SHRM In The Hybrid (Virtual / Traditional) Organization

The overall objective is to identify any relationship between global employee relations and organizational structure and design. Posted to doi.org/10.5281/zenodo.3670912

The goal of the research was to provide an action plan that can be implemented in a real world business environment.

The overall objective of this paper will be to identify any relationship between global employee relations and business strategies and objectives in the transnational model of multinational organizations.

Includes a collection of previous papers on the hybrid (virtual / traditional) work environment. Links to all research at zellerdonna.wixsite.com/books-and-articles

While existing research has covered the relationships of structures and strategies, there is a gap with regards to the influence of the structures of the organization and the performance during a crisis. Links for research papers and articles : zellerdonna.wixsite.com/books-and-articles

Economic Geography research leans toward identifying the effect of the organization on the local and regional economic development; not the effect of regional economics on the organization's structure.

In the virtual world of the Open Source Software Community and in Online Games, the users manage to circumvent spatial dimensions to identify and share and overwhelming amount of complex, tacit knowledge. These skills, particularly the ability to adapt in a changing venue, are important in today's organizations. The purpose of this research is to identify marketable job skills that may be acquired through the online activities.

Link to this and other papers http://zellerdonna.wixsite.com/books-and-articles. The issue is whether spatial dimensions of the hybrid traditional office & virtual offsite workforce are creating another barrier to sharing complex, tacit knowledge.

The overall objective of this paper is to identify the influence, if any, of the hybrid work environment on the fabric of the organizstion; specifically changes in the nodes and links and in "structural holes" (Burt, 1992).

Paper http://doi.org/10.5281/zenodo.1158722. The purpose is to assess the value of the program to the company's profit margin.

More than 25 years ago, social psychologist Faye Crosby discovered that "most women are unaware of having personally been victims of gender discrimination and dent it even when it is objectively true and they see that women in general experience it" (Ibarra, Ely, & Kolb, 2013).

Essentially, the problems of communicating knowledge-sharing across departments, divisions, and companies are further complicated for the combined virtual and traditional work teams. Even when the knowledge had been shared, employees face a plethora of issues ranging from interpretation to applying it correctly.

The question is: are the leadership skills, traits, and roles applicable in an organization where business is carried out in a virtual, global environment? Paper posted to doi.org/10.5281/zenodo.1039757

The specific topic, the evolving environment of hybrid (virtual traditional) transnational organizations, is presented through the subtopics of organizational structure, design, management, and human resource policies and practices. Paper doi.org/10.5281/zenodo.2585803

See Powerpoint Presentation www.slideshare.net/DonnaZeller1 Current data, from sources such as the Wells Fargo International Business Indicator, identify that understanding 'doing business' in another country will gain importance. However, retailers successful in their home country, are challenged, and sometimes fail, when expanding in the global market. The overall objective of this article is to fill some of the gap in research on the strategies used by retailers in their globalization of their 'brick and mortar' stores. The purpose is to identify the strategies that contribute to their successes / failures in this effort.

Due to factors such as regulations and polycentric practices, global employee relations are the most difficult to transfer and the most subject to the host-country effect.

The central questions are: How do business processes change because of the Hybrid (Virtual / Traditional) Work venue? What effect is there, if any, on the organizational structure?

The overall objective is to identify changes, if any, in organizational design in United States-based Hybrid (Virtual offsite / Traditional Brick and Mortar) Transnational Organizations.

Overall, there is a "changing perception around location and working hours"; thereby, contributing to an increase in hybrid (virtual/ traditional) office work policies and practices.

The objective is to shift from assessing formal job functions to understanding the deeper issues influencing the contribution of a global workforce to the multinational firm's strategic success.

The podcast is the Abstract for the paper posted to independent.academia.edu/DonnaZeller. The Powerpoint presentation is posted to www.slideshare.net/DonnaZeller1