To see the other types of publications on this topic, follow the link: Management culturel.
Dissertations / Theses on the topic 'Management culturel'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Management culturel.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
LOUY, MOISE ANNE CARROL Dervaux Bernard. "Management inter culturel : Gestion des différences de cultures et aspects franco-américains contemporains." [S.l.] : [s.n.], 1998. ftp://ftp.scd.univ-metz.fr/pub/Theses/1998/Louy_Moise.Anne_Claire.LMZ9807_1.pdf.
Full text
2
LOUY, MOISE ANNE CARROL Dervaux Bernard. "MANAGEMENT INTER CULTUREL : GESTION DES DIFERENCES DE CULTURES ET ASPECTS FRANCO-AMERICAINS CONTEMPORAINS /." [S.l.] : [s.n.], 1998. ftp://ftp.scd.univ-metz.fr/pub/Theses/1998/Louy_Moise.Anne_Claire.LMZ9807_1.pdf.
Full text
3
Louy-Moise, Anne Carrol. "Management inter culturel : gestion des différences de cultures et aspects franco-américains contemporains." Metz, 1998. http://docnum.univ-lorraine.fr/prive/UPVM_T_1998_Louy_Moise_Anne_Carrol_LMZ9807_1.pdf.
Full textAbstract:
La situation économique internationale actuelle a vu les investissements américains en Europe doubler en six ans ; en outre, un fort mouvement de rachats d'entreprises françaises existantes ou d'expansion de multinationales américaines est en marche, particulièrement dans certains secteurs. La culture est à l'origine de différences d'attitudes, et les comportements au sein de, l'organisation peuvent donner lieu à des incompréhensions. Cette étude empirique a pour objet de vérifier et d'analyser la manière dont les valeurs, l'éthique, les structures mentales et sociales, les styles de communication et les pratiques de travail divergent selon les cultures. Nous avons privilégié le point de vue de l'individu, et choisi un terrain spécifique permettant de mettre en évidence les relations existant entre les comportements des individus et la culture nationale. Après une mise en perspective des études afférent à l'inter culturel et la définition d'un cadre de recherche théorique qui explique les principaux concepts et précise la nature du contexte franco-américain, l'étude se focalise sur les divergences de comportements d'un échantillon forme de dirigeants français et américains dans les filiales françaises de multinationales américaines en Alsace. L'approche semiinductive que nous avons choisie permet d'analyser les données en fonction de différents thèmes constates au fur et à mesure de la recherche et d'aboutir à un schéma de différenciation fonde sur les perceptions de l'échantillon. Dans une partie interprétative, nous analysons la manière dont on peut faire émerger le sens cache du discours, car les attitudes ne sont pas des faits objectifs et réels, mais le reflet d'impressions évanescentes. Puis nous suggérons quelques stratégies afin de permettre d'anticiper les réactions culturelles en contexte et de gagner du temps pour les gérer<br>The global economic situation has seen american investment in europe double over the past six years ; besides, there is also a strong trend towards the acquisition of existing french firms or the expansion of american mncs, particularly in some specific sectors. Different attitudes originate in culture, and organizational behaviors can lead to misunderstandings. This empirical study aims at checking and analysing how values, ethics, mental and social structures, as well as communication styles and working practices may vary according to cultures. We have focused on the individual perspective and chosen a specific research-field in order for us to highlight the interactions between individual behaviors and national cultures. The research-paper first puts into perspective the different studies pertaining to the cross-cultural field and defines a theoretical research frame which explains the terminology used and sheds light on the speciflcity of the french-american contexts ; it then proceeds to emphacize the behavioral differences within a sample consisting of french and american managers working in americain mncs in alsace. Our approach is partly inductive : it enables us to analyse data according to different categories that have emerged in the course of research ; it results in mapping out clearly different patterns based on the perceptions of the sample. Our next part is interpretative : we show how the hidden meaning of speech is being evidenced, since attitudes are not objective data, but mere reflections of fugitive impressions. Last but not least, we suggest a few strategies in order to anticipate contextual cultural reactions and save time in managing them
4
Wang, Feng. "Le supply chain management et la culture : la mise en oeuvre du supply chain management dans le contexte culturel chinois." Thesis, Aix-Marseille 2, 2010. http://www.theses.fr/2010AIX24003/document.
Full textAbstract:
Partant d'un triple constat, à savoir l'importance de la démarche de "Supply Chain Management" (SCM) dans le management, la nécessaire prise en compte de la culture dans la mise en œuvre de cette démarche de gestion et une première évocation de la cohérence entre la culture chinoise et le SCM, l'objectif de notre recherche est d'analyser la mise en œuvre du SCM dans le contexte culturel chinois.La première partie de cette recherche a pour objectif tout d'abord d'effectuer une revue de littérature permettant de définir des conditions comportementales pour la mise en œuvre du SCM, d'étudier le concept de culture et les éléments culturels chinois puis, d'émettre des propositions de recherche ainsi que de construire un modèle conceptuel.La deuxième partie vise à développer la méthodologie en Sciences de gestion et à justifier notre choix à propos des méthodes de recherche mobilisées dans le travail empirique. Pour cela, nous avons mis en place un travail de terrain par une analyse qualitative de données recueillies lors d'entretiens semi-directifs et basée sur une observation de longue durée.Au travers de ces analyses, il en résulte que les éléments culturels chinois sont positivement corrélés aux conditions de la mise en œuvre de la démarche de SCM<br>Based on a triple observation, namely the importance of Supply Chain Management approach in the management, the necessary taking into account of the culture for the implementation of this approach and a first impression of the accordance between the Chinese culture and the SCM, our research aims to analyze the SCM implementation in the Chinese cultural context.The first part of this resarch is designed for a litterature review which allows defining behavioral conditions for SCM implementation, analyzing the concept of culture as well as Chinese cultural elements, and then putting forward theoretical propositions and constructing a conceptual model.The second part intends developping the methodology of Management Science and explaining our choices of research methods mobilized in empirical analysis. After that, we realize the fieldwork through a qualitative analysis of dates collected from semi-directive interviews and a long period observation.Based on these analyses, we conclude that Chinese cultural elements positively correlate with conditions for SCM and the Chinese culture is a favorable context for SCM implementation
5
Kianguebeni, Ulrich. "La protection du patrimoine culturel au Congo." Thesis, Orléans, 2016. http://www.theses.fr/2016ORLE0001/document.
