1. Essay Question
Research and critically discuss the impact of globalisation on work and employment.

2. Lecture 5 Globalisation, Flexibility and Work
BUS124
Work and Employment
Dr Ahu Tatli

3. Lecture Outline Globalisation: a myth or reality? Global workforce
The global firm and flexibility
Global in-sourcing and out-sourcing
Convergence vs. divergence
Global corporations, ethics and society
Next week

4. Globalisation? Globalisation is a contested concept.
Some scholars say it is nothing new.
Yet, there have been significant changes in the political and economic context across the globe in recent decades.
There has been a radical shift in structure and patterns of employment.
These changes have had uneven impact in different parts of the globe.

5. The context of globalisation
Trade liberalisation
Global / supranational institutions, e.g. ILO, IMF, WB, WTO, NAFTA, EU
MNCs, TNCs
Competition at global scale
Changes in the organisation of production processes, e.g. J.I.T. production
Relocation of production
Fordism to post-Fordism
Mass production to flexible specialisation
Industrial to post-industrial

6. Globalisation: Key issues
The global workforce and the ‘dark side’ of globalization
Uneven and creates global inequality
Exploitation repackaged as gains
Based on individualism – seeks to avoid and discourage collective worker resistance
Flexibility, insourcing and outsourcing
Divergence versus convergence in management of global workforce
The global corporation, ethics and corporate social responsibility (CSR)

7. Globalisation
Karatas-Özkan (2005:40) lists the following factors associated with globalisation:
the liberalization of economic policies – the opening of trade which allows goods and services to travel across the world more freely, the opening of capital markets which have increased the flow of money across the world;
an increase in foreign investment – companies investing overseas by building subsidiaries, by forming joint ventures or buying stock in foreign countries;
the emergence of new international business blocs;
the increased mobility of labour across national borders;
increased competition in the international context.

8. Although technological advancements have facilitated transportation of goods, services and information faster than ever before, cultural, social and political systems have remained relatively stable across borders. The new race now is for fostering developments and innovations in the management of people.
Management of the global workforce now requires comparative and international insights.

9. Who are the Global Workforce?

10. Who are the Global Workforce?
International Labour Organization (ILO) Global Employment Trends Report estimated that there are approximately 3.1 billion employed people in the world
Although total employment has continued to grow since the economic crisis, the ratio of employment to population has started to decline since 2008
Increase in the number of ‘vulnerable’ workers
Increase in youth unemployment
829 million women live in poverty worldwide, while the equivalent figure for men is 522 million (ILO Equality at Work, 2011 p xi).

11. Migrant Labour
The UN Population Division in October 2002 estimated there were 175 million people living for 12 months or more outside their country of birth or citizenship in 2000, of whom 60% have moved to developed countries. However, there is a serious shortage of information on this issue. Only one-third of countries provide migration data.
Migrant labour does not directly compete for jobs with the domestic labour in the countries they move in. Rather there is a pattern of taking up of jobs that the domestic workers do not wish to undertake or creation of markets where migrant labour works in the host country.
Migrants versus expatriates?

12. Impact of globalisation on labour
Despite arguments that globalization results in interdependence and convergence, the statistics indicate that globalization has an uneven impact on prosperity/poverty:
Geographically – the northern hemisphere faring better than the southern
On men and women – with men almost always faring better than women
Diversity in terms of
People, culture, politics, history, law, education, collective organisation…
Labour Standards
Increased demands for labour flexibility
Growth in part-time and contingent work
Growth in migration
Vulnerable work

13. Globalization and Flexibility
The arguments are:
Globalization leads to greater international competition
To compete businesses and organisations need to be tuned in to markets and responsive to changes in demand
To do this the workforce needs to be flexible along a number of different dimensions

14. Types of Flexibility Internal - Flexible Firm (Atkinson, 1984)
Functional
Numerical
Financial
Temporal
External – global labour markets
In-sourcing
Out-sourcing

15. The Flexible Firm
Atkinson (1984)

17. Whose Flexibility?
The flexible firm only considers flexibility from the perspective of employers (Dickens, 1992)
Some types of flexibility may meet some needs for some groups of employees but not all.
Many aspects of flexibility are gendered and are often based on the lower pay and conditions of women workers and other ‘disadvantaged’ groups (Conley, 2002, 2006, 2008; Standing 1999; Rani 2008)
Is Flexibility New?
Flexibility is a euphemism and may be a cynical attempt to justify much older ways of cheapening and controlling labour (e.g. dual labour markets)

18. International in-sourcing and global labour flexibility
Liberalisation, globalization and migration
EU enlargement; China ‘open door’ policy; North American Free Trade Agreement (NAFTA) and North American Agreement on Labour Cooperation (NAALC)
Increasing flexibility
In-sourcing as a talent management strategy
Migration, self-initiation
Brain drain

19. Reasons for international insourcing
Macro explanations: World system theory, Dual labour market theory
Skill gaps, demand, differentials between countries and regions
Global economic imbalances
Micro explanations: Pull and push factors
Employment
Better standard of living
Develop language skills, training and experience
Promotion

