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Bilets, A. S., and K. V. Serdyuk. "Cross-cultural business communication." Thesis, Sumy State University, 2016. http://essuir.sumdu.edu.ua/handle/123456789/49045.
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Now it is the time of globalization. It is important and complicated period for all mankind, because humanity cooperates in political, economic and professional organizations, works in multinational companies, exchanges experience in the industrial and professional spheres.
Cross-cultural business communication is one of the most important reason that promoting business growth. Today this question becoming more popular on the global marketplace. For every company knowledge of intercultural communication increase their chances of success in international business arena [1].
That is why we want to consider some points of cross-cultural communication in business.
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Cantor, Malcolm, and mcantor@austconsgroup com au. "Cross cultural consulting." Swinburne University of Technology. Graduate School of Business, 2000. http://adt.lib.swin.edu.au./public/adt-VSWT20050218.091024.
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This thesis is concerned with cross-cultural consulting. The research examines how a
multinational consulting team worked with a multinational client. The consultants were from Taiwan, Japan, Singapore, Indonesia, USA and Australia and the client was a multinational oil company located on the island of Sumatra in Indonesia. The study employs the narrative theory of Ricoeur together with the research findings
on culture of Hofstede, Trompenaars, Hall, Kluckhorn and Strodtbeck. The study relies on a comparison of national cultural characteristics as they were enacted duringthe conduct of a consulting project. The research emphasises the roles of the consultants, the consulting process and the consulting outcomes.
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Lindborg, Alexander, and Anna-Carin Ohlsson. "Cross-cultural business negotiations : how cultural intelligence influences the business negotiation process." Thesis, Kristianstad University College, School of Health and Society, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-5833.
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<p>Over the last 30 years, technology has made it possible for people to travel to other cultures in a cheaper and more efficient way. The increased traveling has made it possible for an increase in trade and as the trade flourishes the need for people that can handle the differences between the cultures in the world increase. Some people handle cross-cultural negotiations better than others; we want to know how Cultural Intelligence influences The Business Negotiation Process.</p><p>To find out how Cultural Intelligence influences The Business Negotiation Process we choose to conduct qualitative interviews with a few Swedish companies that have experiences of cross-cultural negotiations with China.</p><p>The findings indicate that Cultural Intelligence influences The Business Negotiation Process by different factors such as engagement, communication and understanding. The greater engagement and understanding the negotiator has of the different parts the more likely it is that the business negotiation process will have a positive outcome.</p><p>We studied as much literature as we could find about cultural intelligence and the business negotiation process. Out of our findings, we build a model, and this gave the opportunity to test the different parts of the model in our research.</p><p>Our contributions to the field are foremost the discovery of the two new dimensions: Structure and Power Dependency that can be added to both Cultural intelligence and The Business Negotiation Process. In future research, these two dimensions can be further researched and developed. In our research, statements from our respondents create a small practical guideline for cross-cultural business negotiations with China. The negotiators might have use for this guideline when negotiating with Chinese companies.</p>
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Taylor, Paul S. "The language of business interviewing: a study in cross-cultural communication." Thesis, Aston University, 1989. http://publications.aston.ac.uk/10281/.
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The study examines the concept of cultural determinism in relation to the business interview, analysing differences in language use between English, French and West German native speakers. The approach is multi- and inter-disciplinary combining linguistic and business research methodologies. An analytical model based on pragmatic and speech act theory is developed to analyse language use in telephone market research interviews. The model aims to evaluate behavioural differences between English, French and West German respondents in the interview situation. The empirical research is based on a telephone survey of industrial managers, conducted in the three countries in the national language of each country. The telephone interviews are transcribed and compared across languages to discover how managers from each country use different language functions to reply to questions and requests. These differences are assessed in terms of specific cultural parameters: politeness, self-assuredness and fullness of response. Empirical and descriptive studies of national character are compared with the survey results, providing the basis for an evaluation of the relationship between management culture and national culture on a contrastive and comparative cross-cultural basis. The project conclusions focus on the implications of the findings both for business interviewing and for language teaching.
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Yevtushenko, A. "The impact of globalization on cross-cultural communication." Thesis, Sumy State University, 2016. http://essuir.sumdu.edu.ua/handle/123456789/49038.
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Nowadays, in times of maintaining economic contacts with the world market there is an increasing need to understand each other through cross-cultural communication. The effect of culture on international businessmen ventures is multifaceted. Cultural differences deeply affects market behavior. International marketers, therefore, need to be as familiar as possible with the cultural traits of any country they want to do business with. These differences require international businessmen to have good analytical abilities and sound business acumen to make viable decisions and operate successfully. Practically all business decisions are culture-bound.
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Andersson, Viktor, and Alexandra Mets. "Cross-Cultural Business Negotiations : The Impact of Business Cultures from a Swedish Perspective." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-77717.
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With our increasingly competitive globalized economy, we are experiencing an emerging trend of firms competing on new international business markets (Bell et al. 2001; Huang 2010). In order to successfully negotiate in an international context, cultural sensitivity needs to be taken into consideration (Manrai & Manrai 2010). This study aims to examine how and to what extent professionalnegotiators’ international negotiation process is influenced by different businesscultures. The study was made by in-depth interviews of five Swedish based professional negotiators and their experiences from negotiating in France, Brazil and Singapore. The mentioned negotiation process was based on Ghuari’s(2003) international business negotiation model which consists of a pre- negotiation stage, a face-to-face negotiation stage and a post-negotiation stage. These stages have been analyzed and interconnected with several cultural variables such as cultural intelligence, adaptation, communication, hierarchy and the Hofstede (2011) parameter of collectivistic versus individualistic cultures to substantiate our two research questions: 1) How does culture intervene in the different stages of the negotiation process? And 2) How are the negotiators adjusting their negotiation strategy to better accommodate the specific culture? The empirical findings showed that there are several differences in both theFrench, Brazilian and Singaporean business culture as well as the negotiators’experiences of their need of adapting to the culture they are negotiating with. The data highlighted the importance of cultural understanding and obtaining the knowledge in a pre-negotiation stage in order to prevent unnecessary misunderstandings which could obstruct the negotiation. The major differenceswhich required the negotiators’ understanding and adaptation was the crucialfactor of building a relationship with the Singaporean delegation, the French’stough negotiation approach and the hierarchical setting in Brazil. The conclusions demonstrated the benefits of cultural adaption as well as the potential pitfall of over-adapting and the imperative preparatory work needed in the pre-negotiation stage of the negotiation.
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Mehta, Gopika. "Development of an Intercultural Sensitizer for Cross-Cultural Training of American and Japanese Business Professionals." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278518/.
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Increasing globalization and transnational trends in business have resulted in greater contact with people from different cultures. However, in any cross-cultural encounter, miscommunication and misunderstandings are likely to occur. In a workplace setting, these can seriously undermine job performance and employee relations. The Intercultural Sensitizer is a cross-cultural training tool that is designed to increase the likelihood that trained individuals will make accurate interpretations concerning behavior observed in individuals from other cultural groups (Albert, 1983) . The purpose of this study was two-fold: (1) to identify cultural differences between Americans and Japanese that can lead to misunderstandings in the workplace and hinder communication, and (2) to construct an intercultural sensitizer that will enable the two cultural groups to interact more effectively with each other. The study's five-phase research design was based on Albert's (1983) delineation of the construction of an intercultural sensitizer. Twenty-four episodes were constructed and statistically analyzed to determine if there was a difference in the way the two cultural groups responded to a given situation. Nine episodes yielded critical values significant at the .05 level. The study concluded that there while there are differences in the cultural perspectives of American and Japanese business professionals, the two groups also share common cultural assumptions. The study's findings have numerous implications for cross-cultural corporate training and higher education.
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Onkhaw, Yata, and Natalia Fedorova. "Cross-cultural Comunication in International Organizations." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-159679.
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Problem: While the multinational teams consisting of members from different nationalities,backgrounds and cultures have advantages of diversity in the workplace, the differencesbetween team members can also pose the challenges. Our study focuses on InformationTechnology (IT) project teams in organizations located in Sweden. The rapid growth oftechnology and IT sector, increasing demand in IT professionals, and the knowledge ofwriting universal code allow people to work internationally regardless of citizenship.Therefore, the workforce in the IT sector is rapidly growing and diversifying — it ischaracterized by teams consisting of different nationalities. However, these differences incultures, languages and nationalities can complicate the communication processes betweenthe team members. Therefore, efficient cross-cultural communication within a team isessential for team collaboration and performance. Purpose: The study aims to find the significant issues in the process of adaptation to the newculturally diverse environment faced by immigrant professionals in IT project teams. Thestudy mainly focuses on an individual level, consequently expanding it to a collective level,as the related challenges refer to collaboration among the team members. Method: The study was conducted by interviewing immigrant professionals who have beenworking in IT project teams in the companies, located in Sweden. The participants belong tosix different nationalities and have worked in Sweden for approximately 2-8 years. They areall male aged between 30-33 years old. After the interviews, we can present findings, whichdemonstrate the points of similarity and difference. Conclusion: Technology, which is a significant factor in IT projects, constantly changes, andtherefore, IT project teams that work with innovation require high adaptability to explore newopportunities. That makes effective coordination and communication essential. In theculturally diverse team, managers should manage global mindset and cultural intelligence forindividuals to help team members in adaptation process. Cross-cultural training should beprovided to the migrant professionals in the team to avoid miscommunication based oncultural differences, hence overcoming challenges.
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Lacey, Danielle. "Communicating effectively across the cultural barrier : a cross-cultural study of the Sydney and Atlanta hotel industries." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2005. https://ro.ecu.edu.au/theses/649.