Full textAbstract:
Le droit du patrimoine culturel congolais est un droit récent en raison du jeune âge de ses outils juridiques. En effet, ce droit s’est largement inspiré du système français à travers l’application, au Congo, de la législation française avant l’indépendance. Instituée dans un contexte historique particulier, la conception congolaise du patrimoine est une émanation des administrateurs coloniaux et missionnaires français. Cette conception est essentiellement basée sur l’adoption des valeurs culturelles françaises car la France en tant que métropole a institué l’application de sa législation dans les colonies. Cependant, cette application n’a pas été suivie d’effet au Congo en raison de l’absence du patrimoine au sens occidental. Avec l’indépendance en 1960, la nouvelle élite congolaise, issue des écoles françaises, a opté pour un mimétisme juridique et institutionnel. Les premiers textes à illustrer ce mimétisme ont été la loi 32/65 du 12 août 1965 donnant à l’Etat la possibilité de créer des organismes tendant au développement de la culture et des arts et le décret 68-45 du 19 février 1968 fixant les modalités d’application de la loi 32/65 du 12 août 1965. Ce mimétisme a révélé des lacunes en raison de la non prise en compte des réalités socio-culturelles congolaises. Dès lors, on a assisté, à la fin des années 1970, à une tentative d’élargissement de la conception du patrimoine avec la prise en compte de la conception traditionnelle à travers notamment l’affirmation de l’identité culturelle congolais. De nos jours, le Congo marque un grand intérêt à la protection du patrimoine par les politiques de développement culturel et par l’adoption deux textes majeurs : la loi n°8-2010 du 26 juillet 2010 portant protection du patrimoine national culturel et naturel et la loi de n°9-2010 du 26 juillet 2010 portant orientation de la politique culturelle au Congo. Une démarche supplémentaire qui illustre la marche vers la protection du patrimoine culturel bien que celle-ci soit encore embryonnaire et présente beaucoup d’insuffisances. Cependant, il convient de noter que la protection du patrimoine culturel connaît beaucoup de difficultés, lesquelles sont liées aux ressources humaines aux ressources financières. C’est pourquoi ce travail propose des mesures et initiatives en faveur d’une protection et d’une gestion efficaces du patrimoine culturel au Congo<br>Congolese cultural heritage law is recent due to the young age of legal tools. In fact, this law that is inspired by French law because of cultural assimilation from French colonization. Instituted in a particular historical context, current conception of cultural heritage in Congo has been an emanation of colonial administrators and missionaries. This conception is essentially based in French cultural values. As a metropolis, France instituted the application of its laws in the colonies. An application not followed of actions because of the lack of heritage in the western understanding in Congo. When Congo got its independency in 1960, new Congolese elite graduated in French schools opted for a legal and institutional imitation to rule the State but also to protect cultural heritage. Consequently, first laws that illustrate this imitation are the Law 32/65 of August 12th 1968 providing the state with the possibility to create organs to develop culture and arts and the Decree 68-45 of February 19th 1968 fixing the operation procedures of the Law32/65 of August 12th 1968. This imitation revealed gaps because Congolese social and cultural conditions have not been taken into account. Therefore at the end of the 1970’s, there has been an attempt to come back to the traditional conception of cultural heritage, with for example the affirmation of Congolese cultural heritage. Congo still emphasizes this interest for the protection of cultural heritage by cultural development policies and adoption of two laws: the Law N°8-2010 of July 26th 2010 on the protection of national cultural and natural heritage and the Law N°09-2010 of July 26th 2010on the orientation of cultural policy in Congo. This is an additional walk towards the protection of cultural heritage, although this is still embryonic and very insufficient. However, it must be stressed that protection of cultural heritage encounters many difficulties linked to human and financial resources. This is why this work proposes some measures and initiatives in favor of an effective protection and management of Congolese cultural heritage
6
Du, Château Stefan. "Simplicius, système d'aide au management des connaissances pour le patrimoine culturel." Lyon 3, 2010. https://scd-resnum.univ-lyon3.fr/out/theses/2010_out_duchateau_s.pdf.
