplace cultures in India and Dubai. It is proposed that differences in workplace cultures, besides other non-cultural factors, may influence this phenomenon of shifting of investments between the two countries.,It is an inductive study to investigate why investors are shifting investments from India to Dubai in the real estate and infrastructure industry. This paper further explores literature to support our claim that workplace cultural differences may be responsible for the shifting investments. Next, this paper identifies the instrument called organizational culture assessment instrument using CVF to collect data and plot the cultural profiles at the two country sites.,The findings suggest that workplace cultures in the two country locations are different and could be a reason for Indians to shift their investments to Dubai in the real estate and infrastructure sector. There are both cultural and non-cultural factors, which are responsible for the shift in global investments.,The study has several research implications. It highlights the possibility of a shift in global investments because of cultural and non-cultural differences at the workplace. Specifically, it provides evidence that workplace cultures are different in the two countries and could play a role in the competitiveness of firm and countries. This finding has implications for research in the fields of both strategy and international business.However, this is a preliminary study to explore a recent phenomenon and uses data from only one organization in two countries. Therefore, this paper accepts this as a limitation; however, it creates a potential for further exploration in many directions for future research.,Managers in multinational firms have to deal with subsidiaries in different countries with different cultures. While culture is not traditionally considered an important factor, the study highlights that it may have far-reaching influences on financial decisions. Therefore, managers need to understand cultures and create strategies to deal with diverse cultures.,It is perhaps the first attempt to investigate the workplace culture across India and Dubai in the real estate and infrastructure industry through empirical evidence. Further, in the context of shifting global investments across the two countries, it highlights the importance of workplace cultures towards economic and financial implications for countries in the Asian subcontinent.
10 citations
TL;DR: In this paper, the authors investigate and reflect upon the effects of personality traits on expatriate adjustment within the context of Malaysia's multicultural society, and find a positive relationship between both open-mindedness and adjustment as well as between flexibility and adjustment.
Abstract: This paper aims to investigate and reflect upon the effects of personality traits on expatriate adjustment within the context of Malaysia’s multicultural society.,Drawing on the multicultural personality questionnaire (MPQ) and extrapolating from the literature on expatriate adjustment, the authors introduce five hypotheses, which are then tested based on data derived from 101 expatriates working in Malaysia.,The results indicate a positive relationship between both open-mindedness and adjustment as well as between flexibility and adjustment. However, the authors did not observe any significant positive relationship between the three remaining MPQ personality traits and expatriate adjustment.,While various studies have investigated the relationship between personality and expatriate adjustment in an Asian context, the majority have been conducted in largely monocultural settings, or at least on the implicit assumption of a single societal culture within the host country. This paper contributes to the literature by exploring the relationship in the context of a multicultural Asian host country.
10 citations
TL;DR: In this paper, the impact of COVID-19 on mining activities in India's mining activities has been evaluated and 14 important factors and ten green recovery strategies have been identified from the literature survey and input from experts.
Abstract: Purpose This study aims to find and evaluate the impact of COVID-19 in India's mining activities. From the literature survey and input from experts, 14 important factors and ten green recovery strategies are identified. These 14 factors and 10 strategies are examined in a real industrial environment. Design/methodology/approach In this research study, fuzzy-complex proportional assessment is used to compare the identified strategies with the selected factors. Based on the outcome, this study identifies the optimum strategy that could assist the mining industry in handling both COVID-19 and sustainability issues. Findings The study's outcome reveals that a large group of workers, collapse of demand and disruption, and suffered contractual workers are the top three factors that need to be considered regarding COVID-19 and sustainability issues. Effective strategies for eco-innovation practices, an emphasis on health and safety, and environmental awareness, education and training are the three primary strategies to be implemented for the greatest impact. Originality/value This research study is the first of its kind to coordinate both issues of COVID-19 and sustainability. In this regard, this study sheds a timely light on the precautions that need to be taken in tackling COVID-19 and sustainability issues. This study's outcome will enhance the managerial capability in developing robust and effective strategies for handling difficult situations.
10 citations
18 May 2020
TL;DR: In this article, the authors proposed a model linking HRMPs (training and development, performance appraisal, and reward system) with job performance and found that these links may prompt organizations to adopt more focused strategies to enhance their employees' job performance.
Abstract: The article proposes Human Resource Management Practices (HRMPs) to enhance employee’s job performance. Researchers and practitioners have paid considerable attention to job performance because performance at individual level has desirable consequences on an organizations. From a strategic perspective, since organizations have a major influence on their human capital, incorporating organizational-level elements such HRMPs may facilitate our understanding of the interlocking relationships between HRMPs and employee performance. The aim of this paper is to review the extant literature and propose a model linking HRMPs (training and development, performance appraisal, and reward system) with job performance. Also discussed is the electrical and electronics sector in the Malaysian manufacturing context to support the proposed linkage. Findings from the review were then utilized to develop a research model for further testing. The key findings emerging from this review suggest that three HRMPs (training and development, performance appraisal, and reward system) are the key possible predictors of job performance that can strengthen or weaken HRMPsperformance relationships. These links may prompt organizations to adopt more focused strategies to enhance their employees’ job performance.
8 citations
Cites background from "A study on management practices and..."
...Empirical evidence reveal that employing supportive HRMPs can lead to improvement in employee’s job performance [5,6,7]....
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...In this regard, the strategic looking into Human Resource Management Practices (here after labelled as HRMP) training and development, performance appraisal and reward system is considered to be able to bring out the best in employees [5,6,7]....
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...These, (1) training and development, (2) performance appraisal, and (3) reward system [5,6,7]....
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...Training and development has been the formal efforts within organizations to improve their employee’s’ performance and self-fulfilment, particularly the use of different educational programs and procedures [6]....
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References
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
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