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Jonsson, Anneli, and Dhakshayene Holmgren. "Cultural diversity in organizations : A study on the view and management on cultural diversity." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-74452.
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Cultural diversity is a subject that has been getting growing attention not just internationally but also in Sweden in the 21st century. The globalization of economies and the migration has dramatically increased opportunities while also affecting organizations in a manner that it requires it to be more open and accommodative towards a heterogeneous working environment. Unfortunately many companies do not see the advantages that cultural diversity could bring and how a well managed cultural diversity could essentially achieve competitive edge in the market. Therefore there is little to be found regarding how organizations today view and manage a culturally diverse workforce, especially in a Swedish working environment. The lack of this typeof research in a Swedish context creates a possible research gap and leads to this study ininvestigating the organizations in Västerbotten and their view and management of cultural diversity. Thus the research question: How do Swedish organizations view and manage cultural diversity? In order to gain insights to this question, previous research has been investigated and some main theories have been selected. Through this it has been found that cultural diversity is a complex subject that can bring both positive and negative effects to an organization. These are in turn affecting how cultural diversity is viewed by that organization. Furthermore, this view affects how cultural diversity is managed, and the management in turn affects the result this concept brings to the company. This in turn has been represented in a theoretical model representing the relationship between these concepts. The main theory that is used throughout thenstudy and in analyzing the empirical data is Adler’s approaches to answer the research question. This study takes view of interpretivism and constructionism as its philosophical stance. This has led to the choice of conducting a qualitative research approach with mixed method that is a combination of both the deductive and inductive way of collecting data. The research is conducted through multiple case study design with semi structured interviews as the way of gaining empirical data. These interviews have been conducted on seven organizations within Västerbotten that represents different types of industries within this region. As it is shown in this study the cultural diversity is viewed in a positive way and managed to achieve synergy within the organizations in Västerbotten. The firms believe that in order to develop and gain competitive advantage, they need to accommodate cultural diversity and create an atmosphere that is open and flexible. Still most of the firms lack the holistic view as they fail to articulate diversity at the strategic level and consequently in all dimensions of the organization.In addition the study has also identified different influential factors of cultural diversity, such as the geographical location, organizational culture, cultural diversity leading to cultural diversity, customers’ diversity and managers’ perspectives affects the existence of cultural diversity within an organization. These findings have been presented in the developed analytical model in the conclusion.
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ANJORIN, RASHIDAT, and AVNI JANSARI. "MANAGING CULTURAL DIVERSITY AT WORKPLACE." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40190.
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Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine how cultural diversity is managed in a Swedish university, Jönköping International Business School (JIBS). Also, further investigation is on the employee’s perception of how the practices and policies of cultural diversity is being delivered by the management at the university. Method: An exploratory research is conducted for this paper and the empirical findings is gathered through a qualitative research. The primary research is retrieved by semi-constructed interviews. The human resource department and teachers from different backgrounds and countries were interviewed to find out how the teachers perception of cultural diversity management at their workplace based on how the practices and policies were delivered to them. Findings: Based on the interviews it was found that the cultural diversity management as a topic is well understood by both the management and the employees. However, the study revealed that the employees do not perceive it in the same manner it was being delivered to them by the management. The issues and practices connected to managing cultural diversity is not entirely provided by the management within the work environment. It essential that the management provide for more effectively communicated structure.
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Erdönmez, Mukader. "Cultural diversity management as core competence : an integrated model for managing workforce diversity /." [S.l. : s.n.], 2004. http://www.gbv.de/dms/zbw/47079576X.pdf.
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MOHANNAK, Kavoos. "Diversity in Managing Knowledge: A Cultural Approach." 名古屋大学大学院経済学研究科附属国際経済政策研究センター, 2011. http://hdl.handle.net/2237/14920.
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Lier, Anika. "Cultural Diversity Management : - Comparison of three European countries -How does the globalization process affect SMEs regarding importance and implementation of cultural cultural diversity management?" Thesis, Mittuniversitetet, Institutionen för samhällsvetenskap, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-11137.
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This Bachelor thesis deals theoretically and empirically with the management tool called diversity management (DiM), with the specific focus on cultures and their differences. The connection of these two aspects results in cultural diversity management. Defining diversity, culture and DiM separately brings up a new focus on how to realize and deal with the phenomenon of cultural DiM. It represents a supporting resource in today’s management because of the constant globalization process and socio-demographical changes all over the world. The ‘status quo’ of cultural DiM is mainly based on research with big-multinational enterprises and emphasizes its future potential. Furthermore it reveals that most European countries are lagging behind in taking advantage of this resource. Whilst being aware of the fact that there are, with no doubt, best-practice studies of DiM in Europe, the general implementation and beneficial result of cultural DiM have not been realized and gained its full potential yet. This slow or even not existing development becomes more obvious in smaller and medium size enterprises (SMEs)[1], which display the majority of firms in Europe. Despite SMEs facing international changes, cultural differences, and also recognizing cultural DiM as an opportunity, the implementation is not considered as a company’s major priority aim. [1] European Commission (2006) – SME Definition
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Wolters, Janneke Marjolein. "The best practices of diversity management." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193438.
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This thesis describes and analyses diversity management and its best practices (with the focus on nationalities and cultures). The central question in this research is: 'what are the essential elements of diversity management to effectively manage diversity within organizations?' Via desk- and field research (interviews and questionnaires) information is obtained to answer this question and other sub questions of the thesis. Nowadays, organizations have to adapt themselves to a rapidly changing environment, both internal and external. Companies have to deal with a continuously evolving labor- and sales market, which is the result of various factors, including the changing demographic composition and globalization. Organizations cannot longer ignore diversity and should take it into account, to ensure that the company will not face any future problems related to recruiting, efficiency, innovation, growth, et cetera. Based on the conducted research, it became clear that implementing diversity management consists out of several stages, namely: 1. Establish diversity council and appoint diversity contact officer who together bear the main diversity responsibilities; 2. Previous diversity initiatives should be visualized; 3. Organizational data must be collected; 4. Diversity strategy and priority areas must be set up (inclusive organizational culture, management support and awareness & commitment); 5. Establish diversity policy (allowance of country-by-country deviations) and 6. Define diversity tools (recruitment, training, mentoring & coaching, career development, linkage diversity & performance, benefits/other factors and partnering with external bodies). During these different stages, it is important to communicate with all employees, since this will create support, awareness and commitment to diversity. After the process has been completed, it is important to monitor and evaluate the diversity vision, policy and tools. Main conclusions that can be drawn from the research are the following: 1. Diversity brings more advantages than disadvantages; 2. Management team diversity is of great importance; 3. Inclusive organizational culture is essential; 4. Diversity management must be integrated and 5. Attractiveness of diversity management should be promoted. In addition, the conducted research made clear that companies should spend more time and energy to diversity management and they should really focus on their 'ability to execute', since this will bring many advantages and will avoid future problems.
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Hamdorf, Dorothea. "Towards managing diversity cultural aspects of conflict management in organizations /." [S.l. : s.n.], 2003. http://www.bsz-bw.de/cgi-bin/xvms.cgi?SWB10405598.
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Ullah, Asad, and Haris Kurtisi. "How does Cultural Diversity affect the management of warehouse staff." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44438.