Full textAbstract:
La motivation de ce travail de recherche appliquée répond à un réel besoin d’amélioration de recueil, d’indexation et de recherche des connaissances dans le domaine du patrimoine culturel. Actuellement, les chercheurs en Patrimoine culturel prennent beaucoup de temps pour décrire des objets et les transcrire dans des bases de données. Pour faciliter la tache de recueil d’information par les chercheurs et améliorer les performances d’accès à la connaissance, nous avons conçu et expérimenté en environnement réel, un système permettant d’automatiser le cycle de recueil et de stockage d’information et de connaissances pour une recherche future. Il est composé de plusieurs modules, permettant la réalisation des tâches suivantes: le recueil d’informations à partir d’un dictaphone en respectant un système descriptif, la transcription de l’oral vers le texte, l'analyse linguistique et l'extraction d’informations et, enfin, la génération semi-automatique d’une ontologie de domaine selon un modèle conceptuel prédéfini. C’est une solution qui repose sur les techniques de traitement du signal, de traitement du langage naturel et la modélisation des connaissances<br>The motivation of this applied research meets a real need to improve collection, indexing and retrieval of knowledge in the field of cultural heritage. Currently, researchers in cultural heritage take much time to describe objects and transcribe them in databases. To facilitate the task of gathering information for researchers and improve performance access to knowledge, we designed and tested in real environment a system for automating the cycle of collection and storage of information and knowledge improve search. It consists of several modules, allowing achievement of the following tasks: gathering information from a dictaphone respecting a descriptive system, the transcription of spoken to the text, linguistic analysis and extraction of information and, finally, generation semi-automatic domain ontology according to a predefined conceptual model. This solution is based on techniques of signal processing, processing natural language and knowledge modeling
7
Nguyen, Viet Long. "Enjeux managériaux des entreprises internationales dans le contexte culturel vietnamien." Thesis, Paris 9, 2015. http://www.theses.fr/2015PA090069.
Full textAbstract:
L’objet de la thèse est de décrire les pratiques managériales mises en œuvre au sein des entreprises internationales et d’analyser leur pertinence et leur efficacité au sein d’un contexte culturel vietnamien. Elle entend répondre à une double question de recherche : Peut-on mettre en évidence une singularité culturelle vietnamienne impactant le fonctionnement des entreprises internationales implantées localement ? Dans quelle mesure et dans quelles limites une gestion locale sachant tenir compte de cette singularité peut-elle contribuer au succès de ces entreprises qui souvent connaissent d’importantes difficultés au Vietnam ? En s’appuyant sur deux études de cas principaux et cinq autres terrains supplémentaires qui sont des entreprises internationales de tailles différentes opérant dans des secteurs d’activité différents, la thèse désigne comme enjeu majeur la capacité à conjuguer (1) un management par la règle et (2) un management par le «tình», autrement dit l’affection et le sentiment : le premier endiguant les dérives auxquelles peut conduire une gestion gouvernée par une logique des réseaux et de la relation ; le second répondant aux attentes des salariés et soulageant leurs inquiétudes d’être livrés à eux-mêmes sans soutien et protection de leur hiérarchie<br>The objective of this thesis is to describe the management practices and to analyze the efficiency of international firms in the Vietnamese cultural context. The thesis aims to answer two research questions: can we identify the Vietnamese cultural idiosyncrasies that have significant local impacts on the functioning of international firms? How much can culturally relevant management contribute to the success of the firms that often meet difficulties in Vietnam? Basing on ethnographic approach to survey seven international firms of different sizes operating in different sectors, the thesis identifies the central issue, which is the ability of the firm to associate (1) an internal governing through rules and (2) an internal governing through “tình” (feelings and affection): the former controls the possible chaos generated by the networks and the interpersonal relations; the latter answers the needs of local employees and alleviates their concerns of being ignored without much support and protection of their managers
8
Bouillaguet, Emilie. "Organisation, information et communication de "l'espace culturel" : approche d'un cas d'entreprise et modélisation : Fondation La Borie-en-Limousin (CIFRE)." Thesis, Limoges, 2015. http://www.theses.fr/2015LIMO0106.
Full textAbstract:
Cette recherche se donne pour but de rendre compte des conditions d’émergence et de production du sens dans le système d’organisation, d’information et de communication de l’entreprise culturelle. Placée sous les lumières complémentaires de la sémiotique, de la sociologie et des Sciences de l’Information et de la Communication, cette étude vise à interroger la vie et le désir culturel d’une entreprise particulière, pour mieux rejoindre l’horizon problématique de son milieu d’immersion : le milieu de la « culture » en France. Effectuée dans le cadre d’une Convention industrielle de formation par la recherche en entreprise (CIFRE), cette recherche se base sur une enquête de terrain et sur une observation menée pendant plus de quatre ans à la Fondation La Borie-en-Limousin. La vie de l’entreprise est donc considérée en tant que corpus d’étude, en tant qu’objet hétérogène et complexe mais néanmoins délimitable, et capable de fournir un appui solide à l’analyse d’enjeux nationaux : ce désir absolu de « rendre la culture accessible », le parcours et le dispositif d’une action culturelle, l’idéal d’un « développement » de la culture, la difficile négociation de ses identités culturelles, l’imprévisibilité du système d’information et de communication, etc. Ainsi, le travail de modélisation construit peu à peu le concept d’ « espace culturel », monde abstrait visant à stabiliser les caractéristiques de tous milieux en charge de la question culturelle et ouvrir de possibles voies à la transposabilité de ce modèle, à l’attention de celles et ceux qui font l’art et la culture en France<br>This research aims to show how meaning can emerge and be produced within the organisation, information and communication systems of a cultural company. Conducted within the complementary frameworks of semiotics, sociology and Information and Communication Sciences, this study scrutinizes the cultural life and desire of a particular company, in order to better grasp the general questions that arise, in this field, to its receiving environment—the French “culture” sector. This research was undertaken as part of a Ministry of Higher Education scheme for education through industrial research (Convention industrielle de formation par la recherche en entreprise, CIFRE). It is based on a field survey and on observations carried out over four years at the La Borie-en-Limousin Foundation. Life within the foundation is considered as the corpus under study, a complex and multifaceted one, but also one that can be circumscribed, and used as a basis for an analysis of national issues such as: how to account for the absolute desire to make “culture” accessible, how to set up and implement a cultural event, how to approach the ideal “development” of culture, how to negotiate between different cultural identities, how to deal with an unpredictable information and communication system etc. The modelling work thus gradually builds up a concept of “cultural space”—an abstract world used to stabilize the features of all environments which deal with culture, and open up possible ways to transfer this model for all those involved in arts and culture in France
9
Jday, Saoussen. "L'influence des valeurs culturelles des cadres dans les filiales françaises implantées en Tunisie." Thesis, Montpellier 3, 2016. http://www.theses.fr/2016MON30019.
