Different background - Similar strategies: Recruitment in Tanzanian-African and Tanzanian-Asian companies
The literature on enterprises in Sub-Saharan Africa provides evidence that there are significant differences between companies run by members of the majority population and those run by members of minorities. Differences are frequently related to size, age, and certain success indicators. However, it remains unclear whether decisions concerning the acquisition of personnel also diverge. This paper outlines results of a questionnaire survey on recruitment methods of enterprises in Tanzania. The authors tried to discover differences in the recruitment strategies of Tanzanian-African and Tanzanian-Asian companies but found none. The interpretation is that companies operate in similar business environments and face comparable, exogenously given institutional restrictions. Thus, strategies of personnel recruitment seem to be alike.
|Date of creation:||2010|
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- Egbert, Henrik & Fischer, Gundula & Bredl, Sebastian, 2009. "Advertisements or friends? Formal and informal recruitment methods in Tanzania," Discussion Papers 46, Justus Liebig University Giessen, Center for international Development and Environmental Research (ZEU).
- Herrmann, Roland & Kramb, Marc & Mönnich, Christina, 2000. "Tariff rate quotas and the economic impacts of agricultural trade liberalization in the WTO," Discussion Papers 1, Justus Liebig University Giessen, Center for international Development and Environmental Research (ZEU).
- Egbert, Henrik, 1998. "Entrepreneurial Advantages and Disadvantages of Belonging," MPRA Paper 56684, University Library of Munich, Germany.
- Biggs, Tyler & Raturi, Mayank & Srivastava, Pradeep, 2002. "Ethnic networks and access to credit: evidence from the manufacturing sector in Kenya," Journal of Economic Behavior & Organization, Elsevier, vol. 49(4), pages 473-486, December.
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