Small and Medium Scale Business Marketing Strategies and Ideas Essay Example for Free

Small and Medium Scale Business Marketing Strategies and Ideas Essay Also, I will like to thank my parents for their immense provision and support. I will like to appreciate Pressy Ebimobowei Waratimi the Deputy CEO and founder of Rakeone Music, Rakeone Films and Rakeone TV for his immense support. I like to thank Slimface Ebiye Romeo the CEO of Romeos Artisthood. My express deep gratitude goes to my lovely friends Midian-Dicey Biyen, Kio Mikietuoniso, Gabriel Alari Benson, Samuel Oluku, Itong Washington Uwowa, Babema Tonye Amaye with others too numerous to mention. DEDICATION This book is dedicated to God Almighty. COPYRIGHT RESERVED I would be revealing to you in this free article various strategies on how to go about marketing your business to your business area, city, state, country and the world at large. The essence of this, is to fetch you many customers inorder to boost your income. I would be revealing to you also, online business marketing (E marketing) strategies. One of the smartest things a small or medium business owner can do for their business is to take the time to develop a marketing plan that will set them apart from their competitors. MARKETING PLAN One of the smartest things a small or medium business owner can do for their usiness is to take the time to develop a marketing plan that will set them apart from their competitors. A marketing plan clearly outlines how you will reach your ideal clients by effectively implementing your marketing strategy. You can choose marketing strategies below to make up your marketing plan. 1 MARKETING STRATEGIES AND IDEAS The various strategies and ideas on how to go about marketing your small or medium scale business are therefore explained below; MARKETING MATERIALS 1. Create or update your business cards. 2. Make your business card stand out from the rest. 3. Create or update your brochure fliers and stickers. . Create your website, wordpress or a blogspot. 5. Create a digital version of your brochure for your website, wordpress or blogspot. IN-PERSON NETWORKING 1. Register and attend a business conference. 2. Introduce yourself to other local business owners. 3. Plan a local business workshop or conference to showcase your product or service. 4. Rent a booth at a trade show and showcase your product. ADVERTISING 1. Advertise on the radio: Many people think it is very expensive to advertise on the radio. I assure you it is definitely not, why not go and take a survey at various Radio Stations. 2. If you have the money you can advertise on a billboard. 3. Use stickers to advertise on your car, or you can give to people to put on their cars. 2 4. Advertise in your local news paper. You can go for a cheap rate; it’s not all that expensive. 5. Advertise on a local TV station. COUPONS AND INCENTIVES Coupon simply means a voucher or ticket entitling the holder to a discount off a particular product. According to www. businessdictionary. com Incentive simple means a monetary gift or bonus given to an employee based on his or her performance, which is thought of as one way to entice the employee to continue delivering positive results. . Start a contest. 2. Create a coupon. 3. Create a buyer reward program by using the created coupon. 4. Give out free gifts mostly towards the end of the year. RELATIONSHIP BUILDING 1. Send out a customer satisfaction survey. 2. Help promote or volunteer your time for charity event. 3. Send birthday sms or holiday sms to your clients. EMPLOYEE B EHAVIOUR 1. Train your staffs on how to welcome, approach and be of a good behaviour to your clients. This will go a long way to bring more clients. 3 OFFICE OR SHOP APPEARANCE The appearance of your office or shop should be arranged well and not in a scattered manner you know what I mean. Your office or business premises should be painted with a very nice colour and should be repainted if the painted is faded or dirtied. SOCIAL MEDIA MARKETING 1. Get started with social media for business. 2. Create a facebook page. 3. Create a twitter account. 4. Create a facebook group. 5. Create a facebook ad (they do charge money). 