ESSAY: ANNOTATED BIBLIOGRAPHY

1) Linehan, M., Scullion, H., Walsh, J. (2001). "Barriers to womens participation in

international management". European Business Review. Vol. 13 Issue: 1 pp. 10 19
2) Boon, M. (2003). "Women in international management: an international perspective on
womens ways of leadership". Women in Management Review. Vol. 18 Issue: 3 pp. 132
146
3) Lussier, R., Sonfield, M. (2012). "Family businesses' succession planning: a seven
country comparison". Journal of Small Business and Enterprise Development. Vol. 19
Issue: 1 pp. 7 19

CTable of Contents
ONTENTS
1.1 Title : Barriers to Womens Participation in International Managemen
Citation............................................................................................................................................1
1.2 Introduction & Aims...............................................................................................................1
1.3 Research Methodology...........................................................................................................1
1.4 Scope, Analysis, Findings, & Results.....................................................................................1
1.5 Usefulness................................................................................................................................2
1.6 Limitations...............................................................................................................................2
1.7 Critiques & Challenges...........................................................................................................2
1.8 Conclusions..............................................................................................................................2
1.9 Reflection.................................................................................................................................3
2.1 Title : Women in International Management: An International Perspective on Womens
Ways of Leadership Citation..........................................................................................................4
2.2 Introduction & Aims...............................................................................................................4
2.3 Research Methodology and Hypotheses.................................................................................4
2.4 Scope, Analysis, Findings, & Results.....................................................................................4
2.5 Usefulness................................................................................................................................5
2.6 Limitations...............................................................................................................................5
2.7 Critiques and& Challenges.....................................................................................................5
2.8 Conclusions..............................................................................................................................5
2.9 Reflection.................................................................................................................................6
Citation...........................................................................................................................................7
Lussier, R., Sonfield, M. (2012). "Family businesses' succession planning: a seven country
comparison". Journal of Small Business and Enterprise Development. Vol. 19 Issue: 1 pp. 7
19..................................................................................................................................................7
Introduction & Aims......................................................................................................................7
Research Methodology..................................................................................................................7
2

Scope, Analysis, Findings, & Results............................................................................................7

Usefulness.......................................................................................................................................8
Limitations......................................................................................................................................8
Critiques & Challenges..................................................................................................................8
Conclusions.....................................................................................................................................8
Reflection........................................................................................................................................8

1.1

Citation

Linehan, M., Scullion, H., Walsh, J. (2001). "Barriers to womens participation in international
management". European Business Review. Vol. 13 Issue: 1 pp. 10 - 19

1.2

Introduction and & Aims

This journal discuss about the barriers for the women to contribute in the international
management. The research revealed that only 3% expatriate women are part of international
management in Europe. It is very small in number in comparison with the male members.
Journal has analyzed with an aim to find out the barriers in the international growth of
domestic female managers and expatriate women on international level. The barriers
hidden or revealed will be made part of international HR management literature for the
implications in the policies and regulations of the business community. The purpose for the
selection of this journal is that women play very important role in the development of any
country. Their participation at international level is very necessary for which different
techniques and methods are adopted for analyzing the cause of barrier and their impacts
on womens career.

1.3

Research Methodology and Hypotheses

For conducting the research, researchers decided to interview 50 senior female managers from
different industries. The selection was made over two facts, one, interviewee should be part of
senior management, secondly, one should have gone for international career activity. For
targeting the interviews two important sources were used: fortune 500 top companies in
Germany, Belgium, France, & UK, Marketing Guide to Ireland 1997. CEO of selected
companies was emailed a letter for the research and its purpose. The final selection provided 25
participants from Ireland, 13 from Belgium, 9 from UK, & 3 from Germany. The interview was

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prolonged for at least an hour or more. Some of the interviews were recorded while some were
coded.
Hypotheses ?