20. Implications for management of the workforce
Transient workforce?
Comparable skills/qualifications
are comparisons fair and free from discrimination?
Culture and language differences
Personal and Professional
Expectations
Pay, Promotion, Permanency
Migrant workers and the law
Trade union reaction: opposition?
Ethical considerations and equality

21. Two cases from health sector
Second Class Doctors – (Oikelome and Healy, 2007)
Overseas-qualified doctors in the UK
Three-quarters of the doctors qualified overseas
They earn more, work for longer hours, have less autonomy and a lower morale
Migrant Nurses in the UK (Allan and Larsen, 2003)
Workplace experiences:
Isolation; Bullying; Discrimination
Over qualified/de-skilled; Drop in status
Communication problems; Cultural differences in nursing practice

22. International out-sourcing and global labour flexibility
What is out-sourcing?
Part of the production of goods or services of an organisation delivered by a third party
Can be done within the same country or ‘off-shored’
Difference between outsourcing and off-shoring: CONTROL
Off-shoring may be expansion rather than relocation
An off-shored production can be out-sourced or undertaken by the primary organisation

23. Dimensions of Out-sourcing

24. Why do organisations out-source?

25. Other Reasons? The case of UK call centres off-shored to India
Followed setting up of call centres in UK
Problems with attitudes and expectations of the host workforce
Customer Satisfaction?
Reverse Outsourcing
Competing on quality rather than cost?
(Taylor & Bain, 2005)

26. Outcomes of out-sourcing
Job losses and job gains
Boost for developing economies
Poor jobs, lower standards, social dumping?
Assessing which functions to be out-sourced or off-shored
Assessing skill match
Ensuring the adaptability to customer needs and demands; evaluating customer/client fit
Control of out-sourced processes
Ensuring minimum standards and ethical practice in outsourced processes

27. Global workforce diversity
Employee classification
Parent country national (PCN)
Host country national (HCN)
Third country national (TCN)
Managing and staffing approaches
Selecting the right candidate
Recruiting and retaining talent
Host country talent pool
Expatriates

28. Management of diverse workforce globally: Convergence or Divergence?
Large corporations’ preference for consistent worldwide systems
Smaller companies’ desire for more professional systems
Need to follow local laws and customs
Development of unique techniques and practices to suit local cultural and legal requirements

29. Divergence debate: Contextual paradigm
Convergence debate: One best-way approach – universalist paradigm (Brewster 2001)
Globalization as the driving force: opening of world markets, deregulation, regional integration, improvements in communication and transportation
Improving performance through high performance work systems
Effective management systems can cross borders
Local practices become redundant and should be replaced with ‘one best way’ often the “American” way
Divergence debate: Contextual paradigm
The Culturalist Approach: Variations in managerial behaviour are consequential to variations in cultures.
The Institutionalist Approach: Organisational behaviour is determined by the social-institutional environment and systems

30. Local versus universal
According to Asdorian (1995) a balance needs to be struck between local and universal perspectives to :
Prevent the emergence of divisions and divisive perceptions between operations in different countries.
Work in each country using the terms of reference used in that country.
Avoid the assumption that best practice can transcend national borders.
A careful consideration of local and universal perspectives is also necessary to prevent backlash and resistance in host country context.

31. Tension between universal vs. local approaches
Bartlett and Ghoshal (1989) makes a distinction between two approaches to management of human resources internationally:
Global integration: transferring successful strategies and practices across borders;
Local responsiveness: tailoring strategies and practices to fit the local context
There is a tension between these two dimensions. As a response, firms may follow (1) localize, (2) universalize, or (3) transversalize their HRM strategies.

32. Global business and ethics
Do businesses have any ethical responsibility?
How to deal with negative impacts of corporate activities?
Globalisation and Flexibility or ‘Social Dumping’?
Social dumping is a practice involving the export of goods from a country with weak or poorly enforced labour standards, where the exporter’s costs are artificially lower than its competitors in countries with higher standards, hence representing an unfair advantage in international trade. It results from differences in direct and indirect labour costs, which constitute a significant competitive advantage for enterprises in one country, with possible negative consequences for social and labour standards in other countries.

33. Global corporations and society
Impact of corporations on communities, societies and lives of people across the globe
Corporate social responsibility:
corporate actions “to further some social good, beyond the interests of the firm and that which is required by law” (McWilliams and Siegel 2001:117).
socially responsible business practices that are aimed to strengthen corporate accountability, respecting ethical values in the interests of all stakeholders (Business for Social Responsibility 2001).
firms to account for “externalities produced by their market behaviour” (Crouch 2006:1534).
reduction of negative externalities (e.g. global financial crisis, BP oil spillage) and the promotion of positive externalities

34. NEXT WEEK . . . Outsourcing and Insourcing of Work
Guest Lecturer: Dr. Maryam Aldossary
Essential Reading:
Beerepoot, N., & Hendriks, M. (2013). Employability of offshore service sector workers in the Philippines: opportunities for upward labour mobility or dead-end jobs?. Work, Employment & Society, 27:
* Oikelome, F. & Healy, G. (2007) Second-class doctors? The impact of a professional career structure on the employment conditions of overseas- and UK-qualified doctors. Human Resource Management Journal, 17: 134–154