6. Create account on different online forums, e. g. www. advertise. ng. com, www. nigerianbusinessforums. com, www. gnbo. com. ng, www. nairaland. com, www. naijagreen. com www. hopenigeria. com, www. nairaland. com, www. forumotion. com, www. nigerianbestforum. com, www. ebsitenigera. com, www. allnigeriansites. com, www. newnigerians. com, www. allnigeria. com, www. perfspot. com, www. nigerdeltaforum. com, www. nairasource. com, www. boomdizzle. com, www. veengle. com, www. zimbio. com, www. naijavoice. com, www. vanguardngr. com, www. allnaija. com, www. afroterminal. com, www. naijafinder. com, www. onlinenigeria. com, www. nigerianwebsuccess. com, www. naijaurban. com, www. naijaelites. com, www. naijacyberforum. com, www. habnaija. com, www. gistmania. com All you need do is to create an account†¦. log unto it†¦. go to business forum†¦Ã¢â‚¬ ¦click on it and click on start new topic†¦.. Post about your 4 business†¦.. don’t forget to include your phone number and email. INTERNET MARKETING 1. Create account with www. youtube. com 2. Upload your business video advertisement (The one you give to TV stations): Steps – After creating account with youtube†¦Ã¢â‚¬ ¦. Log unto youtube with your email and password†¦. look around the website you will see upload†¦.. click on it†¦Ã¢â‚¬ ¦a screen will show up asking you to choose a file, go to where you save the video file and click ok†¦.. enter a title†¦Ã¢â‚¬ ¦. after upload is finished you will be given a link†¦.. you can copy and paste the link to your facebook wall, page and group. . Online Business Directory Listings: All you need do is to go to the various online business directories listing 5 websites that I will give to you below, you can find more yourself. Each country has their own. Online business directory listing is an online business website showing different kin ds of businesses, companies, firms (including their various info, addresses, phone numbers, etc). With these an individual can go to this websites to look for a company that can do a specific job for him or her, take the phone number and call or can take your address and locate your office. Online business directory will drive some of its visitors to your business. Note: One of the workers of the websites might contact you inorder to get some info from you before your company, business, firm can be listed in their websites. This is free of charge. The websites are; www. vconnect. com, www. nigerianyellowpages. com, www. onlinebusinessdirectorynigeria. com, www. nigeriangalleria. com, 5 www. lagosdirectoryonline. com, www. mynigeriareview. com, www. nigeriapagesonline. com, www. uknigeriabusinesses. com, www. nigerianbusinesspages. com, www. ngclassified. om, www. naijaonlinemart. com, www. finelib. com. EMAIL MARKETING 1. Have an email list of your clients 2. Start and send a free monthly email newsletter to your emails. CONCLUSION: You can make your marketing plan by choosing any of the various marketing strategies. If you can afford, you can do hire a marketing consultant, public relations professional, internet guru, etc to help you in the given marketing strategies. THE END Thanks for reading, I hope this will go a long way in helping you plan for your Business Marketing. GOD BLESSES YOU Contact me via 08136194354 6

Analysis of 1997 U.S. Macroeconomic Predictions :: essays papers

Analysis of 1997 U.S. Macroeconomic Predictions The U.S. economy ended 1996 at a blistering pace of 4.7% growth rate of real GDP in the fourth quarter. Despite this strong growth, the inflation rate remained relatively low in fact the CPI showed its lowest core growth rate in the last 34 years. This low inflation along with low unemployment finished off a very healthy year for the U.S. economy. These numbers seem to indicate a positive trend for the U.S. economy in 1997. Real GDP is expected to grow at a strong to moderate rate of 2.25%, with CPI rising around 3% and the unemployment rate between 5.25-5.5%. In order to see how these projections were arrived at it is most important to look at the factors that make up real GDP. Consumption, Investment, Government Spending, and Net Exports. When these factors are analyzed separately the overall picture of real GDP becomes clearer. The growth rate of real GDP is important because it tells us the rate that the economy is growing. Once the rate of growth is determined, we will be able to look at the predictions for interest rates, unemployment, and inflation, since all of these are heavily influenced by the growth rate of real GDP. Real GDP is the market value of all goods and services produced in a given year. It is the most important measure of growth in an economy. Since a dollar of production is equal to a dollar of income, real GDP not only gives an idea of production but also of the well being of the society in general. It is not enough simply for real GDP to rise, it must rise at a healthy rate (around 2.0%) each year in order for there to be enough jobs for new entrants into the labor force. If real GDP falls or fails to rise enough, unemployment will increase and the overall standard of living will fall. However, if real GDP rises too much inflation may occur which also lowers people’s standard living by eroding their purchasing power. In 1997, real GDP in the United States is expected to grow at an annual rate of around 2.25%. Growth is not expected to be as dramatic as the 4.7% rate of growth shown in the last quarter of 1996. But, overall the economy should show moderate to strong growth throughout the year.