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Background: In modern times it is undeniable that companies that foster diversity have been able to gain an edge over their competitors. Warehouses as every other workplace are trying to follow the trend of economic globalization and a study towards managing the diversity needs to be conducted in order to evaluate the processes that the managers within the warehouses use in order to integrate the workforce effectively. Method: This research uses a qualitative approach which involved semi structured interviews with 5 warehouses that operate within Jonkoping. The study is perceived through an interpretive research philosophy with an inductive research approach. Purpose: The purpose of this thesis is to investigate how cultural diversity is managed at the warehouses within Jonkoping. Also, a further research is conducted on how the tools and processes available to the managers working within the warehouse industry can help them foster diversity within their company. Conclusion: The results depict that the idea of having culturally diverse work teams is becoming increasingly popular and mangers working within the warehouse industry seem to take more interest in hiring people coming from different backgrounds. The major benefits of having a racially mixed team identified by managers were creativity and innovation. The major challenge that was brought up by managers was their ability to be responsive and adaptable towards the needs of their employees.
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Aspvik, Emma, and Eveline Aspvik. "Cultural Diversity Management : A Study of a Swedish Multinational Company." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-64938.
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Globalization has opened up national borders, which has led to a spread of companies globally and a culturally diverse nature of labor. Efficient cultural diversity management (CDM) has become a significant challenge for organizations and managers have to find ways of managing a cross-cultural staff, as a disregard of cultural dissimilarities is the cause of most failures by cross-national businesses. The literature on diversity management has mainly been focused on domestic models, resulting in a lack of research regarding how this is done in an international context and how multinational companies (MNCs) are answering to an increasingly globalized staff. To address this gap, this study contributes to the existing literature by examining CDM within a MNC. In order to provide a better understanding of how to manage cultural diversity in a multinational company, two research questions were stated, which focused on approaches and managerial skills within CDM. The study was conducted using a qualitative case study approach and data was collected through three semi-structured interviews with managers within a Swedish MNC. The findings showed that the investigated MNC uses five out of seven approaches outlined inprevious literature regarding CDM, whereas four of them are used to some extent and one to agreater extent. Furthermore, the literature outlined 29 managerial skills, whereas the findings supported 12 of them but also contributed with a number of additional managerial skills perceived as necessary. Overall, the findings showed that the investigated MNC both encourages and is positive toward cultural diversity at the workplace.<br>Gränser mellan länder öppnas upp som ett resultat av globaliseringen, vilket har resulterat i en spridning av företag globalt och en kulturellt varierande arbetskraft. Effektiv hantering av kulturell mångfald har blivit en stor utmaning för företag. Chefer måste hitta sätt att hantera en tvärkulturell arbetskraft eftersom ignorans av kulturella olikheter är orsaken till flest misslyckanden hos gränsöverskridande företag. Litteraturen gällande hantering av kulturell mångfald har i huvudsak fokuserat på inhemska modeller, vilket har resulterat i att det saknas forskning gällande hur detta görs i ett internationellt sammanhang samt hur multinationella företag svarar på en alltmer globaliserad arbetskraft. Denna studie bidrar till den befintliga litteraturen genom att undersöka hur kulturell mångfald kan hanteras inom ett multinationellt företag. För att nå en bättre förståelse för hur man hanterar kulturell mångfald i ett multinationellt företag, formulerades två forskningsfrågor med fokus på tillvägagångssätt och chefliga kompetenser för att hantera kulturell mångfald. Denna studie utfördes genom en kvalitativ fallstudie och data samlades in genom tre semistrukturerade intervjuer med chefer inom ett svenskt multinationellt företag. Resultaten visade att det undersökta multinationella företaget använder fem av sju tillvägagångssätt som är presenterade i tidigare litteratur om CDM, medan fyra av dem används i viss utsträckning och en i större utsträckning. Vidare redogjorde litteraturen för 29 ledarskapskompetenser. Resultaten bekräftade 12 av dem men bidrog även med ett antal ytterligare ledarskapskompetenser som uppfattades som nödvändiga. Sammantaget visade resultaten att det undersökta multinationella företaget både uppmuntrar och är positivt mot kulturell mångfald på arbetsplatsen.
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Raitl, Kerstin. "Managing Cultural Diversity Optimierung der Zusammenarbeit in multikulturellen Arbeitspartnerschaften unter Verwendung des "Diversity Optima Konzepts" /." St. Gallen, 2009. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/06608756101/$FILE/06608756101.pdf.
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Hamdorf, Dorothea. "Towards managing diversity : cultural aspects of conflict management in international business environments /." Saarbrücken : VDM, Müller, 2006. http://deposit.d-nb.de/cgi-bin/dokserv?id=2894980&prov=M&dok_var=1&dok_ext=htm.
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SILVA, Claudia Cezar da. "GESTÃO DA CULTURA NA UNIVERSIDADE: O NÚCLEO DE ARTE E CULTURA DA UNIVERSIDADE METODISTA DE SÃO PAULO." Universidade Metodista de Sao Paulo, 2016. http://tede.metodista.br/jspui/handle/tede/1572.
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Previous issue date: 2016-04-14<br>This dissertation results from an autobiographical reflection, based on the researcher ´s recovery of memories and experiences during the life-work journey while managing the Center for Art and Culture (NAC) of the Methodist University of São Paulo (UMESP ), since its inception in 2005. Understanding the process of creation, formation and inclusion of NAC at UMESP, as well as the exercise of cultural management in this university space were goals of this research, which highlights the dialogue between education and culture, mediated by art, from the insertion of artistic and cultural activities focused on respect for differences and appreciation of human and cultural diversity. What is the role of the cultural action within a university? How these actions can add to the process of educational training? What were the challenges involved the construction and establishment of the Center for Art and Culture at UMESP? These were generating issues for the development of this work, which used an (auto) biographical methodology. In the narrative, the researcher sought to revisit and reframe, with a view to producing knowledge, memories and stories that contributed to the construction of her own identity and that boosted her integration in the management of culture at UMESP, legitimizing and firming the Center for Art and Culture´s action, over its 10 years of existence. In reflecting on this practice, it became clear that working with the subjectivities is the great challenge of managing culture, as well as the construction of collaborative processes, in the perspective of "cause" and not "doing for" is the way to strengthening and deepening the actions.<br>Essa dissertação resulta de um processo de reflexão autobiográfica, com base no resgate de memórias e vivências do percurso de vida-trabalho da pesquisadora, a partir da experiência na gestão do Núcleo de Arte e Cultura (NAC) da Universidade Metodista de São Paulo (UMESP), desde a sua criação, em 2005. Compreender o processo de criação, constituição e inserção do NAC na UMESP, como também o exercício da gestão cultural nesse espaço universitário, foram objetivos dessa pesquisa, que destaca o diálogo entre Educação e Cultura, mediado pela Arte, a partir da inserção de ações artístico-culturais focadas no respeito às diferenças e na valorização da diversidade humana e cultural.
Qual o papel da ação cultural dentro de uma universidade? Como essas ações podem somar com o processo de formação educacional? Que desafios envolveram a construção e constituição do Núcleo de Arte e Cultura da UMESP? Essas são questões geradoras do desenvolvimento desse trabalho, no qual é utilizada a abordagem (auto)biográfica como metodologia de pesquisa. Na narrativa propiciada por essa abordagem, a pesquisadora procurou revisitar e ressignificar, numa perspectiva de produção de conhecimento, memórias e histórias que contribuíram para a construção da sua própria identidade e que alavancaram sua inserção na gestão da Cultura na UMESP, legitimando e firmando a atuação do Núcleo de Arte e Cultura, ao longo dos seus 10 anos de existência. Ao refletir sobre essa práxis, evidenciou-se que trabalhar com as subjetividades é o grande desafio da gestão da Cultura, como também a construção de processos colaborativos, na perspectiva do “fazer com” e não do “fazer para” é o caminho para o fortalecimento e enraizamento das ações.