1.4

Scope, Analysis, Findings, & Results

The scope of this journal is that it will be beneficial for the organizations to consider the factors
that are acting as the barrier for the growth and international career of the women in
organization. Besides this, it will be a source of issues that are felt by women in organization,
which they consider to lead toward the discrimination in the organization. The facts
provided by the interviewees in the research paper are beneficial and effectively analyzed
to ensure that no fact is left ignored. There are some basic issues highlighted in form of
formal and informal barriers. These issues are analyzed through the understanding of
senior women managers and also through researches conducted by others. The analysis
lead to the formation of key factors required to be discussed in HR department of
organization for influencing equal opportunity to both men and women.
Findings of research paper are based over behavior and attitude of corporate sector,
mentoring of women managers, & networking of female managers. The result of journal is
based over the facts that highlighted why organizations lack leading women through senior
management. Besides this, the personal judgment of women senior managers about organization
approach to women promotion is revealed.

1.5

Usefulness

This research paper will be useful for organizations selected for interview to review their HR
policies to ensure the satisfaction of women workforce. It will be beneficial for the further
research to consider basic facts of differentiation and discrimination. The volunteer services
for networking and mentoring will be initiated effectively for female career development.
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1.6

Limitations

This research has been conducted only in 4 countries that limited the target group. The
interviewees were from senior managerial level while lower staff of women was ignored. The
organizations HR department was not contacted to find out their criteria for selection and
changes introduced over period of time.

1.7

Critiques & Challenges

The research paper has succeeded to get interviewees from well known organizations. It has
selected diversified interviewees that help in getting information of different organization
approach toward expatriate female. The research was well carried out by the researchers, but
they limited them geographically. The researchers have selected only senior managers that
result in ignoring the perception and views of women working at other levels.

1.8

Conclusions

The research has highlighted the nature of barriers in comparison with the nature of corporate
that seems to be traditional. It highlighted that fast growing industries should provide greater
opportunities for women to participate. The research has found corporate barrier that highlighted
the negativity of the facts of HR policies followed in their respective companies. It reveals
that women are ignored being a female and considered to be involved in domestic
responsibilities. It is assumed by the organizations that women would not be interested in
any international career movement because of personal engagement in form of family and
children. Women are degraded through less pay scales and lack of promotion in their
career.

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Lack of mentoring and networking has affected the approach and comfort level of women in
moving for international project. The lack of time after working hours limited the networking of
women. Besides this, mentoring is not given due importance by every working woman, which
affected later in their career. Facts have been provided for international HR policies to
ensure that different policies should be implicated for effectiveness of the HR policies of the
country. The diversity should not be considered equal important to equal opportunity to
people because there is a need of motivating women to participate in management.

1.9

Reflection

This research paper is helpful in understanding the factors leading to discrimination whether
covertly or overtly. International management has always focused over the equal
representation and opportunity for male and female, but when the employees from
developed countries claim breach of rules, it will affect its creditability. Besides this, the
research paper has also highlighted some unintentional factors that lead to create problems
for women career development like networking and mentoring. Thus, for the development
of women career, not only HR policies are required amend, but also the attitude and
concentration of women should be altered for effective outcomes at both levels. It will lead
to favorable outcomes for the organizations and also for women to participate in
international career movement

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1.1

Citation

Boon, M. (2003). "Women in international management: an international perspective on

womens ways of leadership". Women in Management Review. Vol. 18 NoIssue: 3, pp. 132
146

2.2

Introduction and & Aims

This research paper analyze that European women are not motivated for moving to Asian
countries on organization assignments. It has been assumed by the management of
European organization that women are exclusive in Asian region, which will affect the
performance and outcomes of their women. In reality, the situation is totally different
because women performance and decisions are based over intuitive and emotions, which is
given importance in Asia. Instead of developing policies for inter-cultural and interpersonal
skills among employees, the basic resource in form of women should be utilized by international
organizations for effective outcomes.
This research paper aims to analyze the international management policies that exclude their
women from key managerial position in Asian countries where they can gain better
exposure and understanding through removing glass and border ceiling. Women in Asian
countries are holding high managerial position as compared to the perception developed
among people. This research paper is beneficial for understanding the differences among
the European corporate sector with that of Asian values and practices.