Full textAbstract:
Dans le contexte d’une globalisation croissante, la mondialisation des économies et des organisations a un fort impact sur les pratiques de gestion des ressources humaines. En effet, de plus en plus d’entreprises multinationales emploient des acteurs en provenance de divers pays et donc de cultures différentes. La gestion de la diversité est ainsi devenue indispensable pour ces entreprises qui s’implantent à l’étranger.Cette recherche vise à mettre en évidence la complexité de la gestion de la diversité culturelle et de la multitude de facteurs qui influencent le comportement des cadres/agents dans les filiales des firmes multinationales françaises implantées en Tunisie.Pour cela, nous étudions les apports de la littérature portant sur l'entreprise multinationale et le transfert des pratiques managériales ainsi que l’influence de la variable culturelle sur les pratiques managériales au sein des filiales en tenant compte des réactions des acteurs internes. Nous proposerons alors un cadre théorique innovant en articulant l’approche néo-institutionnaliste et l’approche culturaliste.Notre méthodologie de recherche repose la combinaison de l’analyse qualitative et quantitative. L’échantillon de l’enquête est constitué de 83 cadres locaux et expatriés travaillant dans 14 filiales françaises implantées dans différentes régions en Tunisie.L’étude quantitative est basée sur des questionnaires adressés aux différents acteurs ; elle est complétée par 22 entretiens semi-directifs auprès des cadres locaux et expatriés.Cette thèse a mis en évidence que la coopération entre acteurs issus de cultures différentes nécessite une prise en considération de la variable culturelle pour gérer les filiales. Elle a également mis en exergue les traits culturels au sein des filiales françaises implantés en Tunisie ainsi que les valeurs culturelles dominantes spécifiques aux cadres TunisiensMots clés: l’entreprise multinationale - les pratiques managériales- la variable culturelle- les valeurs culturelles dominantes- La gestion de la diversité<br>In the context of a growing globalization, the globalization of economies and organizations has a strong impact on the human resources management practices.Indeed, more and more multinational companies recruit actors from various countries and therefore different cultures. Management of the diversity has become essential for these companies locating abroad.This research aims to highlight the complexity of managing cultural diversity and the multitude of factors which influence the behavior of managers/agents in subsidiaries of the multinationals French firms implanted in Tunisia.For this purpose, we study the literature of contributions on the multinational company and the transfer of managerial practices as well as the influence of cultural variable on the managerial practices within subsidiaries by taking into account feedback from internal stakeholders. We then propose an innovative theoretical framework articulating the neo-institutional approach and the culturalism approach.Our research methodology based the overall combination of qualitative and quantitative analysis. The survey sample consists of 83 local and expatriate executives working in 14 French subsidiaries implanted in different regions in Tunisia.The quantitative study is based on questionnaires sent to various actors; it is supplemented by 22 interviews semi-structured with both local and expats executives.This thesis has highlighted that the cooperation between actors from different cultures requires a consideration of cultural variable to manage subsidiaries. It also highlighted the cultural features within the French subsidiaries implanted in Tunisia as well as the dominant cultural values specific to the Tunisian executives.Key words : Multinational companies- the managerial practices -cultural variable- the dominant cultural values- Management of the diversity
10
Touzani, Lilia. "Le rôle central du choc culturel dans les expériences d'hospitalité touristique." Phd thesis, Université de Grenoble, 2013. http://tel.archives-ouvertes.fr/tel-00955476.
Full textAbstract:
La présente thèse porte sur l‟étude du comportement d‟un cas particulier de touristes ayant vécu une expérience marquante lors de leur voyage. Il s‟agit des touristes ayant subi un choc culturel. Elle a pour objectif de déterminer les facteurs qui peuvent être à l‟origine ce choc des cultures. Elle se propose de mieux définir le concept et de comprendre comment l‟hospitalité touristique peut avoir un impact sur ce choc. A cette fin, nous avons eu recours à la triangulation des méthodes. 170 témoignages ont été collectés par la méthode de la netnographie, 12 récits de vie et 13 entretiens individuels ont été menés. Ils ont fait l‟objet d‟une analyse de contenu et ont ainsi permis de proposer une redéfinition du choc culturel et d‟identifier trois groupes de facteurs affectant l‟expérience du choc culturel: (1) l‟hospitalité touristique, (2) les facteurs individuels et (3) les facteurs situationnels.
11
Peneranda, Adrien. "Commons et management public du patrimoine culturel à l'ère numérique : étude de cas de production et de diffusion des données culturelles sur des plateformes libres par les villes de Toulouse, Brest et Monmouth." Thesis, Aix-Marseille, 2014. http://www.theses.fr/2014AIXM1102.