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This study aimed to look at the importance of cultural awareness across the hospitality industry as a whole and the industry's response to this issue. The research set out three hypotheses based on one main research question. The research question postulated was: What guest services are Sydney and Atlanta hoteliers providing to meet the needs of guests from different cultural backgrounds? The research was carried out using a descriptive qualitative research design, additionally a cross-sectional time frame was used. The research was conducted within the hotel population in Atlanta, Georgia, United States of America, and in Sydney, New South Wales. Australia. The research was completed through the use of a mail-questionnaire, however there was a relatively small sample size and a low response rate. The average hotel that responded to the questionnaires were three star properties located in the city centre or suburbs with an average of one hundred rooms, and an average occupancy rule of between sixty and eighty percent over the previous twelve months. The data was analysed using SPSS to calculate frequency distribution and percentages. Cross- tabulations. Chi-square tests, and correlations. The analysed data showed that hoteliers ranked the issue of cultural awareness as important to the hospitality industry, thus hypothesis one was accepted. However further analysis showed that hoteliers' beliefs are not affected by the grade of the property to which they are attached. The analysed data showed that even though the majority of hoteliers provided less than four of the listed facilities to their guests, there was a positive relationship between the perceived importance of cultural awareness by hoteliers and the level of the facilities that are provided by the hoteliers, and therefore hypothesis two can be accepted. Furthermore the data revealed that there is no relationship between the star grading that a hotel has achieved and the level of facilities that they provide. The third hypothesis related to the training and/or incentives that hoteliers provided to staff in the area of foreign language or cultural awareness training. Initial analysis showed that the majority of hoteliers provided limited training or incentives to their staff. Further correlation analysis indicated that there is a strong relationship between the importance of cultural awareness and the training/incentives that are available to employees. A final analysis showed that the perceived importance of cultural awareness had a greater impact on training/incentives for Atlanta hoteliers than with Sydney hoteliers. Consequently hypothesis three can be accepted as there is a positive correlation between the level of ascribed importance assigned by hoteliers to the cultural awareness issue and the range of culturally sensitive training that is provided 10 employees. Thus the study found that while hoteliers believe the issue of cultural awareness is Important, the training they have available and their facilities provisions do not reflect this. This has major implications for the universities and colleges that provide hospitality management courses.
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Kim, Y. R. "A cross-cultural study on complaint letters : Australian and Korean." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1996. https://ro.ecu.edu.au/theses/942.
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The aim of the study is to examine the cross-cultural features of Australian and Korean complaint letters. The point of view adopted is that cultural barriers generate difficulties to producing efficient and successful intercultural communication in addition to linguistic barriers. Although the concept of complaint letters is the same in the two countries, there are difficulties when Australians and Koreans attempt to communicate with the other culture. Firstly the study will explore the validating of the concepts of Korean's four-unit structure (Ki-Sung-Chen-Kyul) and the three unit structure typical of western letter writing (Introduction-Body-Conclusion), and contrast the structures. It posits that Korean complaint letters are more reader-responsible this is defined as a reader needing to infer the implicit meaning of what is the writer's request, this Australian letters showed writer responsible language, this is defined as a reader being provided enough explicit information by a writer in order to comprehend the meaning of what the writer intends to deliver. The results might relate to the claims that Korean society is characterised by features of collectivism (Triandis, 1983), avoiding confrontation with others and saving face, which can be realised in vague and emotive terms. Secondly, the indirect speech of Korean writers will be analysed through the adaptation of Kim and Wilson’s study of request categories (1994). The results imply that Koreans use hint strategies as much as they use direct request, while Australians tend to use a more direct strategy in the interest of the readers. An Australian's politer acts are expressed on the basis of the virtue of the frankness of the request first, before the announcement. Conversely the Korean language employs the same amount of hint strategy and direct strategy which might explain typical Korean cultural attributes such as Nunchi, meaning reading others mind(Kim 1975), Kibun, 'feeling' and Cheymyen 'saving face'(Sohn 1986). As a consequence Australian letters, which tend to make obvious what they are expressing, will feature ideational functions weighted toward clear, concise and direct expressions whereas Korean letters which think highly of interpersonal functions appear to be more influenced by their collective cultural values. The results of this study will suggest that intercultural miscommunication is caused by the degree of cultural variances and that to learn the target language well is not just to achieve linguistic competence but also to be a member of its culture.
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Elgh, Johan, and Felix Nyberg-Åslund. "Developing an integrated cross-cultural marketing communication strategy for software developing B2B SMEs." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-119149.
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This thesis has been created as a response to the growing interest among small and medium-sized business-to-business software developers to internationalise in order to grow their businesses. The initial study of the problem lead to the insight that a strategic mix of communication channels is a key success factor for an internationalisation. The purpose of this thesis was therefore determined to be to explore what and how different factors influence the effectiveness and efficiency of a business-to-business marketing communication mix strategy that leverages the brand, in the context of internationalisation of software developing small and medium-sized enterprises. Academic literature within three areas, related to the purpose of the thesis, was identified and discussed and presented in a frame of references. The first area concerned the development process of a strategic business-to-business marketing communication mix. Following this, the culture factor, including how communication is affected by cultural differences, was considered as a relevant area to study and add to the frame of references. Finally, the internationalisation process of business-to-business small and medium-sized enterprises was studied. Based on the study of academic theory, an analytical model was constructed and targeted issues for each area identified for the subsequent empirical study. An explorative case study approach was found to be suitable for the purpose of the thesis. It was performed by conducting qualitative interviews with representatives of the studied case company as well as a selection of its customers. Additional secondary data was withdrawn to triangulate with the primary data for the analysis of culture. By applying the analytical model to analyse the empirical evidence, using the academic theories and models from the frame of references, insights were generated and conclusions could be drawn. The analysis found that a key success factor is to build credibility in the eyes of prospects, regardless of where they are on the journey from being unaware of the company to becoming loyal customers. This is due to the risk avert nature of business-to-business decision makers. The most important factor for establishing credibility is to be able to show strong customer references, which makes nurturing present customer relationships a critical activity for success. Further, it was firmly established that the particularly long sell cycle that characterises the software industry in which the studied case company operates in, requires the communication channels to be integrated in order to be effective for the whole customer journey. Channels through which the communication can be adapted to suit a specific audience should be prioritised. Also, cultural differences and similarities should be considered, especially when it comes to views on power and the level of social restraint in the country to which the internationalisation is directed. The digitalisation of communication is a trend that evidently has a significant impact on the effectiveness of a marketing communication strategy. Digital communication channels are becoming increasingly relevant and suitable for communicating customer references, demonstrating product features and conveying corporate brand messages. By developing a business-to-business digital marketing communication strategy that is culturally adapted, the preconditions for the internationalisation of small and medium-sized enterprises are improved. On a final note, this Master’s thesis has identified a number of factors that influence the effectiveness and efficiency of a business-to-business marketing communication mix strategy that leverages the brand, in the context of internationalisation of software developing small and medium-sized enterprises. While this has contributed to academic theory, the findings concerning how these factors influence the effectiveness and efficiency provide practitioners with actionable insights. It is therefore the belief of the authors of this Master’s thesis that the content of this report can help managers of internationalising software developing small and medium-sized enterprises in their communication strategy development process.
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Chang, Suzana. "The Influence of Cultural Factors Including Language on Business Outcomes: Perceptions and Experiences of New Zealand exporters in Asia with reference to South Korea." Thesis, University of Canterbury. School of Humanities, 2013. http://hdl.handle.net/10092/9373.
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This thesis examines the role of language and culture in international business. Through a theoretical framework, it investigates how these are integrated and argues that an understanding of the complexity of the relationship between language and culture in cross-cultural communication is crucial in international business, as essentially it provides an explanation as to what effective communication means. The premise that language and cultural barriers might be preventing New Zealand businesses from enhanced engagement in Asia was investigated using quantitative data obtained from an online survey of New Zealand exporters supported by qualitative data from case studies. The results revealed that New Zealand companies were expressing much apprehension regarding language and cultural barriers prior to entry into Asia but upon entry, they had found that the experience had not been as difficult as anticipated. English alone was sufficient for the most part, particularly during the early phases. However, if businesses wanted to commit fully on a long term engagement with Asia, then English alone was not enough because without the knowledge of the local language and culture, they could not communicate effectively to build long-term relationships. Faced with a rapidly changing, increasingly competitive multilingual global environment, this study suggests that New Zealand businesses will need to find practical solutions to best enhance their opportunities in Asia.
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Pongsriwat, Alisa, and Wissawa Aunyawong. "Cross Institutional and Cultural Barriers : The Opportunity of Thai entrepreneurs in doing business in Sweden - Case study of Restaurant business." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-10059.
