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The purpose of this paper is to analyse the development of environmental management practices by Portuguese local entities and their determining factors.

The data were collected by sending a postal questionnaire. In order to measure the degree of development of environmental management practices, an index of environmental management practices (EMPI) was developed, which reflects the extent to which a set of 16 environmental management practices have been implemented by the entities included in the sample. In total, four variables are considered in this study as possible factors that drive the development of environmental management practices by local entities: type of entity; size; proactive environmental strategy; and Local Agenda 21.

Results indicate the degree of development of environmental management practices in Portuguese local entities is low. Additionally, entity size, the adoption of proactive environmental strategies and the implementation of Local Agenda 21 are explaining factors of the degree of development of such practices.

The paper adds to the international research on environmental management in the public sector by providing empirical data from a country, Portugal, where empirical evidence is still relatively limited.

Drawing on Price Waterhouse Cranfield survey data, examines whether the common challenges to local authorities in Europe have resulted in similar national trends in human resource management. Compares public and private sector developments in line management responsibility, remuneration, appraisal and management development in six countries: Denmark, France, Germany, Norway, Sweden and the UK. While line mangement responsibility has expanded rapidly in all countries apart from Germany, local authorities generally lag behind the private sector in relation to performance management. Analyses the implications of the observed changes in human resource management policies for managerial roles and concludes by looking at the management development consequences for local authorities.

This paper focuses on the managerial challenges involved in establishing subsidiaries in the Post‐ Soviet market. In these circumstances, the Western firms’ management meets the host country’s institutional structures. It is suggested that management transfers from the Western parent firm towards the local subsidiary take place across institutional boundaries. The analysis focuses on aspects creating, or reducing tensions in relations between local employees and the Western firm’s representatives. This paper explains why some local employees develop identities that facilitate management transfers, and why other employees develop conflict identities that inhibit management transfers.

The paper's aim is to show three different styles local managers around the world use to hybridize global corporations' and local management practices and values.

The approach is qualitative research based on managers' stories.

The paper provides data of the styles of hybridization of management produced by local managers in Thailand, Mexico, and Israel of two global corporations headquartered in Sweden and the USA.

Through a focused inspection of 24 managers in three different countries (two offices in each country) this paper attempts to identify local styles of hybridization –obviously, further research is needed to confirm the findings of this research. Managers who were interviewed are in urban sites in Thailand, Mexico and Israel, senior managers with academic degrees in engineering or business, and they manage highly trained workers. The cultural processes this paper develops are most applicable to people like those interviewed

Recognizing the styles of hybridization shown in this paper can be of assistance for global corporations in setting the conditions not only for the transfer but also for the appropriate integration and adaptation of their management values and practices to the local.

The paper suggests seeing local managers of global corporations as acknowledgeable agents who do not absorb the corporations' management forms as they are but use different styles to integrate them in their own.

This paper aims to explore the key risk factors affecting the Personnel Localization Management of international construction projects under the major public emergencies represented by the novel coronavirus pneumonia pandemic (hereinafter COVID-19) and how the public emergency affected the Personnel Localization Management from three levels: staff turnover rate, the number of different personnel, the salary and performance of workers. The paper also helps to enhance the construction enterprises' response capacity of major public emergencies and provides a comprehensive framework of optimization strategies for the Personnel Localization Management of international construction projects (hereinafter projects).

The main research method of this paper is the case study, and ten representative international construction projects are selected for case study in China construction enterprises (hereinafter CCE). And this study used the failure mode and effects analysis (FMEA) and comparative analysis to find out all potential risk factors under the COVID-19 and analyze how the epidemic affects the Personnel Localization Management of projects which based on the primary data from 10 projects obtained through in-depth interviews and the secondary data from China First Metallurgical Group and Central South Construction Group's Overseas Enterprise.

The findings show that the outbreak of the major public emergencies not only greatly increased eight risk factors but also directly led to an increase in staff turnover rate. Meanwhile, the numbers of Chinese and local managers and workers are all affected, and an increase in the number and the salary performance of local workers can be reduced, to a certain extent, to the cost-to-output ratio of the projects. The findings would help construction enterprises better cope with Personnel Localization Management and enhance the response capacity of major public emergencies.

This study will broaden researchers' horizons regarding “Personnel Localization Management under major public emergencies” and “risk factors of Personnel Localization Management in an international context.” Furthermore, construction enterprises looking for a better mechanism of Personnel Localization Management can benefit from research findings and lessons learned from the authors' case study during or before an outbreak of major public emergency. Lastly, the framework of optimization strategies for Personnel Localization Management can be used both for research purposes and practice issues in international construction projects.

The findings from the authors' case study offer the direction for international construction enterprises in China and other countries to formulate effective measures, strengthen overseas business and establish a crisis management mechanism for Personnel Localization Management under major public emergencies, and the findings provide emergency plans for projects to improve the public crisis handling capacity and respond to major public emergencies such as the COVID-19.

This study analyzes the impact of the COVID-19 on the Personnel Localization Management of international construction projects from the perspective of personnel. This study provides a theoretical reference for the international construction industry to actively respond to major public emergencies. Besides, the research is conducive to improving the emergency response mechanism in the construction industry, and further promoting the high-quality and globalized development of international construction.

