Corporate success often resembles a snowball. We show how initial luck in hiring talented people, the resulting technological advantage, superior corporate culture, and status-seeking by workers can make small initial differences generate large differences over time.

When analysing modes of navigating cross-cultural business communities most IB studies employ an etic approach that delineates how ethnically owned companies thrive and manoeuvre in complex cross-cultural business environments. This approach implies employing theoretical models and empirical...

International business (IB) studies revolve around two key perspectives that can be defined as a firm specific perspective and a generic perspective that combined provide a company with crucial insights into how to enter and navigate a foreign market. Combined, such an approach provides a...

The aim of this paper is to study the consequences of rolling out a global corporate culture on a multinational company in order to streamline modes of communication between headquarter and local offices across different host markets in an attempt to optimise the functionality of the...

This paper analyses the concept of empathy in multinational organizations. In the 21st century "You need to be soft to get hard results!" as McDonald (2008) aptly stated. Based on contextual changes in both costumer clienteles and among younger employees, empathy or compassion is becoming...

Corporate success stories often resemble a snowball. We show how initial luck in hiring talented people, the resulting technological advantage, superior corporate culture, and statusseeking by workers and by consumers can make small initial differences generate large differences over time.

Corporate success stories often resemble a snowball. We show how initial luck in hiring talented people, the resulting technological advantage, superior corporate culture, and statusseeking by workers and by consumers can make small initial differences generate large differences over time.

Corporate success often resembles a snowball. We show how initial luck in hiring talented people, the resulting technological advantage, superior corporate culture, and status-seeking by workers can make small initial differences generate large differences over time.