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<p><strong><p>Seminar Date: 28th May, 2010 <strong></strong></p><p>Level: Master Thesis – EFO705 <strong></strong></p><p>Program: MIMA – International Business and Entrepreneurship <strong></strong></p><p>Authors: Alisa Pongsriwat & Wissawa Aunyawong <strong></strong></p><p>Title: Cross Institutional and Cultural Barriers: The opportunity of Thai entrepreneurs in doing business in Sweden - <em>Case study of Restaurant business <strong></strong></em></p><p>Tutor: Sune Tjernström <strong></strong></p><p>Background: Doing Thai Restaurant in Sweden seems to be opportunity of Thai entrepreneurs as there are potential trend leading to business success and many advantages supporting investment. However, cross institutional and cultural barriers can cause business failure. <strong></strong></p><p>Research Problem:´How can Thai entrepreneur overcome the cross institutional and cultural barriers for successfully running restaurant business in Sweden to beat in Swedish market? <strong></strong></p><p>Purpose: Our purpose is to understand and explain the cross cultural barriers in doing Thai restaurant business in Sweden in the context of cultures embedded in both Thailand and Sweden. The foundation of our research is based on the case study of Thai food restaurants in Sweden. <strong></strong></p><p>Method: Our research is mainly based on qualitative research using the case study and the secondary information gathered during the research. We have also taken into account some primary information by conducting three semi-structured interviews from the Thai owners of Thai restaurants in different locations in Sweden. All the information collected during the course of our research has been analyzed and has finally led us to a conclusion. <strong></strong></p><p>Conclusion: After the analysis of outcomes, both from the interviews and the secondary information conducted, we concluded that Thai entrepreneurs need to strictly follow the laws and regulations of Sweden because they cannot be changed. They also need to adapt some norms and cultures but not too much in order to maintain Thai uniqueness as competitive advantage in Swedish market. We have recommended that Thai entrepreneurs should recognize the key characteristics between Thai and Swede as the key successful business. <strong></strong></p><p>Contribution: Our research will give the useful information and practical recommendations in the future to the Thai entrepreneurs in Thailand, who are interesting in doing business in Sweden in order to seeking new opportunity.</p></strong></p><p> </p>
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Chen, Zheng. "Cultural hybridization in a multicultural uniersity workplace : how rapport management works in intercultural communication." HKBU Institutional Repository, 2013. https://repository.hkbu.edu.hk/etd_ra/1554.
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Communication skills and interpersonal relationships have been receiving an increasing amount of attention in literature on workplace culture. Being polite serves a significant role in building up a harmonious working environment, and in enhancing communication efficiency. Current approaches to politeness have called for a more comprehensive framework than the polite-impolite continuum. There is a growing tendency to view politeness as a matter of appropriateness, which involves the negotiation of relationships. This new trend is represented by Spencer-Oatey’s rapport management theory. While rapport management has been framed within the study of workplace culture or communities of practice (CofP), little empirical research has investigated its application in intercultural settings. The present study has continued the focus of building up and maintaining rapport at work, which draws attention to intercultural communicative behaviour as it arises in a multicultural context. In essence, the purpose of this study is to examine how people from different cultural backgrounds manage rapport at work, and consequently explore how the workplace culture is shaped. It also aims to document and examine the change and development of workplace culture with the participation of different members. A multi-method approach underpins the study, which enables the research concern to be looked at from different perspectives. This approach, involving the adoption of workplace observation, audio recording of conversations, and semi-structured interviews, overcomes the weakness of using one single instrument to analyse communicative behaviour. Situated in a multi-cultural university workplace in Mainland China, the research makes use of naturally-occurring interactions between Chinese and foreign (American and European) teaching-related staff. The study is composed of two phases with some overlap of participants. Conversations are analyzed using Spencer-Oatey’s rapport management theory. While audio recording serves as the primary tool to collect data, follow-up and in-depth interviews were conducted in which participants were asked to recall and evaluate others’ and their own communicative behaviour. Findings from the data analysis suggest that participants exhibit an appropriate amount of their own inherent behaviour. Each of them contributes their own cultural traits and personalities to the intercultural communication process, which ultimately determines the general tendency of rapport management style. A diversity of rapport management strategies is identified according to participants’ different rapport management orientations and individual dispositions. Some features of the workiii place culture are thus clearly revealed. Neither the local Chinese staff nor the foreign (native English-speaking) staff behave in a way that could be described as typical of their own culture; their behaviour conforms to a hybridized culture which shows characteristics of both the local Chinese and foreign cultures. The comparison of results from the two phases indicates that the workplace culture evolves according to the cultural and personal attributes displayed by participants. This process is associated with a pidgin language analogy. This study therefore yields a better understanding of the dynamic nature of intercultural workplace communication. While there has long been debate and emphasis on adaptation to a workplace culture, the present study suggests that cultural hybridization is the trend in such a multicultural university workplace. It is therefore implied that in order to manage rapport appropriately in intercultural communication, it is important to be able to negotiate one’s behavioural norms to the workplace culture instead of only acclimating oneself to the local culture.
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Kvantaliani, Maka, and Olga Klimina. "Implications of cross-cultural communication in business : A study of Swedish small enterprise “ImseVimse” and its international distributors and retailers." Thesis, Högskolan på Gotland, Institutionen för humaniora och samhällsvetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hgo:diva-933.
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In times of rapid economic development and internationalization of business, effective cross-cultural communication among managers remains a challenge. This thesis aims to research and analyze cross-cultural communication in business context based on qualitative case study of a small Swedish company and its international business partners. Previous research has focused on differences and similarities in people’s behaviour and ways of communication based on their cultural background. Through in-depth analysis and application of existing theories to the chosen case study company, the findings of this research demonstrated that although national culture does have an undeniable influence on people’s behaviour and their communication style, implications in communication between business partners of different cultural backgrounds often connected to an individual approach to cross-cultural communication. A great emphasis was placed on the language being one of the biggest communication challenges facing SMEs in international arena. Finally, misunderstandings occurring due to communication through technological devices were discussed.
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Wang, L. "'2+1' Chinese business students' methods of case-study group discussion in British university seminars." Thesis, Coventry University, 2014. http://curve.coventry.ac.uk/open/items/4892c4ef-3f00-4cd0-9f96-3bd0dd656ef6/1.
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The purpose of this study was to investigate how a group of Chinese business students understood the nature and the purpose of the instruction techniques they were exposed to in Britain, and the attitudes the students, Chinese lecturers in China and British lecturers in Britain held towards seminar discussions. The study also investigated how and to what extent students’ prior learning experiences predisposed them to certain attitudes towards seminar discussions. The student participants in this study undertook Part I of their degree programme at a Chinese university for two years before transferring to Britain to study for one year, graduating with a British Bachelors Degree in International Business. Data was gathered from classroom observations, follow-up and exploratory interviews, and a questionnaire survey to discover more about the students’ learning experiences in Part I in China, and from classroom observations, audio-recordings, and follow-up and exploratory interviews to investigate the same group of students’ learning experiences in Part II in Britain. A ranking task and interviews were used to identify the preferences of Chinese students, British lecturers, and Chinese lecturers from China in terms of specific group discussion methods. The study identified three discussion methods used by students in British seminars: these have been termed ‘spiral’, ‘exploratory’ and ‘individual’ methods. The Chinese students tended to use the ‘spiral’ method, repeatedly bringing the discussion back to the question provided by the seminar tutor, whereas the non-Chinese students tended to use the ‘exploratory’ method, reformulating each other’s opinions and building on them by bringing in new information. When discussing within Chinese-only groups, the Chinese students used the ‘individual’ method whereby a group leader took responsibility for the outcomes of the discussion and the other members did not build upon each other’s contributions. Chinese and non-Chinese students sometimes misunderstood each others’ intentions, but were not likely to notice that miscommunication had occurred. The ranking task and the follow-up interviews revealed that the British lecturers preferred the ‘exploratory’ discussion method, whereas Chinese lecturers from China and Chinese students preferred the ‘spiral’ method. The British lecturers were found to adopt a constructivist approach to group discussion tasks, seeing them as a means by which students could obtain professional experience. They treated Business and Management knowledge as divergent and ‘soft’. Chinese lecturers and students, on the other hand, were found to perceive group discussion as a kind of assessment and were keen to find ‘correct’ answers to case study problems, treating Business and Management as convergent and hard disciplines which offered judgements on good practice. The Chinese lecturers in Part I of the programme organised group discussion so that students could exchange answers and check their accuracy, and, perhaps because of this, in Part I the students learnt in an exam-oriented way, strategically dividing up their tasks and working individually on their own task portions in order to find an acceptable answer as quickly as possible. These students were found to continue to employ these strategies during group work after they had transferred to the British component of their degree programme. The study has made a theoretical contribution to knowledge concerning the cultural influences on students’ classroom interactional practices. The findings from the study have implications for the teaching of intercultural business communication, and the enhancement of students’ learning experiences in international business programmes, in business English programmes in China, and whilst learning within groups.
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Speedy, Karin Elizabeth. "Cross-cultural communication in a postmodern business environment: the role of French language and culture in New Zealand-French business relations." Thesis, University of Auckland, 2003. http://hdl.handle.net/2292/409.
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In international business, notions of homogeneity and standardisation are promoted as necessary parts of the globalisation process. “One world” is equated with “one language” and English, portrayed as the global lingua franca, is seen as the only language needed to operate successfully in world markets. Using Jean Baudrillard’s theory of the cyclic superposition of the singular, universal and global as a framework and applying it to the business communications between New Zealand exporters and their French buyers, this thesis questions the beliefs underpinning Anglophone reliance on English, and the value of this reliance, in a postmodern business environment. It first examines historical shifts in attitudes to and use of both dominant “universal” languages and individual “singular” languages and finds that tensions tend to arise when dominant powers try to impose, in an imperialistic fashion, their language on the “Other”. It argues that the universal ideals of unity and openness popularly associated with globalisation are myths expounded by Anglophone big business, which, as the advocate of English as the language of international commerce, fails to recognise the hegemonic implications of its discourse. Through both qualitative and quantitative field research, it reaches the conclusion that, aside from a lack of attention paid to foreign languages in business, international business writers offer outdated and often erroneous cross-cultural advice for doing business in France. This cultural guidance is tainted by both the universalist/structuralist frameworks employed by the writers as well as their own inherent cultural assumptions, and is found to be of little use to New Zealand business people. By reviewing previous research, the thesis determines that New Zealand business has demonstrated a slight shift in attitude toward foreign language use in recent years. The results of my survey, designed to gauge the present attitudes to and use of French among New Zealand exporters, show that while some firms have embraced the idea of using French in business, most are still reliant on English for day-to-day business communications with their French customers. In the view of the latter, however, this behaviour does not foster efficient and equitable business relations. For the French, a New Zealand exporter prepared to use French in the French market would have a competitive advantage. Set in the context of Baudrillard’s paradigm, the thesis demonstrates that within the New Zealand-French business relationship the perpetual struggle between local and dominant languages continues to be a critical issue that requires urgent redress.
