INDIVIDUAL LITERATURE REVIEW

Contemporary Management
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Student Name: Tran Huu Tai

Student ID: S3817837
Section: Assignment 1 – Individual Literature Review
Lecturer: Ngan TTT
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Article 1: Managing talent in emerging economy multinationals: Integrating strategic

management and human resource management (Total word count: ~400 words)

The article points out that, because of the globalization trend of the world that has initiated

the emerging multinational enterprises (EMNEs) movement. EMNEs have emerged

economies expand to further than national boundary, so that enterprises can accost more

opportunities to grow up. Notwithstanding, new lands always have potential challenges, one

of the foremost issues is managerial strategies. These stalemates relevant to strategic and

human resources management (HRM) on EMNEs, the report is trying to help them clarify the

main key to cope. The methods mentioned by the author are recorded through experience

from the practical testing process, then they review and summarize into a new technique.

These tests are all conducted on a variety of businesses from different countries and collect

data from interviews with executives at headquarters (HQ). Firms tested included

multinationals, businesses acquired in Europe, North America and migrants, and management

associations. Analytical data is practical and analysed by specific qualitative, research, and

problem development questions so that analysts had better understand the validity of EMNEs

managers' concerns. The findings seem to be determined by a variety of causes and

summarized in the human problem of the enterprise; the analyst investigated the results of

management performance from firms EMNEs. The human issue here is human resource

management, talent management in a foreign environment and leadership goals. However, in

the research process, the authors still encounter inadequacies because some information

sources cannot be collected due to confidentiality from enterprises. As you can imagine, the

direct threat to trend EMNEs after reading articles is human problems in management issues.

International managers cannot quickly understand the psychology and culture of the people in

the region. Therefore, their harmony is difficult, no matter how talented the leaders are, they

need to have a specific training plan that is suitable to local trends. While not collecting
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sufficient data from their experiments, analysts were able to clearly identify the bottlenecks

faced by MNEs. As the author, we still need to observe more how managers overcame this

adversity to come up with new theories on HR management of multinational enterprises.

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Article 2: Contemporary knowledge workers and the boundaryless work–life interface:

Implications for the human resource management of the knowledge workforce (Total

word count: ~400 words)

Realizing the rapid development of information technology devices, flexible work

arrangements methods (FWAs) have been responded and absorbed effectively by the

knowledge workers. They have continuously applied modern technology to the working

environment to improve productivity as well as increase professionalism. Observing the new

trend, the author sheds light on the intentions of knowledgeable workers who organize their

lives and jobs, delving into a deep understanding of the boundless nature that influences the

areas in life and how a person decides their choices. Analysts have identified philosophical

questions about people, how an intellectual person perceives change in their lives. The

research processes are based on clear criteria and purposes such as how intellectuals flexibly

perceive at work, determine management boundaries of work and non-work, and which

philosophical theory is specific accurately describe their perceptions. For the analysis, data

collectors performed investigative studies using modifications to suit single cases. Typically

for individuals to experiment with studies of explaining and understanding each person's

perception of work and life organization. Through more than 50 consultations tested on a

wide range of subjects including part-time employees, full-time employees, teleworkers, and

employees working in multinational enterprises. There are two ways of interviewing in total:

semi-structured interview and document collection policy interview. Semi-structured

interviewing is the process of exchanging information from respondents' thoughts,

perceptions, and feelings about how they organize their work and life interfaces. Because the

activities of gathering information from the studies are still incomplete, the authors have used

necessary inferences to make the main assumptions, diverse ways such as analysing negative

results or extensive cross-field analysis to increase persuasion. The results given are mainly
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in the two areas of Sample Demographic Characteristics and Boundaryless Life Interface.