2.3

Research Methodology and Hypotheses

For conducting this research, four top and prominent women from academic and professional
career were interviewed in Thailand and same numbers and career holder women from

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Northern Europe. The research data collection method was based over both primary and
secondary research, which helped in getting information in effective and result oriented.
There is no hypothesis in this research paper.

2.4

Scope, Analysis, Findings, & Results

The scope of this research paper is that it will help in highlighting the differences in
understanding the approach of Asian countries toward the contribution female in management. It
will be helpful in finding out the facts that lead to create problems for European women
leadership to move on international career as compared to Asian countries women. The
analysis of this research paper was effective and result oriented as it helped in finding out major
facts that helped in understanding the perception of organizations and the techniques of
developing their HR policies.
The findings of the research paper were based over some basic factors that create a clear image
about the problem area and define that who is neglecting the right of women in management and
leadership. The findings were about that European women should be sent on Asian countries for
work or not. Next finding is to find out the differences of glass ceiling and glass borders. The
leadership style of women is found to find the differences with the male leadership and what
favorable impacts are left through it.
The results of this research paper has clearly revealed that European countries have developed
wrong perception about the Asian countries. They are de-motivating their female managers on
international tour because of their personal judgment and lack of understanding. The
women in Asian countries are more work oriented and are working on managerial level in
more quantity than the western countries. The glass ceiling has affected the work
performance of European women because they believed that they always have to perform
more than their male colleagues for just to ensure that they are capable and able to carry
out their duties and responsibilities. The glass border is created through the management
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personal decisions in form of HR policies. Training and development sessions should be

provided for every team member to give equal opportunity to contribute their best. The
leadership style of women should be acknowledged and they should be provided to work in
their own way, instead, of sketching in male models.
2.5

Usefulness

This research paper will be useful as it will be analyzing the basic differences among Asian and
western countries. Besides this, the research paper will help in indispensable HR policies
amendments that have been ignored because of personal judgments in the past.

This

research paper is beneficial for understanding the differences among the European corporate
sector with that of Asian values and practices.

2.6

Limitations

The research conducted was based over broader topic while very limited targeted women were
selected. It was also limited through geographical reasons as Thailand and North Europe was
part of research. The diversification of career and ranking of women was lacked in the
research.

2.7

Critiques and & Challenges

The research paper is very beneficial for understanding the differences between the reality
and perception being developed in European corporate sector. Globalization will lead to
maintaining the balance working environment through different means, in which women
participation and differences in ratio of gender will be a debate in coming time. The
challenge for this research paper will be highlight the success of those organizations that
are working through the leadership of females and also the difference with their corporate
sector.
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[In your own words, criticize about the research study and what are the challenges you
would foresee if you would re-write this article.]

2.8

Conclusions

It is concluded that a believed has been developed in European countries that their women could
not be confident and will be able to provide similar outcomes on international assignment
because of differences in culture and values. On the other side, the women are participating in
the leadership and political positions of the country. The male members in Asian countries
have helped and motivated their females to become part of corporate sector. It is found that their
leadership style lead to satisfaction of employees and management attitude toward them lead to
female satisfaction in the organization. There are many differences in the perception and
reality being developed that could be altered through the implications in HR policies along
with motivating European female for international career move. There are some covert and
overt factors that lead to breaking the female career on certain stage that lead to
dissatisfaction of women in corporate sector.

2.9

Reflection

This paper has helped in understanding the basic differences among the corporate sector of
western and Asian countries. Females are important part of any community or society and should
not be ignored for growth and success. Diversification in ideas, dealing, & management is
essential for healthy working environment that could be possible through the participation of
female in the decision making and management equivalent to male members of organization.
This study reveals that the developed countries need still better understanding with role of
male and female in their community and growth.

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[Write about the reflection on how you see if this article has any impact to you directly or
indirectly with your study, life and the future undertakings.]

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Citation
Lussier, R., Sonfield, M. (2012). "Family businesses' succession planning: a seven country
comparison". Journal of Small Business and Enterprise Development. Vol. 19 Issue: 1 pp. 7 19

Introduction & Aims

The selected research paper is analyzing the family business succession planning in seven
different countries. The differences were based over geographical and demographical factors,
which helped in obtaining diversified background results. This research paper is beneficial for
analyzing the entrepreneurial activities and future in respective country. This research is one of
the first successful researches that lead to cross countries analysis of succession family business
planning. It helped in finding out the factors that are either interpersonal or influenced by
surrounding that help in growing the family business. The aim of this research paper is to find
out the family businesses succession planning in different countries through comparing them
with each other based over different features and factors of each country and society.