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Aspeteg, Joakim, and Jonas Karlsson. "A Swedish perspective of business negotiation in a cross-cultural context : A multiple case study on B2B level regarding business negotiations in China and how cultural differences has an impact." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-36239.
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Mordenfeld, Frida, Sandra Johansson, and Giron Pamela Hinojosa. "Communication as a CROSS-CULTURAL challenge for international management; a case study of Gina Tricot." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-18601.
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Cross-cultural communication challenges arise for managers in international corporations on a daily basis, and in order to evaluate why these challenges occur we conducted a case study in collaboration with the fast-fashion corporation Gina Tricot. Our work challenges the influential theory that cultural proximity leads to less miscommunication within the business environment. By using Griffith’s model on a fashion-based corporation, our thesis demonstrates that geographical distance is not an aiding factor in superior communication within multinational corporations, however, the longevity of relationships have a more deciding impact. Global expansion and the rapid development of technology contribute to faster communication possibilities across boarders, therefore the highly international, dynamic and quick communication based fast-fashion industry becomes an interesting object when studying cross-cultural communication. Moreover, this research will investigate which specific areas of business communication that creates the greatest challenges for international managers within the fast-fashion corporation Gina Tricot’s cross-cultural operations. Our secondary sources are mainly based on previous models and guidelines for effective cross-cultural communication, with David Griffith’s model of “Communication Effectiveness” as a main resource. Furthermore, it enabled us to test how well Griffith’s model applies in the fast-fashion industry. Our primary data was obtained by a close collaboration with Gina Tricot in a case study fashion, by conducting personal interviews with retail and purchase managers. Trough our research and analysis we concluded that the core flaw with previous models is based in their rigidness and lack of flexibility to adapt to different circumstances. We base our conclusions on the notion that as human behaviours is dynamic and highly unpredictable, so is also culture and therefore even communication.
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Grech, Lisa Marie. "The effect of culture on cross-cultural conflict resolution behaviors." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2331.
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This study attempted to investigate whether there were differences in the conflict behaviors chosen for members of the same culture versus members of a different culture when accounting for Chinese cultural value conservation.
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Lee, Shu-Yir. "Impact of cultural factors on transnational teams: Diversity, adaptation, communication quality, and trust." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3284.
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The present research proposes a general model of Transnational Teams (TNTs) to investigate how value placed on cultural diversity, cultural adaptation, communication quality, and trust affect the performance of TNTs and their interaction to each other. TNTs contribute to decisions about a firm's total portfolio of transnational interests, global brands and products, organizational configuration, and global sourcing strategy. Qualitative and quantitative methods are applied in this study of thirty members of TNTs from diverse teams. Based on the qualitative and quantitative analysis, relationships between theory and practice are examined. The analysis shows that there is a strong relationship between trust and performance of TNTs.
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Wang, Xingmin. "Cross-cultural leadership by Chinese managers with their South African Xhosa-speaking employees." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/21386.
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Thesis (MBA)--Stellenbosch University, 2007.<br>ENGLISH ABSTRACT: Purpose. This study investigates how foreign-born Chinese managers in the Cape Town area
perceive their own leadership in a cross-cultural business situation, and compares these perceptions
with how the local South African Xhosa-speaking employees perceive the styles of their foreign
managers. The study is important because of the growing private investment in Africa by people
from China.
Approach. Ten small businesses owned and managed by Chinese nationals were studied: five
retail, two wholesale, one restaurant and two Chinese supermarkets. A Likert-type questiormaire
was created by operationalising 10 of the 19 aspects of cross-cultural leadership identified by
Suutari and Riusala (2001). These ten aspects are: decision participation, autonomy-delegation,
consideration, rewarding, informing, conflict management, production emphasis, criticizing, goal
setting, and inspiration. Each aspect had four questions associated with it.
The questiormaire was given individually to the ten managers and to 20 of their Xhosa-speaking
employees, two per business. It was followed by an open interview based mainly on the
questiormaire content. The questionnaire responses were analysed statistically, first to test for the
sameness of responses of the employees as well as the sameness of responses of the managers,
using the Sign Test. Responses of the two groups were compared for each aspect. Interview
responses were used to help interpret the numbers and formulate findings.
Findings. There are clear, statistically significant differences between the perceptions of the
managers' leadership style by the two groups on all ten of the aspects. The Chinese managers show
a similar leadership approach when interacting with their employees. The Xhosa-speaking
employees have perceptions similar to one another about their managers' leadership style. Thus a
disjunction is shown between the two culturally different groups. The responses of the Chinese
managers were analysed in light of the literature on Chinese culture, and in most ways they were
seen to be managing using a traditional Chinese-based style. In general, they make the decisions
and do the planning, do not delegate much, withhold infonnation, do not reward good performance,
and are not inspirational. However, they do tend to be kind.
Research limitations. The study compared only those two ethnic groups in a small geographic
area, with small sample sizes. It also studied reported perceptions. Further research could tty to
isolate just cultural differences, and focus more on leadership behaviours.
Practical implications. Acknowledgement of the local culture and perhaps use of a more
inclusive, less authoritarian management-leadership style seem important for existing and future
Chinese managers. Culturally-based management training can be offered for them and for
potential investors, to support future small business investors in South Africa and beyond.<br>AFRIKAANSE OPSOMMING: Doel. Hierdie studie behels 'n ondersoek na hoe buitelands-gebore Sjinese bestuurders in
Kaapstad hulle eie leierskap beoordeel in 'n kruis-kulturele sake omgewing. Hierdie sienings
word dan vergelyk met die persepsies van hoe plaaslike Suid-Afrikaanse Xhosa-sprekende
werknemers die bestuurstyl van hulle buitelandse werkgewers beoordeel. Hierdie studie is
belangrik vanweë die toenemende private belegging in Afrika deur Sjinese burgers.
Benadering. Tien klein sake-ondememings wat deur Sjinese burgers besit en bestuur word, is
ondersoek: vyf in die kleinhandel, twee in die groothandel, een restaurant en twee Sjinese
supermarkte. 'n Likert-tipe vraelys is saamgestel deur die operasionalisering van 10 van die 19
aspekte van kruis-kulturele leierskap s00s deur Suutari en Riusala (2001) geïdentifiseer. Hierdie
tien aspekte is: besluit-deelneming, outonomie-delegasie, konsiderasie, beloning, inkennisstelling,
konflik-bestuur, produksie-beklemtoning, kritisering, doelsteIling-bepaling, en inspirasie. Elke
aspek is aan vier vrae gekoppel.
Die vraelys is aan elkeen van die tien Sjinese bestuurders gegee, en aan 20 van hulle
Xhosa-sprekende werknemers, twee per sake-ondememing. Dit is opgevolg deur 'n oop
onderhoud wat hoofsaaklik op die inhoud van die vraelys gebaseer was. Die antwoorde op die
vraelys is statisties ontIeed, eerstens vir die ooreenstemming van die antwoorde van die
werknemers, sowel as die ooreenstemming van die antwoorde van die bestuurders deur middle
van die "Sign" toets. Die antwoorde van die twee groepe is met mekaar vergelyk vir elke aspek.
Die terugvoering vanaf die onderhoude is gebruik om die getalle te interpreter en om resultate te
help formuleer.
Bevindings. Daar is helder, statistiese beduidende verskille tussen die beoordeling van die
bestuurders se leierskapstyl deur beide groepe wat betref al tien die aspekte. Die Sjinese
bestuurders toon 'n soortgelyke leierskap benadering wanneer hulle met hul werknemers omgaan.
Die Xhosa-sprekende wer1cnemers het onderling soortgelyke persepsies betreffende hul
bestuurders se leierskapstyl. Dus bestaan daar 'n uiteenlopende siening tussen die twee kulturele
groepe. Die beoordeling van die Sjinese bestuurders is ontleed in die lig van literatuur oor
Sjinese kultuur, en dit het geblyk dat hulle 'n tradisionele Sjinese bestuurstyl navolg. In die algemeen is daar bevind dat hulle die besluite neem en die beplanning doen, dat hulle nie veel
delegeer nie, dat hulle inligting weerhou, dat hulle nie goeie werkverrigting beloon nie, en dat
hulle nie werkers aanmoedig nie. Desniteenstaande is hulle goedhartig.
Navorsingsbeperkings. In hierdie studie is slegs twee etniese groepe in 'n klein geografiese
gebied, met klein steekproewe, ondersoek. Persepsies waaroor verslag gedoen is, is ondersoek.
In verdere navorsing kan daar probeer word om kulturele verskille te isoleer, en om op
leierskapsgedrag te fokus.
Praktiese implikasies. Erkenning van die plaaslike kultuur en miskien 'n meer insluitende,
minder outoritêre bestuurstyl blyk belangrik te wees vir bestaande en toekomstige Sjinese
bestuurders. Kultuur-gebaseerde bestuursopleiding kan vir hulle en voornemende beleggers
aangebied word om toekomstige klein sake-beleggers in Suid-Afrika en elders te ondersteun.