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Bednarz, Tobias. "Diversity in online music : a European Union debate on cultural diversity and the collective management of authors' rights." Thesis, University of Edinburgh, 2017. http://hdl.handle.net/1842/33294.
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facilitated the licensing of music to the benefits of right holders and commercial users alike. In the online realm, however, the rationale of the collective administration of copyright has been challenged and its functioning re-configured. At a moment in time where the Internet has made the cross-border distribution of recorded music easier than ever, right holders are yet to find licensing solutions appropriate for multi- territorial online uses. This, in turn, slows down the uptake of legal online music services and prevents the realisation of the Digital Single Market, pursued within the EU. The European Commission has intervened twice, first in 2005 in the form of a non-binding Recommendation, and later in 2008, when it held that the collecting societies' practice of restricting their activities to their respective domestic territory was anti-competitive. Arguably, the contradictory effects of EU action have exacerbated rather than remedied the existing difficulties that cross-border online music services face in clearing the necessary authors' rights. This thesis proposes to re-contextualise this problem around cultural diversity, which is a recurring buzzword in the ongoing debates and which EU institutions are legally obliged to promote and to respect. Despite this seeming acknowledgment of the concept, no sound legal analysis of its scope or its implications for the field of online music has yet been proposed. Pursuing such analysis, this thesis first examines the meaning of cultural diversity under EU law to submit an understanding of it as intercultural pluralism. It then assesses the boundaries of the EU obligation to promote cultural diversity in view of the goals of the UNESCO Convention on the Promotion and Protection of the Diversity of Cultural Expressions. An analysis of the relationship between the two sets of norms suggests interpreting the EU mandate of promoting cultural diversity in light of the scope of the international obligations wherever EU action affects cultural creations. Applied to the context of online music, this novel interpretation implies that cultural diversity is promoted if all groups within the EU (a) have the ability to express their cultural identity through online music; and (b) are in a position to access online music expressing different cultures from within and outside the EU. Cultural diversity thus calls for the licensing regime to be reorganised so that online music services may, in a simple and effective way, clear the rights necessary for the online use of the entire available EU repertoire as well as a diverse foreign and, ideally, the entire worldwide repertoire. Finally, this thesis assesses the current online licensing mechanisms in a practical application of these findings, testing the commonly raised argument that collective rights management promotes cultural diversity and investigating, in parallel, whether the practical consequences of the EU interventions have promoted the diversity of online music.
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Bucheli, Marco. "Diversity at UBS The Impact of Cultural Diversity on Communication and Team Performance : A Comparative Study of Work Teams /." St. Gallen, 2006. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/02605426001/$FILE/02605426001.pdf.
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Eriksson, Erika. "Sustaining future business growth: a qualitative study of diversity management in a Swedish state-owned company." Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-295723.
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Due to large influx of migrants along with a declining rate of native Swedes in working age, corporations are devoting more time and resources for diversity management today. While much attention has been directed towards the gender equality aspect of diversity, less attention has been given to the management of employees with diverse ethnicities and/or nationalities, hence the cultural aspect of diversity. This qualitative case study aims to contribute to the research field on diversity management in Swedish businesses in general but more specifically how the Swedish state-owned company Svevia is working with cultural diversity, identified as a strategic premise in order to assure future business survival. Through semi-structured interviews with employees at all organizational levels, a thorough understanding has been achieved of how Svevia works with diversity management and how the organizational culture allows for cultural diversity to thrive. A range of theoretical perspectives are combined in the for this study established conceptual framework, a framework which has enabled this study to provide an understanding of how an organization as a whole system, and not just fragments of organization, operationalize diversity management. Focus was given to study the processes that underlie the translation towards an intended more diverse workforce and the shape this process takes within the company. The results show that the processes through which information is being transferred within the organization, allowing for a flexibility that enables the company to evolve influenced by society’s constantly shifting demands. Svevia’s management efforts in the area of cultural diversity is not as well developed as that of gender equality. This, in a combination with a rather fragmented organizational culture indicates that there is still room for improvement regarding Svevia’s work with cultural diversity. Svevia, continues to be rather homogenous when it comes to the composition of its workforce, not reflecting the society in which they operate even though measures have been taken. However, if the increased commitment for cultural diversity continues, Svevia will most likely face the growth of diversity in the Swedish labor market, with more ease than companies who do not take measures to improve the organizational culture to become more including and welcoming.
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Heller, Deanna M. (Deanna Marcell). "Cultural Diversity and Team Performance: Testing for Social Loafing Effects." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278980/.
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The concept of social loafing is important with regard to organizational effectiveness particularly as organizations are relying on teams as a means to drive productivity. The composition of those teams is likely to reflect the current movement of racial and ethnic minorities in the work place. The primary purpose of this research was to determine the role cultural diversity plays in enhancing performance and thereby eliminating social loafing. The research study is significant because 1) it is among the first to use culturally diverse work groups while examining the social loafing phenomenon, and 2) the groups were intact project teams, rather than ad-hoc groups commonly found in social loafing experiments. It was anticipated that the members of culturally homogeneous groups would engage in social loafing when their individual efforts were "buried." However, subjects in both culturally diverse and culturally homogeneous groups resisted social loafing behaviors. Additional statistical analysis revealed that as group orientation increased, performance levels increased as well. Group orientation, then, appears to be a more powerful determinant of performance than group composition. It is expected that the time these groups had together and the performance feedback opportunities provided them, prior to the experiment, contributed significantly to these results. Future research suggestions were made that could help establish a causal relationship.
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Kimmelmann, Nicole. "Cultural Diversity als Herausforderung der beruflichen Bildung : Standards für die Aus- und Weiterbildung von pädagogischen Professionals als Bestandteil von Diversity Management /." Aachen Shaker, 2010. http://d-nb.info/100093280X/34.
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Kimmelmann, Nicole. "Cultural Diversity als Herausforderung der beruflichen Bildung Standards für die Aus- und Weiterbildung von pädagogischen Professionals als Bestandteil von Diversity Management." Aachen Shaker, 2009. http://d-nb.info/999731726/04.
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Khatywa, Ongeziwe. "The effect of leadership styles on cultural diversity management of employees in the workplace." Thesis, University of Fort Hare, 2015. http://hdl.handle.net/10353/3110.
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This study investigates the effect of leadership styles on cultural diversity management of employees in the workplace. The main objectives of this study were to explore the relationship between leadership styles and cultural diversity management; and to develop a deeper understanding of the nature and extent of the relationship between leadership styles and cultural diversity management. Results indicated positive correlation on effect of leadership styles on cultural diversity management of employees in the workplace. The majority of the correlational results found in the study add to a generally high level of support for most of the relationships found in the literature.
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Hienz, Nadine, and Lukas Engelhart. "Management of a Cross Cultural Workforce : Case Study at Luleå Tekniska Universitet." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-70577.
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Nowadays, organizations have to deal more and more with cultural diversity concerning their workforce due to globalization. The challenge for these organizations is to manage the cross cultural workforce in an effective way. Therefore, they have to have skills and the necessary knowledge in order to conduct cross cultural management. For this reason, the purpose of this study was to investigate how a cross cultural workforce could be managed effectively. In order to get insights into what differences exist between employees of different cultures, what kind of problems can arise out of these differences and how these problems can be overcome through cross cultural management, a qualitative research approach in form of a case study was conducted. Hereby, interviews with three managers including two head of departments were conducted. These interviews have used the frame of reference as foundation including well-known theories like Hofstede, Inglehart, the eight value orientations, McGregor and some other theories. The statements of the interviews were evaluated and analyzed in order to find answers to the research questions stated in the thesis. The findings of this study show that the management team at LTU is not necessarily focusing on cross cultural differences as the impact is less negative than expected. However, conflicts that still arise do not really seem to have bad consequences at LTU. Therefore, these conflicts can be fixed relatively easy by applying the most important variables connected to encountering cross cultural challenges in the frame of reference. These are: human skills, good communication, creating unity, respect, empathy, body language as well as harnessing differences. Especially the personal attitude as well as the human skills of managers and employees play an essential role.