Research Methodology
The research was conducted by targeted seven different countries of world that targeted seven
different regions or continent. USA was selected to represent North America, France to EU,
Croatia to Central Eastern Europe, Kosovo important for linking Europe with Black sea, Kuwait
to Middle East, Egypt to North Africa, & India to represent Asia. The data was collected through
research questionnaire that were emailed to countries with mailing list along with cover letter to
almost all known family business. The countries that did not have mailing address were
contacted through personal interviews on telephone or visit. The response received back from all
seven countries was totaled to 44.83% of all the questionnaires forwarded through different
sources.
The research hypothesis of this paper is that the degree of family business planning succession
varies significantly from country to country.

Scope, Analysis, Findings, & Results

The scope of this research paper is broader as it is analyzing multi countries for finding out their
possibility of growth in entrepreneurial activities. It helps in finding out the attitude of people
from specific background toward personal business and their efforts for leading it to success. The
analysis was conducted through utilizing ANCOVA (analysis of covariance) to find out the
differences among business based over age of business, size of business, numbers of employees,
type of ownership, & industry of business. It was carried out through post hoc pair wise
comparison to find out the country with major differences in succession planning.
The findings were based over the sample data collected. The finding was based over the method
of succession being adopted by different businesses operating in the selected countries. The
result revealed that Croatia, Egypt, & Kuwait are involved in better succession business planning
as compared to the rest of four countries. The result provided could not be challenged as the
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research has not conducted before ever. The cross country analysis is effective for finding out the
level of entrepreneurial attitude adopted in each of them.

Usefulness
This research paper is very important for the businesses especially that are family owned that the
selection of successor can have similar impact over the business as per the skills and abilities of
the successor. It will find out the effective regions and learning drawn through their methods
adopted for the succession of the business to the next generation.

Limitations
There are two important limitations of this research paper. One is that the research paper is
developed through utilizing single measuring way of succession planning and self analyzed data
report has been prepared. Another limitation is the selection of small sample group while the area
of research is quite broader. The sample selected was not also even, variation exist in the size of
sample from each country such as maximum employees were from India, which can affect the
outcomes.

Critiques & Challenges

The research paper is beneficial for analyzing the succession of the family business planning. It
will highlight the attitude and understanding developed by each country toward the importance
of family business succession. It will reveal some important facts about the lack of understanding
with the importance of succession. The challenge for this research could lead to authentication of
information gathered and the outcome drawn could lead to one side oriented result. This
challenge could affect the outcomes by the future researches being conducted.

Conclusions
The research paper revealed that there is an important need of finding out the major differences
in succession planning in different countries. The research concluded that business firm
succession should be based on inheritance, but should be merit focused. The business
management should analyze the scope and growth with the potential of a successor. It has been
found that succession in some countries lead to failure while some countries have family owned
businesses for decades. It is concluded that the transfer of authority or firm to the generation will
affect the performance and creditability of the business firm. Thus, the decision of succession
should be made based over effective analysis of the abilities and skills of competent members of
the firms. It should be inherited to a member that could lead to collapse of the business and have
negative impact over the countrys economy.

Reflection
This research paper is beneficial for the growth of the corporate sector of each country. It has not
only highlighted a single territory, but tried to gain access to diversified regions through
sampling. It has not succeeded to gather maximum information, but still revealed the differences
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found among the country related to succession family business planning. The Asian country
India revealed no significant differences from other six countries while rest of six have
differences that lead to have healthy impact over their growth rate. These kinds of researches
should be conducted to motivate the people to do their own business and become ones own
boss. This will not only be beneficial for the person oneself, but also will have good impact over
the growth and economy of the country. This is the first research being conducted over specific
topic, which resulted in lack of comparison of the derived outcomes of the researches.

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