Full textAbstract:
L'objet de ce travail doctoral en management public porte sur des projets de partage des connaissances des institutions publiques et culturelles avec les citoyens. Ces projets sont menés par l'intermédiaire de coopérations avec des communautés en ligne gérant des plateformes web appelées Commons. Le mouvement de mise à disposition en libre-accès des données publiques, plus connu sous le nom d'open data, est un phénomène qui s'est accru avec la généralisation de l'informatique dans les administrations et la mise en réseau des ordinateurs avec Internet. Bien que les textes légaux prévoyaient dès 1978 la réutilisation de ces données par les citoyens, de nombreux usages innovants restent à expérimenter, parmi lesquels ceux portant sur la réutilisation des données culturelles. L'objectif de cette recherche est d'explorer les modalités de collaboration autour de ces données entre les organisations publiques et les communautés open source et open média afin de dégager des principes d'ingénierie de système qui soient applicables à des projets relevant de cette catégorie et ainsi offrir une « carte de navigation » de ce nouveau champ d'expérimentation aux managers publics. La finalité de cette thèse en sciences de gestion est ainsi l'étude de la constitution de communs culturels numériques à partir de plateformes libres de gestion des communs de la connaissance<br>The objective of this research is to understand the logic of collective action which contributes to create value through usage for public intangibles goods like cultural intangible heritage and public data. These informational resources are shared today between public institutions and civil society through innovating and unexplored Public-Private partnerships with open source communities. This doctorate project aims to identify the design principles and governance processes of inter-organizational information systems which enhance cooperation between actors and add a usage value to the intangibles hold by the state
12
Armitage-Amato, Rachel. "Au-delà du " choc culturel " : exploration de la dynamique psychosociale des rapprochements et analyse critique de quelques démarches d'intégration." Jouy-en Josas, HEC, 2006. http://www.theses.fr/2006EHEC0006.
Full textAbstract:
Prenant comme point de départ le taux élevé d'échec des rapprochements attribué au "choc culturel", réputé être à l'origine des difficultés humaines des processus d'intégration post-fusion, cette recherche propose un modèle d'analyse de la dynamique psychosociale sous-jacente. A partir d'exemples d'approches employées par les entreprises pour gérer le choc culturel et favoriser l'intégration, nous développons des pistes méthodologiques susceptibles d'améliorer le management des processus d'intégration et d'en diminuer les coûts humains et économiques. Adoptant une posture critique, nous allons au-delà d'une vision simpliste de la culture organisationnelle et de la notion même d'intégration. Nous suggérons que la culture d'une organisation est complexe et fragmentée et que la dynamique relationnelle entre les différents collectifs participant à une opération de rapprochement ne se réduit pas à des conflits de valeurs ou à des barrières linguistiques. De même, l'intégration peut être teintée d'ambiguïté, notamment lorsqu'il s'agit de la domination d'un groupe par un autre ou de la " réingénierie culturelle " volontariste. Notre modèle d'analyse du " choc culturel " lors des rapprochements est fondé sur quatre dimensions : 1) le processus d'acculturation, 2) la dynamique relationnelle entre des groupes différents, 3) la crise organisationnelle et individuelle liée au vécu de la transition, 4) le détournement politique des rapprochements. A partir de deux études de cas, nous identifions et interprétons les processus et mécanismes psychosociaux en présence. En particulier, nous explorons la dynamique associée à la perception de l'altérité dans une entreprise " hypermoderne" et ses conséquences destructrices. Partant de postulats inspirés d'une approche " transitionnelle " du changement (Winnicott, 1971; Amado & Ambrose, 2001) et à la lumière de notre analyse du "choc culturel", nous mettons en exergue les apports, les limites et les conditions de réussite de démarches d'intégration dans les entreprises<br>Taking as a starting point the high failure rate of mergers generally attributed to culture shock, reputed to be the source of the human difficulties experienced during post-merger integration processes, this research proposes a model to analyse the underlying psychosocial dynamics. Some examples of approaches employed by firms to manage culture shock and favour integration are examined, with a view to developing some methodological insights to improve the management of integration processes and reduce their human and economic costs. A critical posture is adopted in order to go beyond the predominantly simplistic conception of organisational culture and even of integration itself. This research suggests that organisational culture is complex and fragmented and that the dynamics of the relationship between groups taking part in a merger cannot be attributed to value conflicts or language barriers alone. In addition, the concept of integration is highly ambiguous, particularly where one group takes a dominant position or tries to impose cultural re-engineering on the other. The thesis proposes a model to analyse culture shock based on four dimensions: 1) the acculturation process, 2) the dynamics of relationships between different groups, 3) organisational and individual crisis linked to the experience of the transition, 4) the political manipulation of mergers. The psychosocial mechanisms and processes at work in two merger cases are identified and interpreted. The research explores, in particular, the dynamics associated with the perception of otherness in a “hypermodern” company, and their destructive consequences. Based on principles inspired by the “transitional” approach to change (Winnicott, 1971; Amado & Ambrose, 2001), and in the light of the above-mentioned psychosocial analysis of post-merger culture shock, the thesis highlights the benefits, limitations and conditions of success of some of the approaches used by firms to bring about integration
13
Ciambrone, Alessandro. "Patrimoine mondial et développement local : étude comparative de systèmes touristiques locaux en Italie et en France." Thesis, Paris 10, 2013. http://www.theses.fr/2013PA100005/document.