Among them, the Sample Demographic Characteristics is the presentation of the ratio or

probability of the group of people studied. The Non-boundary Life Interface is a major factor

for the cognitive flexibility of research results with various variables related to the success of

FWAs. However, the author's studies are still limited; typically, their cross-sectional studies

are not investigated on interface construction overtime, side jobs and full-time jobs.
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Article 3: Talent management of western MNCs in China: Balancing global integration

and local responsiveness (Total word count: ~400 words)

Realizing that many Western multinationals in China have recognized the importance of

talent management in direct competition in foreign markets, the author collects and publishes

the report about the talent management adversities these companies face. Even so, the

scarcity of talent work force or the loyalty of good employees is a stalemate for Western

companies in China. So, the studies and analysis of the importance of the knowledge, dignity

and skills of talented people as well as examining the reality of culture, people and

institutions that govern people from headquarters influence such as and management policies

at branches. The report is trying to solve problems such as developing solutions to retain and

develop talented employees, how the impact of management policies from the parent

company affects the lead subsidiary. To identify the proposed problems, the author argues

that studies need to apply an integrated framework approach, governed by diverse talent

management factors. In addition to the research methodology, analysts have used case studies

to match modern management knowledge of companies' talent management and process scale

to international enterprise level. Moreover, in order to have a deeper understanding of the

situation of international subsidiaries, the researcher has statistic and concluded seven typical

cases in the Western Central Highlands. Primary data was obtained from more than 20

consultations of the MNCS staff and researchers carefully to ensure that they were targeted to

answer research questions with positive results. The author mentioned that the collected data

were analysed through qualitative methods and strict inference because the information

filtering was not done carefully, the analysis was applied in some specific cases as the case of

crossovers, check internal and external structure values, and increase reliability. The results

are shown through five relevant experiences, including recognition of the achievements of

talented Chinese human resources by MNCS, promotion policy and vision of Chinese talents,
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Chinese members, actively advise or connect Western management boards with local staff,

are knowledgeable about the country's institutional culture and local people. Regarding the

bottlenecks in the research, the author has revealed that they need more information than

seven case studies of the Western MNCS. They want to expand the scale of the research,

gather information from more sources, and explore more segments such as talented external

or third party talent instead of within the company. The study overlooks important elements

of the HRM field of wages and benefits in talent management policy. Finally, these studies

need more time to have a long-term overview of the career-building process of Chinese

labour talent.
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Article 4: Virtual teams research: 10 years, 10 themes, and 10 opportunities (Total word

count: ~400 words)

The article shows that the authors feel the technology's rapid progress enough to effectively

integrate it into work environments. New platforms are constantly being developed and their

adoption in teamwork is essential, Virtual Teams (VTs) is a prime example. Before that,

Maynard, Martins and Gilson had evaluated the philosophy related to VTs and they all agreed

that this is the right time to study this interconnection technology again. The research was

created by future trials and focused on the synthesis of reviews over the past decade. The

studies included in this review were all through searching for information from the database

by a book of many related terms. Identifying the research topic and objectives, the authors

conducted a field survey from leading magazines in the fields of management, economics,

international business, and news media. In addition, research information was collected from

scholarly congress events and narrowed down from more than 1000 references. Analysts

have been diligently researching and filtering from more than 1000 collected reports down to

441 items matching the assessment basis and 243 pragmatic standards tests. From there, it

can be understood that the analytical assessments from the authors were done by using a

method of inference based on reports over the past decade to have an accurate and specific

perspective on efficiency of VTs activities. With a large data warehouse, analysts have found

many relevant research opportunities and aspects, which are naturally explored from a review

of full and in-depth data on actual VTs. They are presented in ten categories such as Basis of

Research, Generational Impact, Methodological Considerations, New and Emerging

Technologies, Members' Mobility, Subgroups, Team Adaptation, Members' Transformation

and Planning, Creativity, and Wellness. Despite possessing a large amount of data to

research, but the visibility for the authors is not rich enough for them to confidently say,

whether 10 years with 10 observed topics is enough to specify exactly whether VTs influence
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over the past decade. Therefore, the authors still hope that in the future there will be more

accurate studies and reports on the effectiveness and success of VTs for management so that

they can continuously evaluate and give more philosophical perspectives. More reason about

this connection technology. They hope that the potential in VTs is many great and great

opportunities when the speed of technology development is becoming more and more

obvious, and the application of modern technology will help businesses use their resources

more efficiently.