The author deals with Bata Group's policy of dispatching large groups of staff abroad in the years 1938-1941, while considering some disciplinary practices of the discourse (batism) and the creation of standard employee identity. First, the structure of competence fields is explained and their main representatives are shown who co-decided on the selection of candidates and on the schedule of their transfer. Then, the most important criteria of candidate selection are discussed. The selection was also influenced by a number of other factors that determined the eventual form, program and destination of the transfer. The internal factors analyzed in the study include, in particular, the criterion of nationality or, more generally, of language (discourse of nationalism), while the most important external factors referred to immigration regulations and the capacity of means of transport. Last but not least, the motivation of staff members and their chance to have a say are explained.
Financed by the National Centre for Research and Development under grant No. SP/I/1/77065/10 by the strategic scientific research and experimental development program:
SYNAT - “Interdisciplinary System for Interactive Scientific and Scientific-Technical Information”.