Full textAbstract:
Le principal objectif de l’étude consiste à démontrer, en temps de crise économique mondiale, comme il serait possible de conjuguer exigences de croissance économique et stratégies de protection et de valorisation du patrimoine, dans une perspective durable, en considérant que le tourisme représente un dès possible secteur pour le développement territorial, l’intégration sociale et l’amélioration des conditions de vie des collectivités locales. La région Campanie et la province de Caserte – territoires objets d’étude en Italie - sont dotés d’un exceptionnel patrimoine culturel, paysager et immatériel mais ne sont pas suffisamment protégés et valorisés. À cette fin, la recherche analyse et propose des stratégies de gestion des biens à travers l’étude des best practices françaises dans le domaine du tourisme culturel, considérées comme le moteur de développement durable du territoire. La France, classée premier pays au monde pour le nombre de visiteur international, selon les statistiques de l’Organisation mondiale du tourisme, a développé une politique gouvernementale de long terme visant à la protection et à la promotion du patrimoine, grâce à des interventions sur les biens, sur la structure organisationnelle des institutions responsables, et sur toutes les formes d'art de la production intellectuelle. En Italie, en revanche, la stratégie de gestion s’est souvent montrée inadéquat par rapport au prestige international dont elle dispose sur le plan de son patrimoine culturel, paysager, gastronomique et immatériel. Un management contestable des biens, a donné lieu à une croissance limitée de l'économie par rapport à son potentiel avec un effet négatif sur le patrimoine<br>The main objective of this study is to demonstrate, in times of global economic crisis, how it is possible to combine economic growth needs and strategies for the protection and enhancement of the heritage in a sustainable way, starting from the assumption that tourism is one of possible areas for regional development, social integration and improvement of living conditions of local communities. The Campania Region and the Province of Caserta – territories object of study in Italy - have a unique cultural, landscape and intangible heritage but is not sufficiently protected and enhanced. To this end, the research analyzes and proposes policies for managing assets through the study of international "best practices", in particular in France, in the field of cultural tourism, seen as an engine for sustainable development of local communities. France, the first country in the world for number of international visitors, according to updated data, provided by the World Tourism Organizations, has developed a long-term government policy aimed at the protection and enhancement of heritage, through actions on assets, on the organizational structure of the institution in charge, and targeted promotion of all art forms of intellectual production. In Italy, however, the management strategy has often shown inadequate compared to the international prestige of the country for its cultural, landscape, food, wine and intangible heritage, with a limited growth of economy if compared with this heritage’s potential with the consequent negative effect on heritage
14
Osman, Noha. "La transplantation des outils de gestion d'un contexte social, culturel à un autre : Le cas de la démarche qualité dans les hôpitaux publics égyptiens." Phd thesis, Université d'Orléans, 2012. http://tel.archives-ouvertes.fr/tel-00859644.
Full textAbstract:
Le gouvernement égyptien a lancé en 1997, sous la pression des bailleurs de fonds, dans un contexte dediffusion du New Public Management une réforme visant à améliorer la qualité dans les hôpitaux publics.Cette réforme a été globalement un échec, à tel point qu'une nouvelle réforme a été mise en œuvre en 2007.L'échec de ces deux réformes a été largement documenté dans la presse.Nous montrons que les approches qualité retenues par ces réformes sont essentiellement d'inspiration nord-américaine.Leur transplantation dans un contexte culturel différent, celui de l'Egypte, pose un problème demanagement interculturel, mais aussi, plus globalement, de prise en compte du contexte économique etsocial. Les méthodes de travail, le style de communication, les conceptions du temps ou de l'autorité sontdifférentes et engendrent des malentendus. Nos enquêtes de terrain ont montré à quel point il existe undécalage entre les textes sur la qualité, conçus dans un contexte nord-américain, et leur application enEgypte.Cependant, malgré la différence entre des normes conçues dans un contexte qui est essentiellement celui del'Amérique du Nord et le contexte culturel égyptien, le succès a occasionnellement été au rendez-vous. Cecinous a amenée à analyser la manière dont la transposition des outils de management de la qualité s'étaitopérée dans les rares cas de succès. Nous mettons en évidence le rôle des acteurs.Nous mobilisons donc dans notre recherche la théorie néo-institutionnelle et la théorie de la structuration, eten particulier le concept d'interaction action/structure.
15
Woldeyohannes, Hiluf Berhe. "Aksoum (Ethiopia) : an inquiry into the state of documentation and preservation of the archaeological and heritage sites and monuments." Thesis, Toulouse 2, 2015. http://www.theses.fr/2015TOU20126/document.
Full textAbstract:
Aksum est la capitale de l'ancien royaume aksumite et l'un des sites archéologiques les plus importants d'Éthiopie. Il a été inscrit sur la liste du patrimoine mondial en 1980<br>Aksum is the capital of ancient Aksumite Kingdom and one of the most important archaeological site in Ethiopia. It has been registered on World Heritage List in 1980. Its archaeological and cultural heritage continues to be a victim of urbanization, development, erosion and deposition. Despite increased awareness and issues within the field of archaeology, the destruction of archaeological and cultural heritage sites of Aksum has been staggering. Although considered as an outstanding universal heritage site, very little focused cultural heritage management has been undertaken in Aksum. All archaeological excavations conducted thus far in Aksum focused on unearthing elite tombs and palaces. Both acts of destruction are relevant to current research on the cultural heritage management aspect in Aksum in general. This research provides an analysis of the destruction of the archaeological and heritage sites and monuments in Aksum based on ancient documents, archaeological excavations and field observation. It examines the extent the sites have been excavated, documented and preserved. Three sites have been selected for case study for the present research. The research revealed that the archaeological and heritage sites in Aksum have been deeply affected by urbanization in general. Evidently, the absence of integrated development planning by the municipality, lack of professionals in the field of archaeology and lack of public education have contributed significantly to the loss of the archaeological record. This thesis attempts to evaluate the current state of documentation and preservation of the cultural heritage resource in Aksum
16
Cauvin-Hardy, Clémence. "Optimisation de la gestion du patrimoine culturel et historique à l’aide des méthodologies avancées d’inspection." Thesis, Université Clermont Auvergne (2017-2020), 2020. http://www.theses.fr/2020CLFAC057.