Coffee Speech Essay

General Purpose: Informal Specific Purpose: is on the topic of caffeine†¦ its beneficial effects AND its negative effects. Statement: also to inform coffee users about coffee. Introduction IOpen with impact: before you go to Starbucks store buy take and take a sip of your favorite coffee†¦ AWouldn’t you want to know a better about what you benefit and don’t out of your coffee? B I drink a lot of coffee, so I was wondering how that might affect my health CThis inspired me to do some research on the subject II Thesis: This knowledge better informs the user on what they are investing their money in. Connect: What you whant to know about caffeine is, A. Why do most humans use it. BWhat products have it CWhat are the advantages and disadvantages Preview: How many of you here consider yourself caffeine addicts? How much coffee do you drink in a day? One cup? Two cups? More? How about caffeinated sodas? Body I. Main point: Caffeine is pervasive in our society these days and every few months we hear about how a study has shown that it is bad for us or good for us. What are we to believe? A. Benefits B. Disadvantages C. Safe levels of caffeine consumption D. Effects on the body II. Main point: Today, I’d like to give you some of the facts about caffeine and its effects on your body. I may not cause you to change your coffee consumption, but at least you’ll be better informed about what you are putting into your body. III. (Transitional sentence: I’m going to talk about the beneficial effects of caffeine, the negative effects and discuss what are considered to be ‘safe’ levels of caffeine consumption Main point: Let’s start with the good news. Caffeine, which comes from the leaves, seeds and fruits of about 63 different plants, is well known as a stimulant. That’s why people drink it, right? A. Caffeine does help you wake up and feel more alert and it has been shown to increase attention spans. 1. This is a beneficial effect for people who are driving long distances and for people who are doing tedious work. 2. Calling this a health benefit may be stretching it, though staying awake while you are driving a car definitely contributes to your well-being! 3. Caffeine also contains antioxidants, which have been shown to have cancer prevention qualities 4. When consumed in small quantities – for example, when you have one cup of coffee or one soda – caffeine can increase your heart rate, cause you to urinate more (which can cause dehydration) and prompt your digestive system to produce more acid. B. When larger amounts of caffeine (over 600 mg per day) are ingested over long periods of time, they can cause sleep problems, depression and digestion issues, and headaches when not used. 1. Transition: According to a Medline article on the National Institutes of Health website, having caffeine in your diet is not of any benefit to your health, but by the same token moderate consumption is not considered harmful. 2. They say that having up to 3 eight ounce cups of coffee a day – or 250 mg of caffeine – is considered (quote) â€Å"average or moderate†. 10 cups of coffee a day is considered excessive. Also, remember that the amount of caffeine per cup can vary greatly depending on the type of beans that are used and the strength of the brew. Conclusion Summarize: As you can see, caffeine can have both positive and negative effects on our health and well-being. Nevertheless, the bottom line is that if you drink your coffee or sodas in moderation, you don’t have to worry too much. Close with impact: So, the next time you are wondering whether or not you should have that second cup of coffee to perk you up, relax. At least now you know what it will – and won’t – do for you! References before you go to Starbucks or any other coffee selling store or brands, buy and take and take a sip of your favorite coffee, Wouldn’t you want to know better about what you benefit and don’t out of your coffee? I drink a lot of coffee, so I was wondering how that might affect my health, this inspired me to do some research on the subject. This knowledge better informs the user on what they are investing their money in, Why do most humans use it, what products have it, what are the advantages and disadvantages. How many of you here consider yourself caffeine addicts? How much coffee do you drink in a day? One cup? Two cups? More? How about caffeinated sodas? : Caffeine is pervasive in our society these days and every few months we hear about how a study has shown that it is bad for us or good for us. What are we to believe? But Today, I’d like to give you some of the facts about caffeine and its effects on your body. I may not cause you to change your coffee consumption, but at least you’ll be better informed about what you are putting into your body, I’m going to talk about the beneficial effects of caffeine, the negative effects and discuss what are considered to be ‘safe’ levels of caffeine consumption. Let’s