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Correia, Sara Alexandra Igrejas Nunes. "A Diversidade cultural como uma vantagem para a organização." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2017. http://hdl.handle.net/10400.5/13209.
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Dissertação de Mestrado em Sociologia das Organizações e do Trabalho<br>As organizações estão mais diversas, encontrando-se mais tipos de diversidade (cultural, de género, de idade, de orientação sexual, de religião, etc.) no seu interior. Contudo, o conceito de diversidade é complexo existindo diferentes perspetivas na sua definição. As consequências para as organizações de forças de trabalho diversas, também não geram unanimidade. Alguns autores relevam os benefícios da existência de uma força de trabalho diversa, enquanto outros mencionam os desafios que advêm dessa força de trabalho.
Com o presente trabalho pretende-se averiguar se a diversidade constitui um benefício ou um desafio para o funcionamento das organizações. Para tal, são analisadas organizações que contêm significativa diversidade cultural e políticas de gestão da diversidade, com enfoque na análise de organizações presentes em três rankings de diversidade: o top 10 das organizações de diversidade global, o top 50 de diversidade e o top 10 das melhores empresas para liderança.
O estudo apresentado tem por base uma metodologia qualitativa, realizada junto de empresas do distrito de Lisboa, de sectores de actividade específicos, levando a uma amostra pretendida de onze organizações, das quais apenas cinco foram inquiridas. Os dados foram recolhidos através de inquéritos por entrevistas (aos gestores de recursos humanos), adjuvada da observação documental das políticas e iniciativas de diversidade das empresas, sendo analisados adequadamente.
As conclusões do estudo demonstram que os inquiridos consideram que a diversidade tem sido de forma global um benefício para as empresas e que é uma vantagem para a organização, dado que é diretamente responsável pela melhoria do seu desempenho.<br>Organizations are increasingly diverse; more types of diversity (cultural, of gender, age, sexual orientation, religion, etc.) lie within modern organizations. However, the concept of diversity is complex and there are different perspectives in its definition. The consequences of diverse workforces for organizations do not generate unanimity, also. Some authors underline the benefits of a diverse workforce in organizations, while others mention the challenges that arise from them.
The present work aims to determine whether diversity is a benefit or a challenge to the functioning of organizations. To this end, organizations that contain significant cultural diversity and diversity management policies are analyzed, focusing on the analysis of organizations present in three diversity rankings: the top 10 for global diversity, top 50 for diversity, top 10 best companies for leadership.
The present study is based on a qualitative methodology, carried out with companies from the district of Lisbon, of specific sectors of activity, leading to an intended sample of eleven organizations, of which only five were surveyed. Data were collected through interview surveys (to human resource managers), supported by documentary observation of company diversity policies and initiatives, and analyzed appropriately.
The conclusions of the study show that respondents believe that diversity has been globally a benefit for the companies and that it is an advantage for the organization, as diversity is directly responsible for improving performance.<br>N/A
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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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Kimmelmann, Nicole [Verfasser]. "Cultural diversity als Herausforderung der beruflichen Bildung : Standards für die Aus- und Weiterbildung von pädagogischen Professionals als Bestandteil von Diversity-Management / Nicole Kimmelmann." Aachen : Shaker, 2010. http://d-nb.info/100093280X/34.
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Lee, Don. "The normal school and some of its abnormalities : an extended case study of factors affecting antiracist multicultural education school improvement strategies in a secondary school." Thesis, Open University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264469.
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Linares, Carlos. "A Phenomenological Approach to First-Generation Latino Immigrants' Experiences of Cultural Diversity and Inclusion Initiatives in the Workplace." Thesis, Sullivan University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3739667.
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<p> The purpose of this phenomenological study was to explore the work experiences of foreign-born, first-generation Latino immigrants with regard to cultural diversity and inclusion initiatives to obtain a holistic understanding of their experiences and facilitate their achievements in the organization. Based upon the review of the existing literature regarding Latinos and the outcomes of interviewing 24 participants (13 females and 11 males) in this research study, there are ample opportunities to conduct future empirical studies. The results of this study show the challenges first-generation Latino immigrants faced in the workplace and the importance for organizations with a diverse workforce to foster a more inclusive work environment for Latino immigrants. There is growing evidence that diversity and inclusion initiatives are critical for multicultural organizations. However, the results organizations have achieved and their efforts to create an inclusive workplace for Latino immigrants have been dissatisfactory thus far (Cox Jr., 2011). The methodology applied in this study was a qualitative approach to reflect the essence of the phenomenon studied. Results from this research found 14 family units and four major themes. These themes described how first-generation Latino immigrants understood and defined diversity and inclusion, their positive and negatives perceptions in the work environment, workplace challenges they faced, and their insights on organizational development. Additionally, this research discovered how interviewed participants were excluded by others and by themselves in the workplace. Lastly, this research study contributes to the literature and to the field by offering information that would eventually promote a better understanding of Latino immigrants and a more inclusive environment that encourages belongingness, uniqueness, and a constructive work experience for Latino immigrants. </p>
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Anderson, Kelley Christine. "Investigating aspects of diversity, equity, and inclusion, adaptive management, and evaluation in environmental education." Diss., Virginia Tech, 2021. http://hdl.handle.net/10919/103472.
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This dissertation investigates aspects of diversity, equity, and inclusion, adaptive management, and evaluation in environmental education (EE), and is composed of and introduction, three stand-alone manuscripts (Chapters 2-4), and a conclusion. The introduction gives a brief overview of EE and explains why the topics of study included in this dissertation are important to address. In Chapter 2, we used pre-experience student surveys to understand how preparation, adult support, and students' racial identities influence student attendance to a residential environmental education program. Chapter 3 identifies areas and approaches for improving evaluation processes in EE and practitioner satisfaction with those processes. We collected these data using an online survey promoted on social media and emailed to EE practitioners involved in the North American Association for Environmental Education and the Association of Nature Center Administrators. Chapter 4 outlines a culturally responsive evaluation framework for use in EE. The results of these studies show there is far more to be done in the field of EE to create a welcoming and inclusive space for all audiences, to promote the use of evaluation as a tool for continuous learning and improvement, and to ensure evaluations are valid for and reflective of the culture of program participants. The conclusion discusses the two prevalent themes embedded in these manuscripts, namely diversity, equity and inclusion, and evaluation in EE, and ends with a reflection on my time here as a Ph.D. student and where I see my career path heading. This dissertation is meant to provide ideas and suggestions to environmental education practitioners that they can implement in hopes of improving EE and evaluation to meet the needs of all audiences and to address global environmental challenges.<br>Doctor of Philosophy<br>To work collaboratively and find solutions to the sustainability challenges and social justice issues we face as a society requires new generations to obtain a wide range of knowledge, skills, and motivations. Environmental education (EE) has been shown to equip students with these necessary skills, including increasing knowledge and awareness about environmental issues, enhancing or changing attitudes as they relate to the environment, promoting environmentally responsible behaviors, and building critical thinking, leadership, and collaboration skills. There is a growing recognition that the field of EE must continually adjust and improve its programming to meet the needs of all audiences and to remain relevant for our ever-changing world. The foundations of EE stem from White, Eurocentric values and world views, which can perpetuate inequities in program attendance, participation, and impact between Black, Indigenous, and People of Color (BIPOC) and White people. The research included in this dissertation investigates aspects of diversity, equity, and inclusion, adaptive management, and evaluation in EE. Results show there is far more to be done in the field of EE to create a welcoming and inclusive space for all audiences, to promote the use of evaluation as a tool for continuous learning and improvement, and to ensure evaluations are valid for and reflective of the culture of program participants. The conclusion of this dissertation discusses two prevalent themes embedded in these manuscripts, namely diversity, equity and inclusion, and evaluation in EE, and ends with a reflection on my time here as a Ph.D. student and where I see my career path heading. This dissertation is meant to provide ideas and suggestions to environmental education practitioners that they can implement in hopes of improving EE and evaluation to meet the needs of all audiences and to address global environmental and social challenges.