Full textAbstract:
La thèse porte sur l’optimisation de la gestion du patrimoine culturel et historique à l'aide des méthodologies avancées d'inspection tout en s’appuyant sur le projet HeritageCare.La réponse à cette problématique est posée en cinq chapitres : (1) un état de l’art des méthodologies de gestion préventive, du projet HeritageCare et de l’identification de l’état de dégradation, (2) la mise en place de la méthodologie générale de la gestion préventive décomposée en quatre étapes (l’anamnèse, le diagnostic, la thérapie et le contrôle), (3) la proposition de modèles d’agrégation (4), les résultats de l’application de la démarche de gestion préventive et enfin (5) ceux de l’application des modèles. Ces derniers permettent de hiérarchiser les bâtis sur la base de 37 critères organisés en sous critères et indicateurs, de mettre en évidence la prise de décision des propriétaires sur la base de matrice de criticité combinant les valeurs des indicateurs, de déterminer la durée de vie résiduelle des bâtis sur la base de courbes d’altérations, de proposer et de hiérarchiser des actions de maintenance en s’appuyant sur une base de données développée. La méthodologie est illustrée par son application à quatorze bâtis représentant le patrimoine culturel et historique français<br>The objective of the thesis is to optimize the management of cultural and historical building heritage using advanced inspection methodologies with HeritageCare project.The answer to this problem is detailed in five chapters: (1) a state of the art of preventive management methodologies, the HeritageCare project and the identification of the state of degradation, (2) the implementation of the general methodology on preventive management is decomposed into 4 steps (anamnesis, diagnosis, therapy and control), (3) proposal of aggregation models (4), results of the application of the management approach preventive and finally (5) the application of models. These make it possible to prioritize the buildings on the basis of 37 criteria organized into sub-criteria and indicators, highlight the decision-making of the owners on the basis of a criticality matrix combining the values of the indicators, determine the useful life of the buildings with the deterioration curves, propose and prioritize maintenance actions based on a developed database.The methodology is illustrated by its application on fourteen buildings representing the French cultural and historical heritage
17
Gündogan, Göknur. "Santralistanbul : une usine en déclin, une friche culturelle en évolution : la reconversion de la friche industrielle de Silahtarağa en Santralistanbul; un espace culturel pluridisciplinaire et campus." Thesis, Montpellier 3, 2011. http://www.theses.fr/2011MON30066/document.
Full textAbstract:
La reconversion des friches industrielles constitue depuis les années 1950 un phénomène important en Europe. Bien qu’elle soit connue comme un mouvement de réaménagement urbain, elle porte aussi un sens particulier en ce qui concerne les pratiques culturelles et artistiques d’aujourd’hui. Ces vastes espaces abandonnés par la science et les industries de l’époque moderne deviennent de plus en plus des lieux d’expression alternatifs qui sont propices aux échanges entre l’art, l’industrie et la science de l’époque contemporaine. Ainsi, ces lieux de mémoires incarnent par leurs caractéristiques particulières l’entité des sociétés occidentales contemporaines. A commencer par leurs infrastructures, le modèle d’organisation de travail, et l’approche de production industrielle qu’ils reflètent ; ces usines, laboratoires et centrales sont au croisement de plusieurs questionnements artistiques. L’objectif principal de la présente thèse est d’analyser la possibilité d’une interaction entre l’art, la science, l’industrie mais aussi avec l’ institution académique au sein d’un projet de friche culturelle particulier réalisé à Istanbul en Turquie en mettant l’accent sur les retombées socio‐économiques d’une telle reconversion au niveau urbain. En partant de l’exemple unique de Santralistanbul ‐une initiative de l’université de Bilgi Istanbul qui a redonné vie à l’ancienne centrale électrique de Silahtarağa‐, il s’agit de mettreen lumière les particularités du projet et de se focaliser principalement sur ce qui concerne le domaine des arts du spectacle<br>Since the 1950’s, the conversion of industrial wastelands constitute an important phenomenon in Europe. Even if it is more known as a movement of urban redevelopment, it also holds a particular meaning for today’s cultural and artistic practices. These huge (vast) spaces that were abandoned by science and industries of the modern era start to become the places of alternative expressions which are convenient for exchanges between art, industry and science of contemporary times. Thus, these memorial places‐ through their particular characteristics incarnate the entity of the western contemporary societies. Starting by their facilities, the model of organization of work, and the industrial production approach that they reflect; their factories, laboratories and centers are at the crossroads of several artistic questions. The major objective of this thesis is to analyze the possibility of an interaction between art, science, and industry but also academia within the project of a particular cultural wasteland realized in Istanbul in Turkey by putting the emphasis on social –economicalechoes of such a conversion at urban level. Observing the unique example of Santralistanbul – an initiative of Bilgi University that gave life again to the ancient electricity power station of Silahtaraga‐, the point is to highlight theparticularities of the project and to focus principally on the activities concerning the domain of performing arts
18
Tremblay, Johanne. "Aux pieds du grand escalier : ce que donne à voir l’attribution par le ministère de la Culture et de la Communication d’un label de «qualité» sur les opéras (nationaux) de région en France." Thesis, Avignon, 2011. http://www.theses.fr/2011AVIG1101/document.