start with the good news. Caffeine, which comes from the leaves, seeds and fruits of about 63 different plants, Caffeine does help you wake up and feel more alert and it has been shown to increase attention spans. It’s well known as a stimulant. That’s why people drink it, right? This is a beneficial effect for people who are driving long distances and for people who are doing tedious work, calling this a health benefit may be stretching it, though staying awake while you are driving a car definitely contributes to your well-being! Caffeine also contains antioxidants, which have been shown to have cancer prevention qualities, When consumed in small quantities – for example, when you have one cup of coffee or one soda – caffeine can increase your heart rate, cause you to urinate more which can cause dehydration but it can prompt your digestive system to produce more acid. When larger amounts of caffeine over 600 mg per day are ingested over long periods of time, they can cause sleep problems, depression and digestion issues, and headaches when it’s not used. According to a Medline article on the National Institutes of Health website, having caffeine in your diet is not of any benefit to your health, but by the same token moderate consumption is not considered harmful. They say that having up to 3 eight ounce cups of coffee a day or 250 mg of caffeine is considered â€Å"average or moderate† now 10 cups of coffee a day is considered excessive. Also, remember that the amount of caffeine per cup can vary greatly depending on the type of beans that are used and the strength of the brew. As you can see, caffeine can have both positive and negative effects on our health and well-being. Nevertheless, the bottom line is that if you drink your coffee or sodas in moderation, you don’t have to worry too much. So, the next time you are wondering whether or not you should have that second cup of coffee to perk you up, relax. At least now you know what it will – and won’t – do for you!

Institutional Variables Affecting Managerial and Employee Behaviour - Free Essay Example

Sample details Pages: 8 Words: 2503 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Review Did you like this example? The international business literature highlights the importance of global integration and the increasing interfaces, which exist between people, nations and cultures within the modern multi-national corporation (MNC). Managing a MNC requires a management of differences with local distinctiveness increasingly positioned as a point for competitive differentiation (Hartmann, Feisel and Schober, 2010). The pressure for global integration and local responsiveness as highlighted in the work of Rosenzweig (2006) requires MNCs to successfully balance both cultural and institutional variables. Don’t waste time! Our writers will create an original "Institutional Variables Affecting Managerial and Employee Behaviour" essay for you Create order This report, draws on research in order to critically evaluate three cultural variables and three institutional variables which are positioned in this essay as having the power to influence managerial and employee behaviour within MNCs. Research into MNCs often positions them as being complex and multi-layered in nature (Scherer, Palazzo and Seidl, 2013). MNCs face growing challenges in managing the complexity of interactions and thus, this requires firms to understand dimensions of employee and managerial behaviour and both are influenced by cultural and institutional variables (Meyer, Mudambi and Narula, 2011). This essay begins with a consideration of cultural variables of importance to MNCs. Culture is defined by Hofstede (1980, p. 12) as: Not a characteristic of individuals; it encompasses a number of people who were conditioned by the same education and life experience. When we speak of the culture of a group, a tribe, a geographical region, a national minority, or a nation, culture refers to the collective mental programming that is different from that of other groups, tribes, regions, minorities or majorities, or nations. Broadly speaking, culture refers to the collective mental programming of individuals and this influences the way in which managers and employees behave within the firm. One cultural variable of importance is national culture and in particular as highlighted in the work of Hofstede (1980) five dimensions of culture should be considered: power distance, uncertainty avoidance, individualism/collectivism, masculinity/femininity and short-long-term orientation. Managerial and employee behaviour within MNCs is inherently influenced by cultural dynamics with employees being a product of the culture they exist within. Two cultural elements in particular require consideration, power distance is a cultural dimension, which refers to the extent that individuals accept differences between people as legitimate and expected. If the population has a high power