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German universities (GU) require an active control to ensure fulfillment of the strategic goals and to strengthen their competitiveness against other national and international institutions for higher education. Implementing a performance measurement and management (PMM) is one possible way of achieving this. But, the instrument has not yet arrived in GU. Therefore, this chapter describes the specific requirements for implementation of PMM in a GU.

With the intention to deeply understand processes, structures and decisions, and in order to derive the necessary transformations for PMM in GU as well as to contribute profound recommendation for an appropriate implementation of PMM in GU we investigated a GU using a case study design. Hence, the case university, which illustrates phenomena in real-world context.

The findings of the case study are threefold. First, the traditional categories of PMM are inadequate for GU and have to be adapted to the specific requirements of every university. Second, performance measures differ from those in companies concerning addressees, complexity of data supply, and goal conflicts. Third, the basic principle of controllability is not valid for GU. These differences to PMM systems in business companies have to be considered during implementation of PMM in universities and highlight needfulness of transformations.

In this chapter one of few studies made of banks’ internationalization process in emerging markets, focusing on behaviour relating to the political environment is presented. Aiming to understand banks’ behaviour in the Russia, an analytical framework built on the internationalization process model incorporating the impact of political environment is developed. The empirical data in the chapter concern Sweden's four largest banks’ expansion into the Russian market and is presented in form of an longitudinal cross-case study with secondary data between years 1990 and 2010, collected retrospectively. The secondary data consist of newspaper articles, annual reports and press releases. Findings show that in stable periods, Swedish banks have followed the pattern of the internationalization process model when expanding into the Russian market. In periods of instability, the banks’ behaviour is heterogenic and can be opportunistic or cautious.

The aim of this chapter is to argue that charisma is a collective representation, and that charismatic authority is a social status that derives more from the “recognition” of the followers than from the “magnetism” of the leaders. I contend further that a close reading of Max Weber shows that he, too, saw charisma in this light.

I develop my argument by a close reading of many of the most relevant texts on the subject. This includes not only the renowned texts on this subject by Max Weber, but also many books and articles that interpret or criticize Weber’s views.

I pay exceptionally close attention to key arguments and texts, several of which have been overlooked in the past.

Writers for whom charisma is personal magnetism tend to assume that charismatic rule is natural and that the full realization of democratic norms is unlikely. Authority, in this view, emanates from rulers unbound by popular constraint. I argue that, in fact, authority draws both its mandate and its energy from the public, and that rulers depend on the loyalty of their subjects, which is never assured. So charismatic claimants are dependent on popular choice, not vice versa.

I advocate a “culturalist” interpretation of Weber, which runs counter to the dominant “personalist” account. Conventional interpreters, under the sway of theology or mass psychology, misread Weber as a romantic, for whom charisma is primal and undemocratic rule is destiny. This essay offers a counter-reading.

Purpose –– This chapter shows the connection between the reality of intercultural communication training and its importance to the development of intercultural communication competence, symbolised by the Rainbow Model of Intercultural Communication Competence.

Methodology/approach –– 405 useable questionnaires (response rate=19.4%) were used from 56 German MNEs in a convenience sample of companies in the high-tech industry that are suppliers for the automotive, aviation, optical and chemical industry.

Findings –– German MNCs provide traditional intercultural communication training sparingly to expatriates, but with adjustments depending on the target country. Only 41% of training recipients deemed the training helpful for their mission. Non-traditional training methods are administered more consistently.

Practical implications –– The Rainbow Model of Intercultural Communication Competence should guide the implementation of customised intercultural communication training efforts.

Social implications –– Assisting expatriates in their development of intercultural communication competence via intercultural communication training fulfils the social responsibility of multinational enterprises.

Originality/value of chapter –– This chapter provides guidance to human resource specialists in the international arena to design and implement customisable intercultural communication training programmes for expatriates.