This study provides other researchers with a comprehensive understanding of the risk factors affecting the Personnel Localization Management of projects under the COVID-19 and insight for further research on localization management, risk management, and project management.

The range of pressures which has impacted on local government in the 1980s has forced the emergence of dynamic and sophisticated forms of industrial relations at the workplace level. It is clear, however, that with conceptual tools forged to analyse developments in the private manufacturing sector, very few attempts have been made by academics, policy‐makers or commentators to discuss the structures and processes which have emerged. The character of the changes at authority level are considered using material from a survey of personnel officers in over a third of authorities in England and Wales and within the context of prevailing analytical and theoretical frameworks. It is argued that the distinctive development of the personnel function in local government has resulted in a managerial process which conforms to key features of the human resource management (HRM) model, in particular the devolution of personnel responsibilities to line managers and the integration of personnel concerns at the strategic level. However, other features of this model are less in evidence. The search for employee commitment and flexibility remains patchy and often appears as a practical response to labour market and competitive pressures. Furthermore, collectivist features of employee relations remain well entrenched with the continued encouragement of both union membership and involvement. This is not to deny change beyond the HRM model. Thus, it is clear that established joint machinery is becoming increasingly unable to deal with ongoing issues while the trade unions are gradually being forced into a consultative rather than a bargaining role.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

This study aims to explore the state of environmental management accounting practice and the motivations for its use with a view to improving waste and recycling management by local government. The focus is on practice in local governments situated in the state of New South Wales (NSW), Australia. Prior studies suggest the need for environmental management accounting as a supporting tool for waste management.

An exploratory case study method was applied in 12 NSW local government organisations. In each local government interviews were conducted with managers responsible for waste and recycling issues.

Contrary to prior research this study found that, in the local governments investigated, an increasing amount of environmental management accounting information is being made available. The case studies found two main motivations encouraging the development of environmental management accounting in local government: first, social structural influences, such as regulatory pressures from different environmental regulatory bodies, environmental expectations from local communities, and pressures from peer councils; second, organisational contextual influences reflecting situational needs in the organisational contexts, such as complex waste operations and service designs, changes and uncertainties in waste and recycling management, and the council's strategic position for waste management.

The results imply that institutional theory and contingency theory provide different but complementary explanations for the development of environmental management accounting in waste management. Although previous environmental studies are overwhelmingly in favour of social system‐based theories, such as institutional theory, to explain environmental changes in organisations, an organisation's contextual dynamics seem to be equally important.

The findings about motivations provide useful information for environmental strategists and government regulators to make policies that improve accountability and the efficiency of waste and recycling management as well as promote future development of environmental management accounting to support sustainable waste management solutions.

Considers the implications for managers in Japanese subsidiaries, by looking at the management style employed by Japanese expatriates and the reactions from their local colleagues. The findings were drawn from a research project encompassing in‐depth interviews with both Japanese and British senior and middle managers working in well‐known Japanese companies. The senior management team of the vast majority of Japanese subsidiaries is composed largely of expatriate managers. It is natural that these individuals attempt to behave in ways that are comfortable for them as they are working for the same board of directors in Tokyo as they were prior to moving to the UK. Although there are many concrete examples of management practices that have been modified to fit the local environment, it is the less tangible aspects such as communication, decision making and delegation that cause conflict between expatriates and locals when expatriates continue in their Japanese ways. Local managers need to be aware of this as much as the recently arrived expatriate.

Events are a significant component of Ireland’s tourism offering. They are an important source of economic activity and an incremental driver of social change and development throughout the country. However, the visual and physical impacts often created by event activities to the environmental and social resource base upon which, events depend, have begun to draw attention to the way events are planned and managed. Although the concept of sustainability has become the topic of much discussion and debate in event management literature, there exist many gaps in relation to its practical application in event management planning in Ireland. This is despite the statutory obligation of local authorities in Ireland to license events and to facilitate the process of planning for large-scale outdoor public events in Ireland. Yet, with the continued expansion of Ireland’s event industry, there is a fundamental need for an evidence-informed approach to planning for event management. Through the application of the European tourism indicator system (ETIS), the long-term sustainability and competitiveness of the national event industry in Ireland could be secured. This paper aims to examine and discuss the application of the ETIS as a possible tool to facilitate greater levels of sustainability and accountability within the events industry in Ireland.

This study used a quantitative content analysis approach involving a complete population sample of local authorities in the Republic of Ireland to determine the application of the ETIS within the legal process of planning for event management in Ireland.

While the findings have identified a basic provision for event management within a number of local authority legally required County Development Plans, none, however, were using the ETIS to monitor the impacts of events at the local level. This lack of data collection and benchmarking highlights the need for greater levels of sustainability and accountability within the legal process of planning for event management in Ireland.

This study suggests the ETIS as an easy, cost effective and viable solution to facilitate an evidence-informed approach to planning for event management at the local level. However, the lessons learned from this study may also have implications for destination planners and event managers outside of Ireland.