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Jäderlind, Alexandra, and Harumi Averfalk. "Communication across cultural barriers to internationalization between Sweden and Japan : A Case Study of HMS Networks AB." Thesis, Högskolan i Halmstad, Centrum för innovations-, entreprenörskaps- och lärandeforskning (CIEL), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-44639.
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In the globalized economy, internationalization is necessary for companies to have a competitive advantage to survive in the long term and Swedish companies are no exception. However, when Swedish companies enter Japan the cultural differences between the two countries are significant, which may create cultural barriers. There are few cross-cultural studies focusing on communication across cultural barriers that foreign companies face when entering the Japanese market. Also, the research is conducted from a one-way perspective, with less focus on the perspective of the Japanese counterparts. The purpose of this thesis is to identify what cultural barriers a company, with Sweden as the home country, has encountered under the internationalization process when entering Japan from both a Swedish and Japanese point of view. In the qualitative research approach, the empirical data was collected through semi-structured interviews with the employees in a Swedish company HMS Networks AB (HMS), which has internationalized to Japan and has a subsidiary HMS Industrial Networks K.K. in Japan (HMS Japan). These findings were also complemented with secondary data such as corporate websites and annual reports. The empirical data were analyzed into three steps: transcription, systematization, and combination. The results showed that HMS has faced internal and external cultural barriers during the internationalization of the Japanese market. The differences in work culture, language, business relationship created cultural barriers and influenced the communication within and outside of the company. There were more internal cultural barriers than external ones, which has decreased over time, resulting from Japanese society becoming more international and Swedish companies adapting appropriately to Japanese culture. This research thesis will be a tool for creating a deeper understanding and communication of two different cultures. First, language is the most significant cultural barrier to entering foreign markets. Therefore, it is crucial that the company itself provides an opportunity to learn a language for employees. Second, it demonstrates the importance of deepening the understanding between the parties. International companies should not try to change foreign employees’ way of being but instead consider both cultures and implement a common foundation. Third, it is essential to keep in mind that it takes time to overcome cultural barriers. Also, when a company internationalizes, cultural barriers may occur from both sides of countries, and they may be interpreted differently in the same situation. Thus, understanding how the other party interprets your culture is important, which will help to reduce cultural barriers.
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Singleton, Helen Caroline Mackay. "Frameworks for the management of cross-cultural communication and business performance in the globalizing economy: a professional service TNC case study in Indonesia." Thesis, Curtin University, 2002. http://hdl.handle.net/20.500.11937/1305.
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Globalization increases the integration and interdependence of international, national and local business and stakeholder communities across economic, political and cultural spheres. Communication technology and the international role for English suggest the integrating global communication reality is simplifying. Experience indicates integration produces complex heterogeneous dialogue and asymmetrical relationships with no shared interpretative systems. The global/national/local nexus presents management with universal and particular paradoxes mediated through diverse contextual micro communication practices and behaviours. This thesis derives from a professional service (environmental engineering) TNC request for help to address the business communication and performance concerns implicated in the production of professional bi-lingual English and Indonesian reports for clients. At the heart of this corporate concern lie the multicultural nature of interactions between the individuals, organizations and wider stakeholders involved in the Jakarta, Indonesian branch office operations. A developing nation adds further complexity. This thesis contends that these micro organizational concerns link to critical macro economic, political, and cultural societal concerns for the development of more responsive ethical and sustainable management and governance. This thesis argues for an elevated notion of the role of communication management to enable business to pursue more sustainable goals, improve business performance, and address the issue of risk. The thesis reviews multidisciplinary literature to develop a multifaceted theoretical framework that links macro management issues to this micro contextual concern.This framework guides a qualitative research strategy to apply an ethnographic-oriented case study-based methodology to map the diverse worldviews of a sample of the Indonesian professional staff, their local senior expatriate management, and Headquarters. The case study assesses the impact of diverse worldviews on the interactions, relationships and performances involved in a specific project involving the international investment sector, a national proponent developer, the national regulatory agency, local and indigenous stakeholder communities and the consulting TNC. The findings have implications for the management of international business, the higher education sector and civil society organizations.
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Vick, Linda. "Cross-cultural Training of Chinese Managers and Workers by U.S. Companies: A Comparative Cultural Analysis of the Problems Reported by U.S. Trainers." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4632.
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As Western business increases in China and China acquires more technology from the West, the need to effectively train the Chinese workforce becomes more important. Identifying and understanding the perceived problems that Western corporate trainers encounter when they train Chinese may lead to more effective and efficient training programs. This study examines the experiences of trainers, working for American companies, who have designed and implemented training programs for Chinese from the People's Republic of China. The purpose of the study is to identify perceived problems the trainers encounter and to determine whether differences between Chinese and American cultures may account for these problems. Hofstede's Value Dimensions of Cultural Difference and Hall's Low-High Context Communication Schema are used to analyze the dimensions of cultural difference operating between the trainers and students of these training programs. Hofstede's and Hall's rating of U. S. culture as an individualist, moderately low power-distance, moderately weak uncertainty-avoidance, low context culture contrasts with the collectivist, moderately high power-distance, moderately strong uncertainty-avoidance, high context Chinese culture. Hofstede suggests that when a trainer from a culture with the American configuration trains students from a culture with a Chinese configuration several problems are likely to occur. Specific examples are included in the text. In-depth interviews, lasting between two and three hours, were conducted with nine trainers working for eight American companies. The data were analyzed using an ongoing constant comparative method which produced evolving problem categories and themes. In the final analysis of the data, three major problem categories, each with several subcategories, emerged. The major problem category, Power and Authority includes problems dealing with, Bureaucratic Maze, Decision-making, Getting Things Done, Communication, and the Chinese system of Connections. The second major problem category, Training and Learning Problems describes problems pertaining to Language, Training and Learning Processes, Problem-solving, Technical Sophistication, and Selection of Trainees. The third major problem category, Work Attitudes and Behavior addresses problems relating to Motivation, Responsibility, and Work Habits. Using Hofstede's Dimensions of Cultural Differences and Hall's Low-High Context Communication Schema, a sample of the most salient problems are analyzed for cultural differences between Chinese and American culture. Hofstede's and Hall's theories identify various dimensions of cultural differences between China and the U.S. which potentially lead to problems in a training context. The research revealed several perceived problems common to trainers of Western companies in training Chinese from the People's Republic. This study concludes that many of these problems can be explained in terms of the cultural differences identified by Hofstede and Hall. Finally, recommendations are made concerning both design and implementation of more effective training for Chinese. Possibilities for future study are suggested.
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Singleton, Helen Caroline Mackay. "Frameworks for the management of cross-cultural communication and business performance in the globalizing economy: a professional service TNC case study in Indonesia." Curtin University of Technology, School of Language and Intercultural Education, 2002. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=16198.
Full textAbstract:
Globalization increases the integration and interdependence of international, national and local business and stakeholder communities across economic, political and cultural spheres. Communication technology and the international role for English suggest the integrating global communication reality is simplifying. Experience indicates integration produces complex heterogeneous dialogue and asymmetrical relationships with no shared interpretative systems. The global/national/local nexus presents management with universal and particular paradoxes mediated through diverse contextual micro communication practices and behaviours. This thesis derives from a professional service (environmental engineering) TNC request for help to address the business communication and performance concerns implicated in the production of professional bi-lingual English and Indonesian reports for clients. At the heart of this corporate concern lie the multicultural nature of interactions between the individuals, organizations and wider stakeholders involved in the Jakarta, Indonesian branch office operations. A developing nation adds further complexity. This thesis contends that these micro organizational concerns link to critical macro economic, political, and cultural societal concerns for the development of more responsive ethical and sustainable management and governance. This thesis argues for an elevated notion of the role of communication management to enable business to pursue more sustainable goals, improve business performance, and address the issue of risk. The thesis reviews multidisciplinary literature to develop a multifaceted theoretical framework that links macro management issues to this micro contextual concern.<br>This framework guides a qualitative research strategy to apply an ethnographic-oriented case study-based methodology to map the diverse worldviews of a sample of the Indonesian professional staff, their local senior expatriate management, and Headquarters. The case study assesses the impact of diverse worldviews on the interactions, relationships and performances involved in a specific project involving the international investment sector, a national proponent developer, the national regulatory agency, local and indigenous stakeholder communities and the consulting TNC. The findings have implications for the management of international business, the higher education sector and civil society organizations.
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Hogan, Terry. "Global leadership and the development of intercultural competency in U.S. multinational corporations." Scholarly Commons, 2008. https://scholarlycommons.pacific.edu/uop_etds/709.
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This study addresses the challenges of developing the intercultural competency of global leaders within the context of the U.S. multinational corporation (U.S.M.C.). This research seeks to examine how organizations develop managers capable of leading in a pluralistic work environment and the implications of this kind of learning on the current assumptions held by intercultural academia and the business community. The research approach was interdisciplinary: combining adult learning theory (self-directed and transformational learning), international business communication and leadership, systems thinking, organizational development and learning, and intercultural theory.
The following questions were addressed: How is cultural competence developed, supported, and integrated by the U.S. multinational organization? What challenges and obstacles do organizations face in effectively developing globally competent leaders? How can the intercultural academic community help to facilitate cultural competency development in the organizational context?
The study found that, although global leadership competency is largely undefined in organizations, the mandate "to be global" is pervasive. In spite of this, culture in the organizational context and its impact on leadership development and performance are not widely understood in U.S.M.C.s. Yet, the study also found that most organizations do not have programs of any kind that promote intercultural competency development. Reasons for this discrepancy centered mostly on lack of awareness and support at the highest levels in organizations, business cost justification, and the lack of collaboration among (corporate) departments as well as between organizations and the intercultural academic community.