distance, then this reflects a focus on hierarchical power and differences in status. Employees from this culture would be accepting of different managerial groups and taking lead from those above them. This naturally influences employee behaviour with employees in a high power distance culture able to accept instruction from managers (Farh, Hackett and Liang, 2007). Farh, Hackett and Liang (2007) evidence this by arguing that power distance impacts upon levels of perceived organisational support and the outcome of employee relationships within the firm. Hofstede (1980) also highlighted the importance of individualism/collectivism and the need to understand the extent to which individuals focus on individual needs or the needs of the group. This is a cultural variable, which impacts upon behaviour within the firm. Further, an additional complexity lies in the international operations of the MNC and a firm will have to deal with different cultures. For example, India is viewed as a collectivist culture compared to the UK, which is more individualistic in nature. This will have natural implications on employee behaviour and the management of relationships within the firm. A second cultural variable refers to cross cultural differences across employees within the MNC. It is important that MNCs are able to develop cross-cultural teams in a manner, which enhances the ability of the firm to integrate innovative thinking with the competitive orientation of the firm. Managers within MNCs have to be able to avoid cultural misunderstandings and adopt a level of cultural sensitivity. Haas and Cummings (2014) argue that due to the multi-layered nature of MNCs there is a need to focus upon person-based differences. The development of cross-cultural teams is often highlighted as being an important condition of competitive performance (Caligiuri and Lundby, 2015). Barner-Rasmussen et al (2013) position cultural skills as a resource, which maximizes organi sational human capital. In order to maximize the effective positioning of human capital, managers have to be able to understand the role culture plays in creating an underlying, strong link amongst individuals (Schein, 2012). A third cultural variable of consideration is the study of organisational culture (Schein, 2012). Organisational culture refers to the shared values and the inherent norms which exist within the firm (Schein, 2012). Pothukuchi et al (2002) argued that organisational culture could have a negative impact on international business and on the actions of MNCs. Considered to be a mechanism of differentiation; organisational culture is positioned as overseeing and supporting employee behaviour within the MNC. Due to the multi-layered nature of the MNC, Al-Husan, Al-Hussan and Perkins (2014) argue that there is a need to have multilevel human resource management systems in place in order to support different employee groups. This does however raise a challenge with regards to the promotion of consistency while at the same time differentiating on the basis of culture. This is a particular challenge for the MNC where a global, brand image is required amongst the dynamic determinants of employee behaviour within the firm. Sofka et al (2014) argue that for an effective organisational culture to result, MNCs have to be able to focus upon value creation. Cultural variables are a soft consideration, which ultimately have the power to affect employee behaviour within MNCs. Difficulty lies in the intangible nature and the difficulty associated with the measurement of organisational culture (Baird, Hu and Reeve, 2011). Thus, while cultural variables notably are considered to impact upon MNCs and the wider realm of international business, it is difficult to precisely account for difference and this is largely tied up within the power of individuals within the firm. It is important however to utilize frameworks such as those provided by Hofstede (1980) to move towards a more detailed appreciation of culture (Hofstede, 2011). Aligned to the multi-layered nature of the MNC, culture can also be viewed as having different layers (Steenkamp, 2001). National culture as reviewed in the work of Hofstede (1980: 2011) is one layer but it must be appreciated alongside other elements of culture including more microelements including organisational culture. The study of culture and its impact on international business requires a greater exploration of how different elements of culture interact. Managerial and employee behaviour is also influenced by a number of institutional variables. This essay discusses three institutional variables in particular: political, religious and economic. Each institution affects firms differently dependent upon the country of operation. Morgan, Kristensen and Whitley (2001) argue that a multinational firm must be able to organize across institutional devices and this requires an understanding of different economic, political and