Sérgio Nunes Muritiba

Challenges for Brazilian MNCs’ international human resources management

Multinationals from emerging countries such as Brazil now take the path of internationalisation where early movers have already been. However, these companies have to develop new tools to deal with their own challenges, since they come from countries with different historical backgrounds and specificities. This paper explores challenges for Brazilian MNCs in terms of HRM when operating abroad. It presents the results of six cases of Brazilian MNCs through a grounded theory study. Results show these companies had to deal with their former economic turbulence, shortage of qualified workforce to work internationally and the need to develop HRM competencies to operate globally.

International HR strategy in Brazilian technology multinationals

Four cases of Brazilian Multinationals from the information technology [IT] sector were compared in their international Human Resources strategy. The analysis is focused on the development and application of two research models. One analyzes the level of subsidiary autonomy in terms of strategic HR decisions, including difficult decisions regarding coordination in multinationals, following the theoretical approach of the autonomy of subsidiaries (Kidger, 2002; Nohria & Ghoshal, 1997). The other is related to the level of internationalization of HR strategies, defined as the capacity to take advantage of globalization, providing the best resources for the company regardless of where they are located (Sparrow, 2007). Both models were applied in a multiple case study method (Eisenhardt, 1989). Data were collected through semi-structured interviews and company reports, and analyzed through content analysis. The results show: (a) a more centralizing characteristic of the multinational companies examined, despite the limitations of this choice as shown by the literature; and (b) that Brazilian IT multinationals tend to rely more on their national competencies when managing human resources instead of going global to aggregate differentiated competencies.

PERSONALIDADE E PREFERÊNCIA POR MÉTODOS DE ENSINO: UM ESTUDO COM GRADUANDOS EM ADMINISTRAÇÃO

A diversificacao de metodos de ensino em Administracao e questao fundamental para o desenvolvimento do aluno, na medida em que a escolha correta de estimulos influencia consideravelmente o aprendizado. A eficacia dos metodos utilizados depende de muitas variaveis – uma delas e a diferenca individual dos estudantes em termos de sua personalidade e estilo de aprendizagem. Este trabalho analisa a preferencia de 108 alunos de graduacao em Administracao pelos diversos metodos de ensino, utilizando-se da caracterizacao de Jung para analisar suas diferencas de personalidade. Os resultados exploram as diferencas entre os alunos com tipos psicologicos diferentes. Uma das descobertas mostra que os individuos extrovertidos consideram mais eficaz seu aprendizado quando estao expostos a metodos mais ativos de ensino, como as discussoes em grupo, e tendem a preterir metodos mais introspectivos, como as aulas expositivas com o uso de data-show – tao comuns nas escolas de Administracao na atualidade.

Cor ou escolaridade de personagens de propaganda? Preferências entre universitários

The literature on the evaluation of characters in advertising shows that the identification of social groups with ethnics varies according to the investigated object. With the aim of contributing to this field a survey was carried out with 4200 university tudents, in order to identify their reactions to a watch advertisement. The analysis considered three dependent variables, evaluating advertising, product and character; and three independent variables, evaluating the color of the respondent as well as the color and the educational level of the character perceived by the respondents. The results showed that the color of the skin of the character had little effect on the evaluation of the advertisement or the product, even among respondents who were of the same skin color. However, the perception of the educational level of the character was significant to explain the different atings of the advertising and the product.

ESTRATEGIA INTERNACIONAL, DISTANCIA CULTURAL Y POLÍTICAS DE GESTIÓN EN LAS EMPRESAS MULTINACIONALES BRASILEÑAS .

La distancia cultural es una dimension de la distancia fisica, termino que se utiliza para explicar las preferencias de las multinacionales en terminos de ubicacion para ampliar sus operaciones. Este estudio analiza el modo en que se tiene en cuenta la distancia cultural cuando las empresas multinacionales seleccionan sus mercados y su influencia en las politicas de las firmas. Presentamos seis casos de empresas multinacionales brasilenas. Los resultados muestran que estas companias no siempre eligen sus mercados teniendo en cuenta la distancia cultural como factor importante. Asimismo, las empresas de economias emergentes tienden a adaptarse rapidamente a otras culturas, ya que se trata de paises colonizados en el pasado.