Two data sets were used to complete this research. The first set included members of the corporate business units of Learning and Development.(L&D), Human Resources (HR), and Diversity. The second data set was comprised of interculturalists who hailed from the academic community, the business community, or both.
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Berggren, Michael. "SKB International in South Korea : A study about consultancy of nuclear waste system management from Northern Europe to Far East Asia." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-148174.
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This essay outlines the problems in the cross-cultural communication between SKB International and the Korean market. After interviews with the vice president of SKB International and their representative in Korea I compare their strategy to cross-cultural communication theories and Korean business culture facts to see how their communication to Korea could be improved. In the results I state that the problem with getting a continuous dialogue is created by the big cultural difference between Sweden and Korea. If these differences can be tackled SKB International will be able to sell their public acceptance package to Korea to enable the project of a final repository. The biggest problems seem to be the difference of time horizons, way of building relations, hierarchy vs. flat organization and the Korean group dynamics in clash with Swedish individualism. As conclusion I state that the isolation of Korea has created a unique culture that needs special attention for successful cross-cultural communication. This calls for SKB International to develop a strategy for understanding Korean culture within the whole organization. The image of Korean culture needs to be continuously discussed through meetings or an intranet forum to get a correct image of how to communicate with Koreans. Also I find that SKB International need more staff to take care of all the Korean delegations that come on spontaneous visits. The best gateway into the Korean hierarchies was found to be through inter-governmental communication.
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Mak, Wei Hsing Jennie. "A comparison of the discourse of cover letters by Hong Kong business writers and model letters by American writers." Thesis, Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19882646.
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Engström, Adam, and Frida Milemo. "A Swedish perspective on business relationships with Chinese companies : - A study of challenges with a geographical distance." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-34370.
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As more Swedish companies are turning towards China, a common challenge when establishing sustainable business relationships with Chinese companies is the requirement to spend a lot of time locally, as the Chinese business culture usually focuses on building a personal relationship before the business relationship. This study will focus on the Swedish perspective on how to cope with these challenges from a geographical distance, as the authors seek to facilitate Swedish business in China. Through a qualitative research by interviewing eight Swedish managers, the authors found that there are different perceived challenges if the business relationship was established on site versus established from a distance. This study shows that for managers who lacks the resources to establish the business relationship on site, there is a lack of trust, respect and potential misunderstandings. These challenges can be overcomed by using a distributor or an agent for a fee. For the managers that possessed the resources to establish the relationship on site, other challenges appeared such as Guanxi and cross-cultural competence, but by paying attention to these challenges the managers could achieve trust, respect and avoid misunderstandings. These managers also needed an occasional local presence in order to manage the business relationship, which was due to Guanxi and that China is a high-context culture.
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Choi, Seunghee. "Cross-cultural job interview communication in business English as a lingua franca (BELF) contexts : a corpus-based comparative study of multicultural job interview communications in world maritime industry." Thesis, University of Birmingham, 2014. http://etheses.bham.ac.uk//id/eprint/5328/.
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With the aim of establishing a guideline for how to teach successful job interview communication in a multi-cultural Business as a Lingua Franca (BELF) setting, this thesis examines authentic job interview communications in the world maritime industry, compares overall features of successful and unsuccessful communications, and discusses pedagogical implications for ESP language teaching. For this purpose, authentic job interview communications conducted in four different countries between non-native speakers of English (both English as a Second Language and English as a Foreign Language speaker) including India, the Philippines, Sri Lanka, and Vietnam were collected. The data from 40 job interviews in total was transcribed for corpus analysis, and finally a Corpus of ELF Job Interviews in a Multicultural Business World (hereinafter CELF-JOIN) has been compiled for this research. Based on the analysis, a wide range of BELF job interview features were investigated in terms of contextual and schematic structures, interactional pragmatic features and lexico-grammatical characteristics. From the findings, pedagogical implications were drawn as ways to enhance learners’ schematic structural awareness, utilise diversified narrative strategies, increase interactional and presentational competency and finally to raise their multi-cultural awareness for successful business communicative outcomes in the future cross-cultural BELF job interview communicative setting.
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Almstedt, Karin. "Knowledge transfer in a cross-cultural context : Case study within a Swedish R&D company: Offshore outsourcing to India." Thesis, Örebro University, Swedish Business School at Örebro University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-4893.
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<p>The global competition and as the worldwide market has become more open a company’s ability to outsource activities to external companies based in other countries, i.e. offshore outsourcing, has increased dramatically. Companies are starting to transfer higher value-added activities that require certain skills, domain knowledge and experience, i.e. Knowledge Process Outsourcing (KPO). These activities are getting more difficult and complex to manage compared with standardised activities such as payroll, and predict another kind of co-operation and communication between the companies. When the sender and receiver are based in different context, such as organisational and cultural, other aspects might be added to the difficulty. The purpose of this thesis is to describe, and analyse knowledge transfer in a cross cultural context based on three categories identified in the theoretical framework: character of knowledge, distances between sending and receiving context and mutual understanding. Also to answer how cultural differences might affect the knowledge transfer process. The objective of this study is mainly from a Swedish R&D company’s perspective that has an established relation with an external consultancy company based in India. The activities are within the area of dynamical changing software development of complex, communication and knowledge intensive products.</p><p>A qualitative case study has been performed based on open target interviews. The findings show that the character of knowledge is an important factor to consider when establishing the knowledge transfer process. It was a need to transfer knowledge not only related to the product itself but also knowledge embedded in organisational routines, processes, practises and norms. This is related to distances between sending and receiving context: organisational and knowledge differences shown in organisational skills and previous experience, and cultural differences mainly visible in communication such as raising problems and an expected top-down approach by managers. The geographical distance adds to the difficulty due to the missing face-to-face contact. The sending company must therefore be very active and can not just expect the receiving company to handle the activity, and especially when the companies’ prerequisites differ as much as in this case. Culture awareness and mutual understanding are factors that improve knowledge transfer.</p>
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Martin, Damion R. "Culture and crisis communication : the use of intercultural communication in public relations crisis management planning." Scholarly Commons, 2011. https://scholarlycommons.pacific.edu/uop_etds/787.
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This study set out to explore how multinational corporations incorporated the issue of culture into the planning process for crisis management. The research used a case study method with unstructured interviews conducted via email, phone and in person, and focused on the U.S. and Japan. Four of the interview subjects were established public relations professionals with experience in both countries, and one subject is a professor of intercultural communications in Japan. All interviews were transcribed and approved by the interview subjects before being analyzed and catalogued into themes. Those themes were then reviewed compared to the intercultural communications theoretical framework of power distance, high-context vs. low-context communications, and individualism vs. collectivism.
Results revealed three main themes, including differences in PR between Japan and the United States, belief that culture should play a more substantial role in crisis communications, and actual use of culture in crisis communications. Responses showed that, regardless of a collective belief that culture should play a substantial role in crisis r;;- management, intercultural communication components often take over in emergencies.
In conclusion, while all interview subjects saw value in cultural response, the broad scope of what that entails made it an impractical endeavor. Further, responses showed that the planning stage is not the most effective place to integrate culture into crisis communication. Research did suggest, however, that an updated PR model, adapted from the R.A.C.E. method, that incorporates elements of cultural communication consideration between the Action Planning and Communication stages could beneficial.
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Martinsson, Therése, and Sabrina Suikki. "Influence of national cultural differences on communication and transmission channels in cross-border knowledge transfer : A case study of Q-Med AB." Thesis, Uppsala University, Department of Business Studies, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-7881.
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<p>The purpose of this thesis is to develop an understanding of if/how national cultural differences influence communication and transmission channels in cross-border transfer of organizational knowledge. To develop such an understanding a single case study has been conducted on Q-Med AB, a Swedish knowledge intensive biotechnology/medical device company. The case study is based on two theories; Gupta & Govindarajan’s (2000) work of four forces that affect effective knowledge transfer and Project GLOBE’s nine cultural dimensions. Our findings confirm that national cultural differences do influence communication and transmission channels when transferring knowledge cross-borders. More specifically, our case study shows that the cultural differences influencing Q-Med AB’s communication and transmission channels are: Power Distance, Institutional Collectivism, In-Group Collectivism, Assertiveness and Performance Orientation. Also language differences are regarded as an important factor by Q-Med AB. However, the results of this thesis are specific for the company studied. Therefore our study only contributes with insights, regarding the influence of cultural differences on communication and transmission channels when transferring knowledge cross-borders, for other knowledge intensive companies facing global challenges. Our findings and conclusions are summarized in our own theoretical model, which brings together the two internationally well-acknowledged theories mentioned above and the results of our case study.</p><br><p>Syftet med denna uppsats är att skapa en förståelse för om/hur nationella kulturella skillnader påverkar kommunikation och överföringskanaler i gränsöverskridande organisatorisk kunskaps-överföring. För att skapa denna förståelse har vi genomfört en fallstudie på Q-Med AB, ett svenskt kunskapsintensivt bioteknologiskt/medicintekniskt företag. Fallstudien baseras på två teorier; Gupta & Govindarajan:s (2000) studie om fyra faktorer som påverkar effektiv kunskapsöverföring och Project GLOBE:s nio kulturella dimensioner. Våra resultat bekräftar att nationella kulturella skillnader i hög grad påverkar kommunikation och överföringskanaler vid gränsöverskridande kunskapsöverföring. Mer specifikt visar vår fallstudie att de kulturella skillnader som påverkar Q-Med AB:s kommunikation och överföringskanaler är: Power Distance, Institutional Collectivism, In-Group Collectivism, Assertiveness och Performance Orientation. Språkliga skillnader anses också vara viktiga enligt Q-Med AB. Dock är resultaten från denna studie specifika för det undersökta företaget. Därmed bidrar vår uppsats endast med insikter om hur kulturella skillnader påverkar kommunikation och överföringskanaler i gränsöverskridande kunskapsöverföring för andra kunskapsintensiva multinationella företag. Våra slutsatser är sammanställda i vår egen teoretiska modell som kombinerar de två ovan nämnda, internationellt erkända teorier och resultaten från vår fallstudie.</p>
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Sutton, Tessa R. "Exploring the third culture building approach for effective cross-cultural interaction for Black American professionals in predominantly white institutions." Scholarly Commons, 2013. https://scholarlycommons.pacific.edu/uop_etds/850.