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McLeod, Amy L. "A phenomenological investigation of supervisors' and supervisees' experiences with attention to cultural issues in multicultural supervision." unrestricted, 2008. http://etd.gsu.edu/theses/available/etd-07222008-091156/.
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Thesis (Ph. D.)--Georgia State University, 2008.<br>Title from file title page. Catherine Y. Chang, committee chair; Gregory Brack, Jonathan Orr, Julie Ancis, Danica G. Hays, committee members. Description based on contents viewed Oct. 14, 2009. Includes bibliographical references.
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Ortiz, Daniel M. "Retail Business Managers' Strategies for Enhancing Workplace Diversity Planning." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6084.
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Lack of workplace diversity planning leads to negative financial outcomes. The purpose of this qualitative multiple case study was to explore strategies that business managers in the retail sector use to enhance workplace diversity planning for assuring compliance with Equal Employment Opportunity Commission (EEOC) regulations. The population included a single focus group of retail business employees as well as business managers of 5 distinct retail stores located in the Southeastern United States who have successfully instituted workplace diversity plans for assuring compliance with EEOC regulations. The conceptual framework for this study was cultural intelligence theory, which researchers have used to explore a person's ability to understand an unfamiliar context and assimilate the host culture. Methodological triangulation was achieved from the results of face-to-face individual interviews, a single focus group, and company documents. Interview data were analyzed using a modified van Kaam method. Analysis resulted in 3 themes (a) guiding principles; (b) training, including coaching and communication; and (c) hiring practices. The implication for positive social change includes the potential to provide new insights related to strategies applicable to workplace diversity planning in the retail businesses sector that can create or improve positive business and community relationships while potentially minimizing risk associated with profitability loss.
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Larsson, Adam, and Simon Schiehle. "The Effects of Diversity on Multinational Organisations : An exploratory case study investigating the cross-cultural management and organisational culture of IKEA." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123498.
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Nowadays, multinational organisations face the challenge of managing a diverse workforce. The role of diversity has become increasingly important in a world that is influenced by the outcomes of globalisation. Organisations operate worldwide and therefore recruit their employees from all around the world, which leads to diverse workforces. It is essential for an organisation to be aware of differences within the workforce and to manage diversity actively in order to benefit from its positive potential. The purpose of this study is to analyse the impact diversity has on organisations such as IKEA. Especially how the everyday business life is affected by diversity and if the positive or negative aspects prevail. Further, it is investigated how cross-cultural management can be used as a managerial tool to influence and adjust diversity in a certain way. The organisational culture of an organisation was identified as the third important cornerstone in that relation. The researchers presumed a correlation between those three phenomena. The aforementioned assumptions led to the construction of the following research questions for this study: What impact does diversity have on an organisation such as IKEA? and How does cross-cultural management influence outcomes of diversity and what role does organisational culture play in that context? To answer these research questions, an exploratory study was carried out. An abductive approach was chosen that allowed for adding new theories throughout the research process. The data was collected through nine semi-structured interviews with experienced IKEA managers. Additionally, scientific articles and books were used as support to develop theoretical and practical contributions to the fields of diversity, cross-cultural management and organisational culture. The study revealed that diversity has a large impact on organisations such as IKEA. Furthermore, a correlation between diversity, cross-cultural management and organisational culture was identified. The findings led to the conclusion that diversity within an organisation creates the need for cross-cultural management. Organisational culture, in that context, builds a foundation for values and perceptions that are shared by the workforce. Therefore, a strong organisational culture helps to utilize the positive aspects of having a diverse workforce. In the case of IKEA, successful organisational socialisation and institutionalisation function as tools for preserving institutional memory, in terms of values and ethical business behaviour.
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Badinová, Eszter. "Interkulturní management ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-241597.
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Tato diplomová práce analyzuje interkulturní management a komunikaci v české společnosti působící na mezinárodní úrovni. Práce používá dotazníkové šetření pro získání lepšího vhledu do cross-kulturní komunikace mezi týmy a členy týmu ve firmě. Obsahuje také návrhy na základě vyhodnocených údajů, které mají zlepšit výkonnost podniku tím, že pomáhají zaměstnancům překonat kulturní rozdíly.
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Martínez, Arconada Elvira, and Andrea Soupeaux. "Leadership revisited through Cultural Intelligence : The development of a key competence in professional context." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53158.
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During the last years, due to the globalization markets become more and more involved in an international level. Cultural diversity in the workplace is something common nowadays, it involves countless benefits for the companies and the other professional contexts. While simultaneously, it involves conflicts and misunderstandings therefore it is more and more required to get people able to deal with different cultures. The main purpose of our Thesis is to study the process through which an individual becomes able to deal and work with different cultures. In other words, we pretend to discover how someone can become culturally intelligent. This thesis has been conducted using the Grounded Theory method. By analyzing the data we have collected throughout eight interviews from different culturally intelligent people and the data we have obtained by reading literature, we came with the idea that the process for becoming culturally intelligent is composed by three elements: the first one is related with the individual, the second one is related with the interaction of the individual within a multicultural group and the third one is related with the benefits and disadvantages that emerged while someone is working with different cultures.
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Conduit, Anne Murray. "The Trompanaars model of cultural diversity in a labor/management interaction in Japan : meaning orientations and social groups /." [St. Lucia, Qld.], 2001. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16354.pdf.
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Danielsson, Linn. "Leadership in International Projects : A study of the cultural dimension." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43880.
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Today’s pressure of change, innovation and shorter life-cycles have created a projectification in nearly every industry. Especially international projects are more frequently used to meet the global competition. However, it is common that project managers despite impressive track record, fail when posted internationally due to inability to adapt to foreign cultures. Only half of all international projects reach expected results and many of them are not completed at all, which indicates that the complexity of international projects is underestimated. This study aims to explore how cultural differences increase the project complexity and challenge the leadership of the project manager. Furthermore, the project manager’s leadership ability is studied in terms of qualities required to lead international projects and achieving project objectives. Leadership is a well explored area of research but existing theories are foremost based on functional leadership and few on project leadership, fewer still in an international context. General management leadership theories are not applicable on leadership within project management because of the different circumstances since a project is defined as a unique task based on a flexible organization and limited time frame. Additionally, the knowledge of how national culture influences project management is limited and therefore underestimated. Today, global corporations invest billions of dollars in international projects and by gaining understanding of the qualities required to succeed leading international projects, corporations could better utilize resources, decrease costs and improve project outcome. Therefore this study explores both the cultural challenges that arise in international project, what qualities the project manager should possess and whether the human resource department recruits project managers with necessary qualities. This has been done through qualitative dialogues together with a theoretical framework. With this study, I hope to enlighten the reader of the meaning of international projects and how culture must be acknowledged as an influencing factor on project leadership. Furthermore, I hope to trigger reflection of the selection processes of project managers and who is suitable for the role.
