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MENA J. of Cross-Cultural Management (3 papers in press)
A Comparative research design on the role of national culture in adult training activities: Perspectives from Canada and Tunisia by Giovanna Storti Abstract: The literature highlights the role that culture plays in adult learning activities (see Francis, 1995; Hites, 1996; Weech, 2001). The underlying intention of the study is to examine the role that the local Tunisian culture plays in adult learning activities embedded within workplace training programs. The outcomes will direct practitioners and global companies operating in Canada and Tunisia to resourcefully manage their professional education programs efficiently and effectively while meeting the expected learning outcomes of training participants. The theoretical goal is multi fold, first to study the influence of the local culture on learning activities presented in training programs more systematically and specifically in the current Tunisian context, and, secondly to observe what occurs during the various phases of the adult learning process. Despite the fact that professional learning programs are designed at the local levels of society and subject to local legislation and domestic regulations, countries that are cognizant of the important role that culture plays in global training practices may lead us towards alternate and more insightful means of examining how national educational practices and regulations shape current realities.rn rn Keywords: national culture; adult learning; Canada; Tunisia.
Business leaders credibility from the employees perspective: evidence from the banking industry in Morocco by Salma Benbouia Abstract: The present study intends to identify the factors or determinants of Moroccan business leaders credibility in the banking sector. Due to the lack of data on the subject, an exploratory study with in-depth interviews and a grounded theory approach were conducted to carry out this research, 22 interviews were held with employees from different Moroccan bank branches. This research identifies five different factors pertinent to the Moroccan business leaders credibility in the banking industry. These factors were assigned the following designations: Honoring commitment, confidence and trust, ethics, perceived competence, and effective communication. Each of these determinants has at least two attributes or characteristics that define it. The findings will enrich the literature and deepen the insights related to credibility in management in general and in Moroccan corporations in particular. From a practical perspective, it would be significantly important to identify the determinants of credibility for the recruitment and evaluation process of business leaders who will be responsible for leading banks as a whole. Also, identifying those factors will contribute to establishing harmonious work relations with subordinates, favoring a positive attitude toward the organization, improving employee loyalty and commitment, and enhancing employee performance. This study aims to bring valuable insights as it is the first of its kind to explore business leaders credibility in the Moroccan context. Keywords: business leaders’ credibility; banks; Morocco.
Employment Generation in Ghana by Ghanaians: Role of Culture by Nana Yaw Oppong Abstract: The author examines the propensity to generate employments in Ghana by Ghanaians as influenced by culture. As they are based on country-wide culture and have proved to be appropriate for national level studies, Hofstedes five cultural dimensions are applied for the evaluation. Two of the dimensions - uncertainty avoidance index and long-term orientation index proved to strongly influence employment generation in Ghana. Motivated by two responses provided by the author at two separate meetings, autoethnography design is applied and the responses in the form of narration provide the qualitative data, which provided narrative analysis to reveal various drivers and challenges of employment generation that directly relate to the two cultural dimensions as exhibited by Ghanaians. It is found that the two dimensions explain varied attitudes towards investing in and managing employment generation ventures. These attitudes, which are exhibited by individuals, groups and the government, are negatively related to employment generation. It however emerged that Ghanaians will take risk provided the expected outcome is short-term and more likely to be lucrative. It is concluded that cultural values have strong influence on Ghanaians ability and willingness to invest in high risk and long-term ventures that generate employments. Assessing employment generation at national level, the study extends literature on the efficacy of Hofstedes dimensions on nations as units of studying culture and reveals how the Ghanaian culture predicts and influences employment generation in Ghana. Keywords: Culture; employment generation; Ghana; autoethnography; uncertainty avoidance; long-term orientation.