BUSINESS BRIEFING
All the latest updates from across AMBA’s global network
Research into the use of VR technology by business school students, the modern-day phenomenon of ‘techno isolation’ and the normalisation of hybrid working patterns for employees feature among Ambition’s latest selection of updates. Compiled by Tim Banerjee Dhoul, Ellen Buchan and Colette Doyle
WHY HRM NEEDS TO CHANGE TO CURB INDIVIDUALISM AND FOSTER COLLABORATION FOR A NEW ERA
SCHOOL: São Paulo School of Business Administration, Fundação Getulio Vargas (FGV EAESP) COUNTRY: Brazil
The suggested reforms in Souza’s study emphasise the importance of HRM systems that evaluate the common good. The author argues that this is the best way to respond to today’s global, grand challenges, such as climate change, poverty and the gender pay gap. The reorientation of HRM practices to encourage collaborative processes and decentralised leadership, meanwhile, would represent part of the necessary changes demanded by today’s business world, according to the study. The reasoning is that such an approach can facilitate the contribution and collaboration of multiple, interdependent agents in environments defined by technology, networks, unpredictability and uncertainty. The study, entitled Beyond the individualised organisation: The role of HRM in the (non)emergence of organisational and leadership practices for impact , has been published in the Scandinavian Journal of Management . EB
Modern-day work practices encourage individualism and prevent collaborative working environments, according to FGV EAESP researcher Renato Souza. To combat this problem, human resource management (HRM) should, in Souza’s eyes, move towards a less centralised structure. Current HRM practices identified as a concern include personal performance assessments and centralised leadership decisions. These are said to celebrate the individual, rather than how he or she impacts the common good of the organisation or wider society. In order to drive organisational change and success, the FGV EAESP researcher argues that HRM must reform its practices so that evaluation systems not only take each employee’s individual characteristics into account, but also look more broadly at the mutual support given by each of an organisation’s members. In so doing, they should focus on celebrating collaborative relationships, teamwork and the development of collective and shared goals.
8 | Ambition |
DECEMBER 2023/JANUARY 2024
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