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Jooste, David Christiaan. "Motivation of managers to engage multi-culturally." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/30761.
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Background and Aim
Cultural Intelligence (CQ) is becoming one of the essential competencies for the modern manager who regularly functions in a multi-cultural environment. CQ in essence refers us to the concept of developing those skills, be it through self-development, knowledge gathering or experience, which allows managers to effectively develop strategies to deal with new environments and multi-cultural settings as well as work groups (Earley & Ng, 2006). The concept of CQ can also be divided into 4 specific dimensions identified by Earley and Ang (2003) as a Meta-Cognitive dimension, a Cognitive dimension, a Motivational dimension and a Behavioural dimension. Specifically when one looks at motivational cultural intelligence one can define it as the extent of an individual’s interest and drive to adapt to new cultural situations (Templer, Tay & Chandrasekar, 2006). This study aims to investigate the concept of motivational cultural intelligence in relation to managerial motivation to engage in multi-cultural situations, and specifically focuses on the South African manager.
Method
A cross-sectional survey research design was used in this study. The Managerial Cultural Intelligence measure developed (Du Plessis, O’Neil & Vermeulen, 2007) was administered amongst a purposive convenience sample of managers in various industries (N = 550).
Results
There was no statistically significant result between motivation and managerial engagement, however it was found that the middle management and supervisory level had: The highest overall level of motivation in terms of engaging in multi-cultural activities. The highest level of motivation to change their view points when gaining new information about other cultures. There was, however, not a very high level of motivation to plan in advance for multi-cultural engagements.
Those on a senior managerial level on the other hand showed: The highest level of motivation in terms of learning more about people from other cultures. The highest level of motivation to learn more about how to deal with people from other cultures. The lowest level of motivation to change their views of other cultures when gaining new information about other cultures. They also showed the lowest level of motivation in terms of preparing in advance for multi-cultural engagements.
Based on an ANOVA analysis of the data it was found that: There was no statistically significant result between the overall motivational levels of the managers and their willingness to engage in multi-cultural environment. There was, however, a statistically significant result in terms of managerial motivation to learn more about other cultures in their work groups.
Practical Relevance
It was clear from the literature review that there is little information available about managerial CQ and motivation to engage in multi-cultural settings, such as those within the South African environment. It was therefore deemed important to investigate this construct and especially the dimension of motivation in order to better understand the role it plays in the South African managerial environment. With a better understanding of how it impacts South African managers, future researchers can look at identifying the other drivers of multi-cultural engagement, as well as developing training and development programs that will be better suited to the South African manager in terms of developing CQ. Lastly this was also seen as an important study in order to advance and fill the gap in South African literature within this specific field.<br>Dissertation (MCom)--University of Pretoria, 2012.<br>Human Resource Management<br>MCom<br>Unrestricted
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Behnken, Kenneth W. "Ministry in the midst of cultural diversity an experiment in preparing congregations for sharing ministry and facilities with another culture group /." Theological Research Exchange Network (TREN), 1997. http://www.tren.com.
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Mohammedi, Sarah, and Matthias Schnepper. "The contribution of cultural diversity in the internationalisation process of an SME in Sweden : A Case Study of the IT Company CodeMill." Thesis, Umeå universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-111980.
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The business environment has been changing as it becomes easier to interact acrossboundaries with globalisation. One of the key elements of globalisation is the culturaldiversity resulting from the cross-cultural and ethnic interactions between individuals.This constant growing globalisation challenges small and medium-sized enterprises(SMEs) to interact with different cultural backgrounds in their foreign markets and withtheir local staff. This cultural diversity can bring both positive and negative outcomes toSMEs depending on how they approach these challenges.The purpose of our research is to discover the contribution of cultural diversity in theinternationalisation process of a Swedish SME, named CodeMill and to understand howthis contribution is ensured by this particular SME. Our research focuses on two specificcriteria of cultural diversity, which are expressed as (1) the individual's internationalexperience as an employee and (2) the SME's social network abroad. Our studyprovides them with practical contributions presented in a final framework, whichexplains how to take advantage of cultural diversity to enhance the positive outcomes ofit and strengthen their internationalisation process.A qualitative case study was conducted with CodeMill, a locally based InformationTechnology (IT). They fulfilled the principal requirements in terms of employees andyearly turnover in order to be categorised as an SME. Conducting seven semi -structured interviews in total, with people from different hierarchical levels and spheresenabled us to gain insights on how matters relating to cultural diversity are handled inCodeMill. Secondary Data served to confirm information we received from theinterviews and functioned as an additional source of information.The study proposes a framework that has been revised from the analysis of ourempirical findings. This framework is positioned within the field of Cultural DiversityManagement in an internationalisation context. The gathered findings implicate that thelevel of informational diversity, which needs to be used with a high synergy level,determines the importance of the contribution of cultural diversity. This can be ensuredvia three key elements: leadership, research & measurement, and follow-up. Thecompany’s Entrepreneurial Orientation (EO), especially included the three investigateddimensions of innovativeness, proactiveness and risk-taking proved to be applied inCodeMill. They were considered to have a positive influence on the internationalisationprocess of the company. CodeMill enhances its internationalisation process thanks to sixcompetitive advantages ensuing from its level of cultural diversity. However its socialnetwork hinders the opportunities to enter new markets. We found proof that CodeMillbenefits strongly from connections at an organisational level (e.g. partner companies,international customers); whilst an individual’s international experience, gathered fromliving abroad or just having personal international contacts, did not significantlycontribute to the firm’s internationalisation.
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Wingårdh, Ebba, and Sarah Alarabi. "Cultural Diversity within the Company and Its Influence on Managers' Informational Roles : Case Study of UMA Ltd Co." Thesis, Uppsala University, Department of Business Studies, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-126769.
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<p>This thesis examines how cultural diversity within an organization might influence managers‟ information-handling process. The models used are; Geert Hofstede‟s five dimensions of national culture, to represent the cultural diversity; and Henry Mintzberg‟s definition of the manager‟s informational roles, to represent the managers‟ information-handling.To show this empirically, a case study of a half-Swedish, half-Vietnamese-owned retail company, UMA Ltd Co, was conducted. This company is situated in Vietnam and employs a range of different nationalities. Interviews were conducted with seven of UMA‟s managers to gain an understanding of their opinions concerning their informational roles, as well as to identify issues and benefits within the company caused by the cultural diversity.The results of the interviews revealed some relevant cultural issues and benefits of working in a culturally diverse company. It was evident through the analysis, in which the cultural dimensions were applied onto the informational roles, that there are a number of problems at UMA in need of repair. For instance, differences in employees‟ perception of the power distance dimension seem to affect how information is spread and gained. This is also caused by the unclear organizational structure of the company, where employees, instead of realizing who they are obliged to answer to, rather follow their culturally given hierarchical system. Further issues caused by the cultural diversity at UMA are presented in the conclusion of this thesis.</p>
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Khan, Farida. "Evaluating the influence of different levels of multicultural interactions, in a work and social context, on perceptions of outstanding leader attributes." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24246.