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Professional interactions that are both functional and mutually beneficial are rare. The purpose of this study is to explore an application of a Third Culture Building (TCB) approach, a mutually constructed interpersonal process between two individuals, for Black American professionals (with advanced knowledge acquired from institutions of higher learning), to generate a new space in Predominantly White Institutions (PWis). These institutions include settings where the racial composition is becoming consistently more diverse (through past desegregation efforts). Although the U.S. has moved beyond integration and the monumental Civil Rights Movement of the 1960s, racism and intercultural barriers that prevent functional cross-cultural communication still exist in these settings.
This research is directed toward answering the question: How might Black American professionals generate a Third Culture space in PWis through cross-cultural social exchange? The research builds on my previous study where the TCB approach was found to be conducive for the intercultural barriers faced by Black Americans in PWis. The research emphasizes the perspective of Black Americans and de-emphasizes the perspective of White Americans, given the body of literature that points to their adaptation and intercultural interactions in the U.S. and in international contexts.
A sample of six Black American professionals (ages 30 to 72; 4 men and 4 women) from my baseline study was invited to take part in this study. Respondents were chosen based on their backgrounds and similarity of race, to learn about their perspectives of the intercultural interactions in PWis. Participants live in the Midwest region of the U.S.
Using interpretive, critical theory, and other qualitative approaches, the discussions from a focus group and interviews were transcribed and combined with the interviewer's notes. The participants' responses were organized around TCB frameworks and the interview questions, and then reduced to codes. Two evaluators reviewed the interview data, codes, and themes.
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Bosire, John Kennedy. "A Client-Vendor Relationship Perspective of Cultural Differences on Cross-Border Information Technology Outsourcing." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1595.
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Cross-border information technology (IT) outsourcing continues to rise due to the demand for business process outsourcing. Issues such as miscommunication and management problems have emerged because of cross-cultural disparities between clients and vendors across national borders. The theoretical framework of this study was based on the organizational culture model studies of Meek, Spradley, Smith, and Draft for examining and understanding complex organizational practices. The purpose of this mixed-methods explanatory sequential case study was to qualitatively identify and quantitatively determine the management approaches that are effective in managing cross-cultural differences and the constitution of the elements of global adjustment, motivation, mindset, and communication patterns involving outsourcing business leaders in the United States. Ten IT leaders participated in-depth face-to-face interviews, while 120 IT outsourced service providers from the United Kingdom, Canada, Singapore, and India completed the survey. Pearson's correlation analysis was performed on quantitative survey data. Qualitative data from interviews were organized, coded, and the results generated 6 themes. The themes included no management issues in the current processes, a lack of formal management approaches to resolve cross-cultural issues, an intent to provide a strong management partnership platform, and a positive relationship between approaches. Quantitative results showed that formal management approaches positively correlated with global adjustment, motivation, mindset, and communication pattern. Results could be socially significant to IT business leaders, as these results will equip them with knowledge of effective practices and management approaches to address cultural diversity issues, programs, and policies in the industry.
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Chen, Hunglin Maggie. "An analysis of the impact of cultural differences upon management styles of selected Taiwanese managers within business/industry organizations of Southern California." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1045.
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Alexandersson, Elin, and Rasha Matlak. "Cultural Differences in Fashion Magazines : Targeting Vogue." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12715.
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The purpose of this study is to examine how different cultures within clothing and fashion are featured in the magazine Vogues fashion reportages. The aim is to enlighten editors with infashion media of these cultural differences in order to increase diversity. To pursue the purpose of the study a qualitative approach was chosen where photographs were used as the data that later on was studied through an image analysis. The study looks at six different editions of the fashion magazine Vogue, which indicates a chosen research design as multiple case studies. The six Vogue editions are: US, Japan, Paris, Arabia, India and Brazil, in which clothes, color and context have been analyzed in each editions reportages. The editions Vogue US, Vogue Japan, Vogue Paris, Vogue Arabia, Vogue India and Vogue Brazil reportages wa sanalyzed and compared, and distinct cultural differences was seen in terms of color, cultural clothing and fashion contexts. While Vogue US, Vogue Japan and Vogue Brazil had a widerange in diversity regarding models with different appearance, which were light-skinned anddark-skinned, Vogue Arabia, Vogue India and Vogue Paris had not. Vogue Arabia, Vogue India, Vogue US and Vogue Japan were however diverse in the cultural clothing, where clothes that was shown in the reportages was a mix of different cultural clothes. The researchers therefore found Vogue US and Vogue Japan the most diverse.
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Krishnan, Uma S. "A Cross Cultural Study of the Literacy Practices of the Dabbawalas: Towards a New Understanding of Nonmainstream Literacy and its Impact on Successful Business Practices." Kent State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=kent1416312472.
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Andrusova, Marina. "Podnikání v Rusku: právní a obchodně kulturní podmínky." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-86037.
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The thesis discusses the fundamental differences between the legal systems of Russia and Czech Republic, the legal forms of business and process of establishing companies in Russia. The work also deals with the characteristics of the legal consciousness of Russians and Russian mentality traits that affect business communications. There are discussed not only the basic cultural dimensions but also the latest trends in the development of Russian business culture. The key to a successful business in Russia is willingness to solve problems, not only through formal (e.g. law enforcement), but also informal way - through personal relationships. In comparison with the Czech character the Russian one is distinguished by greater openness and emotionality, including readiness to open conflict, and greater interpenetration of personal and professional relationships. Establishment of a company in Russia is much simpler and cheaper than in Czech Republic.
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Le, Tomoko Shinohara. "What is the Nature of the Conflict Experienced by Japanese Workers in International Companies Based in Japan and What Type of Conflict Management Do They Access?" PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/3938.
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The aim of this thesis was to identify and analyze workplace conflict by enquiring into the nature of conflict, conflict management, and human resources (HR) strategies for conflict management in international companies based in Japan (ICBIJ). This study explores one part of a conflict system comprising cultural issues, HR strategies, conflict, and its effect on retention. The research question is "What is the nature of the conflict experienced by Japanese workers in international companies based in Japan and what type of conflict management do they access?" 16 Japanese workers were surveyed yielding qualitative and qualitative data. Findings indicate that workplace conflicts are both interpersonal and organizational. Participants used a variety of strategies to manage conflict which varied depending on the type of conflict and the rank of the participant. The findings indicate gaps between the ideal situation as described in the literature and reality.
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Gouws, Stephanie. "A study on the cultural adjustment of the domestic partners of German expatriates in the Nelson Mandela Bay automotive industry." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1540.
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This study explores the cultural adjustment of the domestic partners of German expatriates working in the Nelson Mandela Bay automotive industry of South Africa. The data was collected by distributing pre-interview questionnaires to the participants and conducting in-depth interviews with them. Grounded theory was used in the data collection and analysis and an auto-ethnographic approach was employed, allowing for reflexivity. The findings suggest that the expatriated domestic partners did not necessarily experience much difficulty in adjusting to South African culture as they did, for example, adjusting to not being able to work for the duration of their stay. The research has also shown that the unmarried domestic partners of expatriate employees are at a disadvantage compared to their married counterparts; receiving less assistance from the companies of their partners. Based on the findings, it has been recommended that companies refine and streamline the assistance they offer to the domestic partners of their expatriate employees, providing all domestic partners with the same pre-departure training and entitling them to the same benefits.
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Burvall, Caroline, Mireille Elin Fumba, and Nina Koukara. "Crash Boom Bang : Tvärkulturell kommunikation." Thesis, University of Kalmar, Baltic Business School, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-1898.
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<p><p>Can the lack of functional cross-cultural communication among individuals within an international organization be the reason for cultural clashes to occur, and lead to conflict between two cultures within the same organization?</p><p>Our aim is to try to create a potential model of how cross-cultural problems can be studied, in order to contribute to the solution of the problem. And to examine whether the theories, which form the basis of our model can be applied in reality.</p><p>The research have assumed from the hermeneutical approach for a holistic view of the problem area. The deductive approach has been used in order to distinguish whether the theories can be applied to reality, and qualitative research method for collecting data.</p><p>The focus lies within cross-cultural communications, which defines the various cultural factors that can affect organizational culture. Hofstede dimensions and the social structure are mentioned and cultural factors as language and religion. The piece includes the national and organizational culture theory and the establishment strategies. Subsequently the culture clashes, the international business relations and conflict resolution.</p><p>Our conclusion is that culture clashes occur and the further away from our own values, attitudes and norms, we get, the more tolerant we relate to other cultures. We note that organizational culture is influenced by individuals which constitutes in it and the theory and reality may not always correspond. That culture is a complexity to study, where tolerance, acceptance and understanding are the most important tools for cross-cultural communication.</p></p>
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Peng, Sharona. "Achieving successful cross-cultural and management integration the experience of Lenovo and IBM : a thesis submitted to Auckland University of Technology in partial fulfilment of the requirements for the degree of Master of Business (MBus), 2008 /." Click here to access this resource online, 2008. http://hdl.handle.net/10292/486.
