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"In times of globalization, global labor markets and increasingly diverse workforces, Global Leadership, Global Talent Management and integrated management systems belong to the most urgent issues and challenges for the next decade. Hence, it is not a surprise that Global Leadership and effective, integrated Global Talent Management have been identified as key success factors for global organizations. Global organizations see the world as one market for gaining the best global leadership talents. To recruit and retain the best global leaders and leadership talents worldwide, organizations must have effective (global) talent management procedures that are mutually supportive, internally consistent and correlate positively with economic success. This book illustrates integrated practices and success factors of effective Global Leadership Talent Management procedures and shows how to balance the opposing forces of global harmonization and local responsiveness. It describes how global organizations can develop an integrative conceptual framework for the (global) talent management process that sees this as an ongoing acquisition process. Acquisition connotes partnership between talent and company. Like customers, the company proactively identifies candidates for global leadership positions worldwide, attracts them and tries to hire them and win their loyalty. The onus is not solely on the applicant to impress the company. The employer also has to appear attractive to potentially interested parties and maintain that state throughout the employment experience. Globally integrated, high-quality Global Leadership Talent Management creates a long term win-win situation by gaining, retaining and providing service to global candidates and talents and by supporting the sustainable success of global organizations."

"This volume contains both innovative foundational research on global leadership processes and new models to advance theoretical work. The 'Practitioner's Corner' section of the volume contains lessons from three experts withdecades of experience in developing global leaders from both business and non-profits."

"Volume 9 of "Advances in Global Leadership," includes timely and impactful articles on processes associated with effective global leadership. In these times of accelerating complexity and global inter-connectedness, a deeper understanding of the multiple contextual, organizational, and individual variables and processes associated with effective global leadership is critical. This volume contributes to bridging and integrating conceptual and practitioner perspectives in pursuing this deeper understanding. A new section of this year's volume is devoted to articles that apply and expand concepts from traditional leadership to global leadership -- an area that has heretofore received very little attention. Another new section contains articles written by consultants who provide perspectives gained from the ℗front lines of global leadership development in client organizations. The volume's contributors range from well-known voices in thefield to newly minted scholars with a fresh perspective. "

"Survival in a new global world : are you ready? -- Why global talent is so important, yet in short supply -- The foundation of the global leader : the six facets of intelligence necessary for global leadership -- What we did, why we did it, and what we learned -- The behavioral dimensions of the transglobal leader : what sets them apart? -- Traditional diversity versus transglobal diversity : the new order and debate -- Where are you on the map of global capability? -- Developing global capability."

"Attracting, managing and retaining talented employees is an important area of human resource management. Managing talent across an organization's global network presents many challenges including expatriation and repatriation issues, cross-cultural adjustment of employees, and operating in different regulatory and economic environments. This volume provides insights into multinational enterprises' (MNEs) global staffing and global talent management (GTM), and covers issues of global mobility from organizational, individual and contextual perspectives. The chapters in this edited volume cover historical development of expatriation, use of self-initiated and company-assigned expatriates, talent management in entrepreneurial firms, and talent retention through effective expatriation and repatriation programs in transitioning and emerging economies. "

"ABSTRACTLeadership becomes the mam factor contributing for a company toincrease its competitive advantage. In consulting company it has become thenature that the profile of the leader with capability and style of the leadership willgive impact on company durability in rapidly changing and global competitiveenvironment. The research uses Multifactor Leadership Questionnaire-5X form todetermine correlation and relationship between transformational, transactional andpassive-avoidant-laissez-faire leadership style of the leader in PT. MUC Globaland the outcomes of the leadership (transformational, transactional and passiveavoidant laissez-faire). SPSS uses calculation and analysis of the research datawith descriptive statistics, regression and multcollineatity. SPPS process foundthat transformational leadership especially inspirational motivation is the mostsignificant on extra effort and satisfaction. Transactional leadership especiallymanagement by exception-active has the most significant on effectiveness."