religious considerations. While increased attention has been directed towards the value of standardized approaches, in reality, adaptation is considered to be the most effective way to deal with different dynamics in the external environment (Teece, 2009). The political environment is widely considered to influence the environment within which MNCs operate. Luo (2004) highlights the importance of developing a platform built on co-operation between the MNC and the host government. An inclusive, integrated partnership is often positioned as being the most effective platform from which to build relationships. Present within a particular political institution, individuals will align to a particular political identity. A political institution such as the leadership of the Conservative government in the UK has the power to influence the way in which employees and managers behave. Largely, the influence on behaviour is fuelled by regulation and the design of poli cies and practices. Any new regulation implemented will have a natural effect on behaviour within the firm. Difficulties however arise when change is resisted within the firm and this can often arise through a collection of individuals promoting the status quo within the firm (Hayes, 2007). Offering a different viewpoint to that of Luo (2004), HeikkilÃÆ'Â ¤, Brewster and Mattila (2014) argue that while largely political institutions affect the larger operation of the MNC, what is needed is a more micro exploration as to how political conflicts can influence employee behaviour. They, in particular, argue that political conflicts within a given country or amongst individuals within the firm can result in inherent challenges related to the overall effectiveness of human resource management within the firm. From a critical perspective, the work of HeikkilÃÆ'Â ¤, Brewster and Mattila (2014) highlights the importance of both a macro and micro exploration of the political institution. Too often the political institution is viewed as having a higher-level influence on the firm. A consideration of religion is needed within any MNC. An internalized look at an individual is needed in order to understand and then manage individuals at work (Hollway, 1991). An analysis of employee behaviour promotes an understanding of individuals and, importantly what makes up that individual. Lund Dean, Fornaciari and McGee (2003) explore the influence of religion on employee behaviour and argue that religion plays a core role in influencing employee behaviour and should therefore be given more consideration than it currently is across the academic community. More specifically, McGhee and Grant (2008) explore the link between religion and work and argue that individuals behaviours interpret their own individual actions through a religious lens. Increasingly, attention has been directed towards the links, which exist between the religious orientation of an individual and their ethi cal behaviour in the workplace. Playing an important role in the global economy, increased attention is directed towards the brand image of MNCs and their responsibility to the wider community. Religion as an institution thus becomes important to consider how this influences the way in which individuals interpret decisions and perhaps behave in an ethical manner due to their religious affiliations. Another consideration related to religion refers to the prominence of diversity and, in particular the levels of diversity MNCs have to deal with. The modern day MNC must be able to manage this diversity and use it to their advantage by promoting difference across the firm within cross-cultural teams. A final institutional variable considered is the role of the economic institution in influencing employee and managerial behaviour. The economic institution captures all institutions that are a player in the economy. This includes everything from competitors, consumers to those providing financial services. Focusing upon one specific economic institution, this essay argues that it is important to focus upon manufacturers and how this particular economic institution influences employee and managerial behaviour. In a global market, which is often positioned as being highly, dynamic and adaptable, there is a need for firms to understand how the actions of manufacturers will influence the behaviour of individuals within the firm. For example, any changes in manufacturing resulting in a change of process within the firm would have a natural influence on employee behaviour and importantly the way in which managers approach change within the firm (Hayes, 2007). Managers need to be closely aligned to manufacturers they are working with and use this to guide an integrated approach to behaviour. Within the economic setting, any economic institution has the power to influence the objectives and future of the firm. A focus on the sustainable future of the firm is required to en sure that if changes in