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With social structure and technology rapidly changing, business globalisation has been regarded as a worldwide trend. While there have been many cases and literature on management of culture integration for merger and acquisition from a Western perspective, few have discussed cultural integration in an Asian context. This study provides a case study of cultural integration strategies Lenovo has undertaken to manage employees from both teams after the M&A. It adopts a semi-structure face-to-face interview research method, which 5 participants were selected from the culture integration committee for interview. During the interview, each participant answered the questions from their perspective of the job position they are currently in. The method would enhance the quality of the research as it looks into the problems and strategy that Lenovo has encountered and undertaken from various points of view. However, as no employees from IBM PC-D on the committee were available to participate in the research, it might place some limitations on the research simply because IBM team’s opinions were not taken into account. After analysing the results obtained from the participants, the researcher found that there were several motives for Lenovo to acquire IBM PC-D, including: - 1) internationalization, 2) acquiring technology and skills, 3) acquiring a brand, 4) obtaining access to new customers, 5) increase bargaining position to suppliers. Among these five motives, acquiring brand was considered to be the most important motive. As Chinese product has always been marketed at the lower end of the product line with low costs and poor quality, acquiring IBM’s brand would enable Lenovo to boost its product image and to gain access to customers outside the Chinese market. In managing two teams within the organisation, Lenovo has taken very few steps to integrate two teams into one. Instead, a separate management mode was encouraged by Lenovo to allow IBM PC-D to maintain its own management system and procedures. In addition, a culture integration committee was voluntarily set up by employees from various departments to design initiatives to encourage communication between two teams. When problems arise due to the difference between two teams, Lenovo has adopted an accommodation strategy by making adjustments to the work schedule of its employee in the Lenovo team in order to accommodate employees in IBM team. As a result, it has increased the workload for staff in Lenovo team and this may thus lead to stress and work-life imbalance to its employees. Overall, the strategy that Lenovo has adopted to manage two teams seems to have worked well and the culture integration committee appears to have served well in encouraging the communication between two teams. On the other hand, as the participants in the interview were not directly involved with the designing and crafting the strategy of culture integration, that might have some limitation on the result. Therefore, it is suggested that further research can be done to capture the opinion from members that are directly involved in the design of culture integration strategy as well as teams from IBM PC-D in order to ensure a well provided empirical and consistent view.
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Jamous, Jessica, and Yousef Nawal Ayad. "Svenskt ledarskap i Kina : En kvalitativ studie om kulturella skillnader och svenskt ledarskap i utlandet." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-41207.
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Syfte: Syftet med denna studie är att belysa hur svenska ledare bemöter kulturella skillnader i Kina samt på vilket sätt de anpassar sig till en kinesisk arbetsplats. Vidare syftar studien till att identifiera eventuella utmaningar som kan uppkomma för svenska ledare på en kinesisk arbetsplats. Metod: Forskningen tillämpar en kvalitativ metod som utgår ifrån en deduktiv forskingsanstas. Studien använder sig av en komparativ forskningsdesign och implementerar semistrukturerade intervjuer för att utforska kulturella skillnader som svenska ledare upplever i Kina. Empiri och analys: I det empiriska avsnittet sammanförs en sammanfattning av de insamlade intervjusvaren som är indelade i tre huvudteman (kultur, ledarskap och kommunikation). Senare analyseras det empiriska materialet utifrån den teoretiska referensramen. Slutsatser: Slutsatserna som kan dras utifrån analysen av det empiriska materialet är att svenska ledare upplever olika typer av problem i form av ledarskap, kommunikation och kulturella koder. För att kunna handskas med dessa kulturella skillnader anpassar sig svenska ledare till den kinesiska företagskulturen. Dessutom anpassar svenska ledare en del av sitt egna ledarskap på arbetsplatsen, i samband med att kinesiska medarbetare anpassar sig till det svenska ledarskapet. Det uppstår alltså en ömsesidig anpassning.<br>Purpose: The purpose of this study is to highlight how Swedish leaders encounter cultural differences in China and how they adapt to the Chinese workplace. Moreover, the study aims to identify any challenges that may arise for a Swedish leader in a Chinese workplace. Method: The research implements a qualitative method, based on a deductive research approach. The study uses a comparative research design and implements semi-structured interviews in order to study the cultural differences experienced by a Swedish leader in China. Empirical findings and Analysis: The empirical part presents a summary of the collected interview data separated into three main themes (culture, leadership and communication). Thereafter, the empirical material is analyzed using the theoretical reference frame. Conclusions: The conclusions that can be drawn from the analysis of the empirical material is that Swedish leaders experience different forms of complications regarding leadership, communication and cultural indications. To be able to deal with these cultural differences, Swedish leaders adapt to the Chinese corporate culture. In addition, Swedish leaders adopt a part of their own leadership in the workplace, in order for Chinese employees to adapt to the Swedish leadership. Therefore, a mutual adjustment from both sides appears.
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Enkh-Amgalan, Rentsenkhand. "The Indulgence and Restraint Cultural Dimension: A Cross-Cultural Study of Mongolia and the United States." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/honors/329.
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This research focuses on one of the least studied cultural dimension, “indulgence versus restraint” (IVR) and how it affects consumer behavior, international marketing, and global business operations in the U.S. and Mongolia. This project is the first research on IVR in Mongolia since the country is rarely studied and there is no available data for this cultural dimension. Samples of undergraduate business students (as consumers) from both countries were studied through surveys. The findings support that Mongolians and Americans are different regarding the “indulgence” cultural dimension. This paper has a significant contribution to the cross-cultural literature regarding the indulgence cultural dimension and its applications in global business and marketing and advertising strategies.
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Кіріл'єва, А. В. "Конвергенція економічних та крос-культурних складових в системі ведення міжнародного бізнесу". Master's thesis, Сумський державний університет, 2021. https://essuir.sumdu.edu.ua/handle/123456789/86546.
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У роботі досліджено умови створення ефективного міжнародного бізнесу. Проведено аналіз основних факторів впливу на міжнародну діяльність підприємства. Сформовано три групи факторів та визначено ступінь впливу кожної групи. Особливий акцент зроблено на характеристику крос-культурних відмінностей та їх вплив на міжнародний бізнес. Створено механізм підвищення рівня комунікативних навичок. Основна мета магістерської роботи полягає у дослідженні впливу крос-культурних відносин на ефективність економічної діяльності підприємства.<br>The conditions of creation of effective international business are investigated in the work. The analysis of the basic factors of influence on the international activity of the enterprise is carried out. Three groups are formed: factors and the degree of influence of each group is determined. Particular emphasis is placed on the characterization of cross-cultural differences and their impact on international business. A mechanism for improving the level of communication skills has been created. The main purpose of the master's work is to study the impact of cross-cultural relations on the efficiency of economic activity of the enterprise.
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Cantor, Malcolm. "Cross cultural consulting /." 2000. http://adt.lib.swin.edu.au/public/adt-VSWT20050218.091024.
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Thesis (Master of Business (Organisation dynamics)) - Swinburne University of Technology, Division of Business, Humanities and Social Science, Graduate School of Business, 2000.<br>Submitted for the degree of Master of Business (Organisation dynamics), Swinburne University of Technology, Division of Business, Humanities and Social Science, Graduate School of Business, 2000. Typescript. Bibliography: p. 263-268.
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Chudnovskaya, Elena Vladimirovna. "Experiences of Danish business expatriates in Russia : a cross-cultural communication study." 2013. http://liblink.bsu.edu/uhtbin/catkey/1739769.
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Today Russia plays an important role in global economic development and attracts a lot of multinational companies, who establish their subsidiaries there. Many foreign investors send their representatives, business expatriates, to develop their businesses in Russia. The knowledge of cultural and communication specifics in Russia is very important for the success of those business personnel. This study has presented an in-depth picture of Danish business expatriates’ experience in Russia. Qualitative interviews with eight Danish business expatriates were conducted to examine and compare cultural and communication norms in Denmark and Russia. The results were analyzed using the cross-cultural theories of Hofstede (2011) and Hofstede, Hofstede and Minkov (2010). The findings revealed that communication norms in Russia differ significantly from those in Denmark on two cross-cultural dimensions: Power Distance and Indulgence versus Restraint.<br>Department of Communication Studies
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Karkut, David Michael. "Measuring experience, language ability, cross-cultural adaptability and intercultural business negotiation performance." Thesis, 2000. http://hdl.handle.net/2429/10262.
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In this study, performance in the speech event of negotiation was used to investigate the
validity of using experiential, linguistic, and psychological/affective/cognitive assessment
instruments for training or selecting candidates for intercultural business negotiation between
Canadians and Koreans. Instruments used were: background questionnaire, TOEIC scores, and
CCAI scores. The participants were 12 businesspeople from Korea and 12 commerce students
from Canada. After the bargaining session, each person completed a questionnaire. The
negotiation outcome variables considered were source's relative monetary performance and target's
relative satisfaction with the negotiation, including process and end-deal aspects. Case analysis
suggests that individual experience and middle-to-high TOEIC scores have no significant
correlation with either type of performance. Three subsections of the individual CCAI scores were
associated with partner satisfaction, but not with monetary performance. Analysis of combined
dyadic data revealed strong negative correlation between pair CCAI scores and negotiated endprice.
Positive correlation was shown between pair CCAI scores and mutual satisfaction.