Understanding cross-cultural sales manager–salesperson relationships in the Asia-Pacific Rim region: a grounded theory approach

Abstract

As more organizations implement multinational strategies, sales managers leading sales forces encounter complex cultural challenges that affect relationships, processes, and outcomes. We undertake a qualitative study with the objective of understanding the sales manager–salesperson relationship when the sales manager is leading sales representatives located in other cultures. Because of the significant size and growth of Asian countries, we focus our study on the Asia-Pacific Rim region. In-depth interviews conducted with 21 sales managers working for a large multinational technology firm in our focal region provide the data for our analysis. Using a grounded theory approach, we identify five key themes: building and sustaining cross-cultural relationships, cross-cultural communication effectiveness, acquisition and maintenance of trust across cultures, language, and decision-making. From our findings, research propositions are offered and implications for researchers and practitioners are discussed.     

Children and adults both see ‘pirates’ in ‘parties’: letter‐position effects for developing readers and skilled adult readers

Developing readers often make anagrammatical errors (e.g. misreading pirates as parties), suggesting they use letter position flexibly during word recognition. However, while it is widely assumed that the occurrence of these errors decreases with increases in reading skill, empirical evidence to support this distinction is lacking. Accordingly, we compared the performance of developing child readers (aged 8–10 years) against the end‐state performance of skilled adult readers in a timed naming task, employing anagrams used previously in this area of research. Moreover, to explore the use of letter position by developing readers and skilled adult readers more fully, we used anagrams which, to form another word, required letter transpositions over only interior letter positions, or both interior and exterior letter positions. The patterns of effects across these two anagram types for the two groups of readers were very similar. In particular, both groups showed similarly slowed response times (and developing readers increased errors) for anagrams requiring only interior letter transpositions but not for anagrams that required exterior letter transpositions. This similarity in the naming performance of developing readers and skilled adult readers suggests that the end‐state skilled use of letter position is established earlier during reading development than is widely assumed.     

How much self-presentation behavior do applicants from the United Arab Emirates exhibit?

Applicants from different cultures vary in their self-presentation behavior during job interviews. This study investigates self-presentation behavior in the United Arab Emirates (UAE), the second largest economy in the Arab world. Specifically, it examines self-presentation behavior of applicants from the UAE and compares it to the behavior of American, European, and Chinese applicants from previous studies. The randomized response technique was used to gather self-presentation prevalence data of 111 UAE applicants regarding self-presentation behavior in their last job interview. Prevalence rates were lower than those from the United States and from China but higher than those from Iceland and from Switzerland. Results indicate that though UAE culture values modesty, UAE applicants still engage in distinct self-presentation behavior.     

Meta-analysis of psychological interventions for chronic low back pain.

The purpose of this meta-analysis of randomized controlled trials was to evaluate the efficacy of psychological interventions for adults with noncancerous chronic low back pain (CLBP). The authors updated and expanded upon prior meta-analyses by using broad definitions of CLBP and psychological intervention, a broad data search strategy, and state-of-the-art data analysis techniques. All relevant controlled clinical trials meeting the inclusion criteria were identified primarily through a computer-aided literature search. Two independent reviewers screened abstracts and articles for inclusion criteria and extracted relevant data. Cohen's d effect sizes were calculated by using a random effects model. Outcomes included pain intensity, emotional functioning, physical functioning (pain interference or pain-specific disability, health-related quality of life), participant ratings of global improvement, health care utilization, health care provider visits, pain medications, and employment/disability compensation status. A total of 205 effect sizes from 22 studies were pooled in 34 analyses. Positive effects of psychological interventions, contrasted with various control groups, were noted for pain intensity, pain-related interference, health-related quality of life, and depression. Cognitive-behavioral and self-regulatory treatments were specifically found to be efficacious. Multidisciplinary approaches that included a psychological component, when compared with active control conditions, were also noted to have positive short-term effects on pain interference and positive long-term effects on return to work. The results demonstrated positive effects of psychological interventions for CLBP. The rigor of the methods used, as well as the results that reflect mild to moderate heterogeneity and minimal publication bias, suggest confidence in the conclusions of this review.     

Resolving Compensation Disputes with Three-party Job Evaluation

Des conflits naissent dans les organisations a propos du montant de la retribution versee aux titulaires de certains postes. Aux Etats-Unis par exem-ple, le probleme de la contribution-retribution a provoque recemment plusieurs conflits autour des postes traditionnellement reserves aux femmes. Mediation et arbitrage sont les procedures habituellement retenues, mais une evaluation du travail regroupant trois partenaires est une solution originate dont les retombees favorables sur l'organisation depassent la resolution d'un conflit particulier.
Un groupe tripartite a exploite pour 1'evaluation du travail des dimensions pourvues d'echelles precises. Des equipes de deux personnes representant les parties adverses ont evalue des postes "convenablement retribues" a partir des dimensions sus-mentionnees. Les donnees ont été statistiquement synthetisees. Des equipes de deux personnes ont ensuite evalue tous les postes defendus par le syndicat implique dans le conflit. Cet eventail de postes incluait ceux qui etaient en litige.
Une tierce partie neutre devait conseiller les adversaires dans l'application d'une methode d'evaluation du travail qui resolvait le conflit, depistait les postes susceptibles de poser probleme a l'avenir et fournissait un moyen pour retribuer equitablement les nouveaux postes.