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This research aims to develop a deeper level of understanding of how different levels of interaction amongst different cultures in a work and social context plays a role in perceiving culturally endorsed leadership attributes (CLTs). With the rapid developments in international trade, internet technology, cross-border travel and communication, business transactions across country borders have rapidly become significant contributors to the world economy. Consequently, managing diverse teams and working with colleagues and/or clients from other countries is a challenge to operating in this global business world. A quantitative analysis was done by considering low, medium and high work and social multi-cultural diversity interactions as the exploratory variables and perceptions of outstanding leader attributes as the dependant variable. This study of 269 leaders in a South African Multinational company found that different levels of multicultural interactions in the social context (described by friendships, relationships, family history and education) yielded significant differences in the perceptions of outstanding leader attributes. No significant differences in these perceptions were found for the different levels of multicultural interactions in the work context (described by international assignments and work diversity initiatives). Based on intergroup theory, this suggests that greater cognitive formations results through cross-cultural engagement in the social context than in the workplace. That is, culturally diverse social group memberships are able to condition member perceptions, transfer ideologies, and have a greater impact than culturally diverse groups in the organisational context. It was also found that the senior employees in this organisation (by age and tenure) showed a negative correlation to social multicultural interactions, but a positive correlation to work multicultural interactions. These relationships with tenure indicate the influence of organisational culture on cross-cultural cognitive formations. A synergistic relationship was evident between the work and social contexts, suggesting that inter-cultural activity in one context influences activity in the other context. Copyright<br>Dissertation (MBA)--University of Pretoria, 2010.<br>Gordon Institute of Business Science (GIBS)<br>unrestricted
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Hubbard, Terrance Michael. "It’s about more than “just be consistent” or “out-tough them”: culturally responsive classroom management." The Ohio State University, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=osu1133283898.
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Dement, Betty Antoinette. "Empowering Cultural Competency in Healthcare Providers." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10822211.
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<p> Racial and ethnic health disparities are highest in communities of color; providing culturally competent care could address these disparities. Culturally competent communication between the healthcare provider and the patient is an essential behavior that may improve health in racially and ethnically diverse women. A quality improvement project was completed with guidance from the 5 constructs of the Campinha-Bacote model as the conceptual framework, and the method used was the Consumer Assessment of Healthcare Providers and Systems survey. The perspective of 20 Mexican American and 20 African American women in El Paso, Texas between ages 45 and 72 with menopausal symptoms was surveyed to determine if culture had an impact on the presence or absence of communication with their healthcare providers. Results showed women’s perceptions of positive and negative communication behaviors with their healthcare providers was inconclusive; however, results showed that provider communication about health promotions, use of alternative medicine, and shared-decision making regarding health management needs improvement to promote adherence to medical regimen and feelings of mutual respect. Integrating cultural competence into existing evidence-based care can positively impact the delivery of services and help improve the quality of care. Healthcare providers can impact positive social change through the lessening of burdens associated with the lack of diversity in the workforce by including cultural competence training into the curriculum of nursing and medical schools.</p><p>
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Annandale, Neil O. "States' School Crisis Planning Materials: An Analysis of Cross-Cultural Considerations and Sensitivity to Student Diversity." Diss., CLICK HERE for online access, 2006. http://contentdm.lib.byu.edu/ETD/image/etd1484.pdf.
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Siarapis, Ioannis. "Factors that affect conflict in a cultural diversified workforce: The case of the shipping company Seascope." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24764.
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Title: Factors that affect conflict in a cultural diversified workforce in the shipping industry: The case of the shipping company Seascope Level: Master thesis in Business Administration Author: Ioannis Siarapis Supervisor: Maria Fregidou-Malama Examiner: Akmal Hyder Purpose: The purpose of the study is to investigate factors that affect conflict in a workforce characterized by cultural diversification in the shipping industry. Methodology: A qualitative approach was used. The primary data were collected through semi-structured interviews with ten employees who were interviewed both on the yacht and in the on-shore office of the company. In order to generalize the results from the case study, the inductive approach was used. Thematic analysis was also my approach for finding different patterns in the empirical findings Findings: There are different factors that affect conflict either by enhancing it or by eliminating it. These are the differences in cultural values, differences in communication, continues feedback to the employees, establishment of a “family” climate and the general management of cultural diversity. In addition, when the employees in high positions are from the same background with the owners, this reduces the possibility of conflict. Limitations: The research was based on a Greek company with approximately 10 employees working on the yacht. Therefore, the current limitation is the relatively small number of employees comparing to big ship companies. Contribution: The managers of shipping companies should consider these factors and act accordingly for the benefit of the company. There are significant differences in the employees’ behavior when they are coming from a different cultural background. Moreover, there are differences in the way they communicate. Key words: intercultural communication, yacht, conflict, cultural diversity management, shipping industry.
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Ho, Irlana. "The strategic management of cultural diversity and the impact on work team performance, the case of a Canadian multinational telecommunications enterprise." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq26217.pdf.
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Neupauerová, Silvia. "Riadenie medzinárodného tímu." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-193673.
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This thesis describes cooperation of one specific international team, with emphasis on different cultural backgrounds of individual members. The aim of this work is to analyze mutual communication, conflict resolutions and cooperation of a particular team composed of members of the Slovak, Czech and South African nationality. Then suggest improvements in their cooperation. The aim of the work is also to compare personal cultural preferences of individual members with Hofstede's dimensions characterizing national culture of countries they represent. The practical part consists of questionning specific team of international IT Company, operating in Slovakia, Košice. Used research method was questionnare consisting of closed as well as opened questions. The results of the research are specific recommendations for improving the cooperation of the team.
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Al-Halwachi, Layla Faisal. "An examination of gender diversity and leadership within senior management positions : new insights from the Bahraini financial sectors." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/13633.
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This study explores the conceptualisation of glass ceiling by Bahraini female managers in their bid to attain senior management position as a career advancement. It assesses their perception of the concept of the glass ceiling, and what coping mechanisms adopted in eliminating barriers and empowering women to attain senior executive positions in the finance sector. The study identifies gender discrimination as a cause that impedes female career progression to senior management levels in the banking industry which originate in multiple environmental levels: organisation barriers (i.e. meso level), societal barriers (i.e. macro level) and individual barriers (i.e. micro level). The study adopts a qualitative approach to uncover the research questions and conducted in-depth semi-structured interviews with 37 Bahraini female managers in the banks to extract their lived experiences on barriers that hamper their advancement to senior levels. The study captures barriers common to women within an Arabic-Islamic cultural context and seeks to explore its differences from the barriers experienced by western women in their career. The study found out that women’s career progression is affected by social, religious and cultural dogmas, gender stereotype, individual limitations, and organizational structures. This study finds that patriarchal societal pressures, cultural norms, and religious studies influence glass ceiling experienced by Bahraini women. The findings also revealed the limited ability of women to take decisions that affect their advancement. Furthermore, this study highlights the differences in experiences between the majority of women in Western countries where they have autonomy and freedom as their male counterparts in the society. The societal norms and culture appear to undermine women’s empowerment and result in stress, tension and losing valuable talent within the work milieu. The research also revealed the strive by women under the pressure of organisational, societal and individual barriers and the influence of the religious aspects impeding their career progression. The study has added a new insight by emphasising on the value of empowerment for women as a key to breaking the glass ceiling. The analysis shows barriers are varied by the level of empowerment of women, where empowered women can overcome the barriers they encounter while disenfranchised women believed that the barriers operate to their disadvantage and justification for not attaining senior executive positions by making it stiffer. The study concludes there is a need for the re-evaluation of the foundational rubric of the education system on gender equality at an early stage and empowering women in several aspects. These include building up women's capacity by training, mentorship, and networking, presenting inspiring female role models, temporary measures such as mandatory quota, and raising awareness regarding gender equality and emphasis on revising the educational curriculum at schools.
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KOSSI, YAO. "Cultural-Centric Globalization Strategies for Increasing Companies’ Profitability." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7688.