the market exist for example changes to demand and supply, managers must be able to adapt in a timely manner. Economic institutions are thus often positioned as driving flexible and adaptable decision making from managers (Liu, 2009). In conclusion, research into MNCs suggests that they are complex and multi-layered in nature. The role and prominence of MNCs requires attention to be directed towards the individuals, which make up the actions of the firm. As discussed in the essay a number of cultural and institutional variables can be identified as having an influence on the way in which employees and managers behave. A running theme throughout the discussion is the importance of balancing micro level considerations with a higher-level understanding of macro phenomenon. This therefore promotes the need to conduct research at multiple levels within the firm most notably starting with individual employees. Reference List AL-Husan, F. B., AL-Hussan, F. B., Perkins, S. J. (2014). Multilevel HRM systems and intermediating variables in MNCs: longitudinal case study research in Middle Eastern settings. The International Journal of Human Resource Management, 25(2), 234-251. Baird, K., Jia Hu, K., Reeve, R. (2011). The relationships between organisational culture, total quality management practices and operational performance. International Journal of Operations Production Management, 31(7), 789-814. Barner-Rasmussen, W., Ehrnrooth, M., Koveshnikov, A., MÃÆ'Â ¤kelÃÆ'Â ¤, K. (2014). Cultural and language skills as resources for boundary spanning within the MNC. Journal of International Business Studies, 45(7), 886-905. Caligiuri, P., Lundby, K. (2015). Developing Cross-Cultural Competencies Through Global Teams. In Leading Global Teams (pp. 123-139). Springer New York. Farh, J. L., Hackett, R. D., Liang, J. (2007). Individual-level cultural values as moderators of perceived organisati onal support-employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715-729. Haas, M. R., Cummings, J. N. (2014). Barriers to knowledge seeking within MNC teams: Which differences matter most [quest]. Journal of International Business Studies, 46(1), 36-62. Hartmann, E., Feisel, E., Schober, H. (2010). Talent management of western MNCs in China: Balancing global integration and local responsiveness. Journal of World Business, 45(2), 169-178. Hayes, J (2007) Theory and practice of change management. London: SAGE publications. HeikkilÃÆ'Â ¤, J. P., Brewster, C., Mattila, J. (2014). Micro-Political Conflicts and Institutional Issues During e-HRM Implementation in MNCs: A Vendors View. In Human Resource Management and Technological Challenges (pp. 1-21). Springer International Publishing. Hofstede, G. (1980). Motivation, leadership, and organization: do American theories apply abroad? . Organisational dynamics, 9(1), 42-63. Hofstede, G (2011) Dimensionalizing cultures: The Hofstede model in context. Online Readings in psychology and culture, 2 (1) p. 8. Hollway, W. (1991). Work psychology and organisational behaviour: Managing the individual at work. London: Sage. Liu, Y. (2009). Perceived organisational support and expatriate organisational citizenship behaviour: The mediating role of affective commitment towards the parent company. Personnel Review, 38(3), 307-319. Lund Dean, K., Fornaciari, C. J., McGee, J. J. (2003). Research in spirituality, religion, and work: Walking the line between relevance and legitimacy. Journal of organisational change management, 16(4), 378-395. Luo, Y. (2004). A coopetition perspective of MNC-host government relations. Journal of International Management, 10(4), 431-451. McGhee, P., Grant, P. (2008). Spirituality and ethical behaviour in the workplace: Wishful thinking or authentic reality. Meyer, K. E., Muda mbi, R., Narula, R. (2011). Multinational enterprises and local contexts: the opportunities and challenges of multiple embeddedness. Journal of Management Studies, 48(2), 235-252. Morgan, G., Kristensen, P. H., Whitley, R. (2001). The multinational firm: organizing across institutional and national divides. Oxford: Oxford University Press. Rosenzweig, P. M. (2006). The dual logics behind international human resource management: pressures for global integration and local responsiveness. Handbook of research in international human resource management, 36-48. Scherer, A. G., Palazzo, G., Seidl, D. (2013). Managing legitimacy in complex and heterogeneous environments: Sustainable development in a globalized world. Journal of Management Studies, 50(2), 259-284. Schein, E.H (2012) Organisational culture and leadership. Boston: Harvard University Press. Sofka, W., Preto, M. T., De Faria, P. (2014). MNC subsidiary closures: What is the value of employees human capital in new jobs [quest]. Journal of International Business Studies, 45(6), 723-750. Steenkamp, J. B. E. (2001). The role of national culture in international marketing research. International Marketing Review, 18(1), 30-44.