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Contemporary business leaders require suitable leadership strategies, skills, capabilities, and competencies to lead individuals with culturally diverse backgrounds effectively. Local retail business executives have experienced complex leadership challenges leading international and intercultural teams when expanding business operations into global markets. The objective of this multiple case study was to explore leadership strategies local retail business leaders used to lead a global workforce. The target population included 3 local retail business leaders from Minnesota who had 6 to 8 years of global leadership experience. The composite conceptual framework that grounded this study was leadership and transformational leadership. Data were collected from semistructured, face-to-face interviews and organizational documents. Member checking was used to ensure trustworthiness of findings. The data analysis followed Yin’s 5-phase process: compiling, disassembling, reassembling, interpreting, and concluding. Three themes emerged from the data analysis: cross-cultural awareness, cross-cultural challenges and competence, and cross-cultural leadership strategies. The findings from the study might contribute to positive social change by encouraging business leaders to explore business opportunities locally and globally, resulting in an understanding of cross-cultural differences, enhanced quality of cross-cultural work environments, increased job creation, and improved living standards for communities’ citizens.
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Robinson, Leslie. "The influence of cultural diversity on student learning interactions : a qualitative study of rapport management in an undergraduate problem based learning group." Thesis, University of Huddersfield, 2011. http://eprints.hud.ac.uk/id/eprint/14071/.
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The aim of this research was to determine whether cultural diversity had any impact on the quality of learning interactions used in Problem Based Learning (PBL). This qualitative, interpretive study followed one culturally diverse group of 11 students on their first year of an undergraduate Diagnostic Radiography programme. Data comprised video footage of 10 PBL tutorials, and individual and focus group interviews, collected over the period of one academic year between 2007 and 2008. A Grounded Theory (GT) approach was used to manage the data and construct the argument. Interactions were explored using Discourse Analysis (DA), employing the constructs of Face, Politeness and Rapport Management (RM) to understand how students managed the communicative demands of PBL to achieve their learning goal. The study found that PBL requires students to engage in face-threatening behaviours to a greater extent than more traditional learning methods, because it expects the students to discuss subjects of which they have little prior knowledge and then puts student centre-stage for planning learning objectives and delivering the learning to others. Members of culturally diverse learning groups may have difficulty in finding a common strategy of communication for PBL because their differences make it difficult to predict how they will be judged by others in the group. Furthermore, reducing social distance, which would overcome this dilemma, is more difficult in groups where the individuals are culturally diverse. Age diversity, as an influential factor, featured highly in the group studied. A Sociopragmatic Interactional Principle (SIP) of equity-autonomy predominated in the group’s interactions as a result of these issues. This ethos meant that the students opted for superficial learning interactions which were confirmative rather than critical. It appears the strength of Face Threatening Acts (FTAs) in PBL is extremely high for such a group and that the impact of socialisation for reducing social distance, inhibited because of cultural diversity, has an influential role in reducing the impact of face. The findings of this study can be used by tutors to understand the communicative demands made on students in PBL. Face threat might be lessened either by giving students more freedom to feel they are in control of the PBL tutorial rather than being constrained by notions of the ‘right’ and the ‘wrong’ way to participate, or conversely, providing a more structured process to legitimise FTAs. The developing ethos of the group may help to identify which of these approaches is most suitable to the needs of the group. The study also highlights the importance of promoting off-task social engagement for PBL groups, especially culturally diverse groups where members do not normally socialise outside the tutorial.
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Špok, Václav. "Specifika vedení multikulturní firmy z oblasti IT v Brně." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223218.
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The World is becoming global and also the companies. They are expanding their business outside the current location. This trend brings new challenges to the top management and to line managers to be able lead not just people with same culture, but also lead and cooperate with reportees from different cultures. Leaders need to be able to lead teams consisted from people of various gender, religion, age, sexual orientation or color. Managers need to be aware of those specifics in order to use full potential of whole team. The aim of this diploma thesis is to analyze those specifics of leading of intercultural IT company based on semi-structured interviews with expats, free associations, analysis of company documents and guided discussion and design methods and recommendations to be able to lead intercultural teams more effectively, mainly in IT field.
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Kyeyune, Catherine. "Towards the Development of a Cultural Competence Framework for Human Resource Development Professionals in International Business: A Study of Best Practice Learning and Diversity Companies." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/654.
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In a global environment, growing business corporations have recognized the role diversity plays in business development. However, the human resource development (HRD) profession charged with the responsibility for developing any organization's human resources, has not defined what cultural competence is and its role in improving the performance of HRD professionals. This study sought to define cultural competence and determine how it could be developed and assessed. The theoretical framework used was an intercultural perspective of intercultural competence, studies in HRD that focus on a training-culture context fit, and professional definitions of cultural competence. A mixed research method utilizing survey and personal interviews was employed to study Best Practice Learning and Diversity companies. Thirty-nine companies credited as American Society for Training and Development (ASTD) Best Award winners for workplace learning and performance were surveyed. The sample represented various sectors in the corporate industry such as information technology, financial services, manufacturing and retail. Due to a low response rate, eight senior global diversity officials from companies credited as Best Diversity companies by DiversityInc. were interviewed. Five of the companies studied were among the leading Top 10 global diversity companies. The other three ranked highly among the Top 50 diversity companies. The data collected was analyzed using grounded theory. Using this theory, the study identified attributes that describe cultural competence, and various approaches that are used to develop and assess it. Based on the study results, an HRD theory of cultural competence was developed. This theory includes: (a) a definition of cultural competence; (b) a cultural competence framework that provides performance indicators for HRD professionals; organizations, its leaders and employees; and (c) an assessment guide that provides a cultural competence inventory for HRD professionals. To ensure study validity, the survey instrument used in the study was pilot-tested among business scholars. In addition, the study addressed the issues of theoretical sensitivity such as the role of the literature reviewed, the researcher's biases, and the analytical process that was used for theory development. This study has implications for higher education and professional practice. The cultural competence framework developed in this study contributes to the standardization of HRD practices such as education, training and non-training HRD programs. The assessment guide provides a cultural competence inventory for HRD professionals. The results of this study would also be useful for companies that regularly benchmark their operations against best practices. In this way, the study contributes to the effort of aligning HRD practices to theory developed through HRD cross-cultural research
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Edigin, Joseph. "Urban and Suburban Differences in Cultural Identification, Life-Guiding Principles, and Person-Organization Fit." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5460.
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Diversity practitioners in the United States have taken steps to implement programs for integration of people in organizations from across the socioeconomic and demographic spectrum. Despite changes in U.S. discrimination laws and work by diversity practitioners, maintaining equitable workplace diversity continues to be a problem in U.S. corporations. This correlational study was conducted to examine differences in life-guiding principles, urban identification, and person-organization fit between urban and suburban residents. A purposive sample of 180 adults was drawn in a voluntary online survey from industries in two U.S. representative counties with a mix of urban and suburban sprawl. This study was also conducted to further examine planned behavior, expectancy, normative social influence, and social impact theories by comparing how the independent variable of participant residence location affected the dependent variables of life-guiding principles, urban identification, and person-organization fit. T-test statistics were used to test mean differences in normally distributed data sets, and the Mann-Whitney U test was used for testing differences in non-normally distributed data sets. Test results revealed that there were differences in the dependent variables with a significant difference in urban identification for urban and suburban residents, confirming the hypothesis. Findings from this study may help diversity practitioners and organizational leaders understand the differences among urban and suburban residents. Study findings may also support organizations' social agenda toward addressing diversity issues and for narrowing career achievement gaps between urban and suburban residents through a better understanding of variations in culture.