Full textAbstract:
Cette thèse concerne la labellisation de cinq opéras de région, en France, entre 1996 et 2006 : l’Opéra National de Lorraine, l’Opéra National de Montpellier, l’Opéra National de Lyon, l’Opéra National de Bordeaux, et l’Opéra National du Rhin. L’étude porte sur une forme qui englobe obligatoirement d’autres formes artistiques quasi autonomes et professionnalisées (orchestre, ballet, choeur) et sur les changements en cours dans l’économie de ces organisations traditionnellement sous tutelle municipale repositionnées au coeur d’une gouvernance multiscalaire et mises au défi de faire croître leur visibilité et celle de leur activité. Nous nous intéressons dans ce cadre à ce sur quoi reposent les stratégies de renouvellement développées par ces organisations culturelles, sédimentées et conventionnelles, prises entre le politique et le marché, dans un cadre particulier à la France où l'État se reconnaît comme garant de la qualité. Pour conduire l’étude, nous utilisons la labellisation comme marqueur de ces changements et comme dispositif participant à l’instrumentation de ces opéras dans un marché restreint. Ce qui se voit, c'est une ouverture organisée, selon un mode de fonctionnement par projets et selon un mode de diversification réfléchie de leur activité à un niveau de complexité jamais égalé, sous la pression de l'envahissement de la sphère culturelle par les logiques marchandes et médiatiques. Cette instrumentation est réalisée par le déploiement de dispositifs de jugement dans une économie des singularités dans laquelle le théâtre d’opéra est amené à chercher lui-même à asseoir sa continuité. Sont discutées les stratégies développées quant à l’incertitude inhérente à la création artistique et à la dépendance financière et les effets du dispositif opéra national qui donne lieu à un « remplissement » stratégique perpétuel (Michel Foucault), du fait de la remobilisation du dispositif dans la gestion des effets secondaires qu’il a lui-même induit, et dans la dynamique duquel le pouvoir, la visibilité et la légitimité occupent une place centrale. Notre démarche inductive et pluridisciplinaire et la posture critique adoptée conduisent à l’élaboration d’une étude donnant une grande place à l’indétermination des rapports et des humains, dans une ontologie constructiviste modérée. Le sujet singulier qu’est l’organisation d’un théâtre d’opéra en France, les raisons de ces choix et la méthodologie appliquée sont présentés pour éclairer le lecteur dans sa rencontre avec un milieu d’ordinaire fermé. Enfin, la conclusion retrace certains liens et pointe des aspects à creuser dans une recherche ultérieure afin de comprendre ce que donne à voir, sur le présent et l'avenir des Opéras de région en France, l'attribution par le ministère de la Culture et de la Communication d'un label de « qualité »<br>Our thesis discusses the process and consequences of the attribution, by the State, of a national label to five regional opera houses in France between 1996 and 2006. Through this event, we look closely at the current changes in the opera house as an organization which has traditionally been under municipal governance and is with this label repositioned under a governing body which includes the Region and the central State and its demands for greater visibility. Our objective is to understand the strategic renewal of opera houses outside Paris in a centralized political system where the State is said to guaranty cultural access and artistic quality. We do so by using the attribution of the national label as a marker and as a device that participates in the instrumentation of opera houses in a restricted market and a changing normative frame within which opera houses are brought to secure their own continuity. With a brief overlook at how opera houses have been transformed into a venue meant to entertain citizens and magnify cities, we give the reader an understanding of opera houses as conventional and regimented organizations forever bond to politics and the market. The particular organization of an opera house in France, the reasons behind the choices made and the applied methodology are then presented. Our inductive and multidisciplinary approach, supported by the critical posture adopted, leads us to the elaboration of a study where undetermined connections and human beings evolve within moderate constructivist ontology. We then suggest that the label, which gives rise to a perpetual strategic “remplissement” (Foucault), is inevitably remobilized to manage the side effects brought by its very existence. Power and legitimacy occupy in this dynamic a central place that we exemplify and discuss thoroughly. Our research presents an original way to understand the recent transformation of the French regional operas houses as expressed, and apprehended, by the attribution by the ministry of Culture and Communication of a “quality” label that enables them to gradually enter the growing mediated spheres already endorsed by cultural industries
19
Yu, Wang. "Analysis of cultural differences and management : a case study of a chinese company in Portugal." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20936.
Full textAbstract:
Mestrado em Ciências Empresariais<br>À medida que a escala e o âmbito das empresas multinacionais continuam a expandir-se, cada vez mais empresas chinesas entram no mercado português. Mas, ao mesmo tempo, as diferenças culturais entre países, regiões e nacionalidades criaram conflitos culturais, o que significa que um desafio central para as empresas e gestores empresariais. Uma vez que cultura e economia são interdependentes e inseparáveis, é necessário prestar mais atenção às diferenças culturais, e estratégias adequadas de gestão de conflitos culturais poderiam resolver as possíveis perdas causadas pelas diferenças culturais. Portanto, esta dissertação utiliza o caso de uma empresa chinesa de aquisição - Bison Bank em Portugal, utiliza a metodologia de investigação qualitativa para analisar o impacto da cultura nacional do país anfitrião na sua cultura organizacional e as implicações desta influência na gestão transcultural.<br>As the scale and scope of multinational corporations continue to expand, more and more Chinese companies enter the Portuguese market. But at the same time, cultural differences between countries, regions and nationalities have created cultural conflicts, which means that a central challenge for companies and business managers. Since culture and economy are interdependent and inseparable, it is necessary to pay more attention to cultural differences, and proper management strategies of cultural conflicts could solve the possible losses caused by cultural differences. Therefore, this dissertation uses the case of a Chinese acquisition company - Bison Bank in Portugal, uses the qualitative research methodology to analyze the impact of the host country's national culture on its organizational culture and the implications of this influence on cross-cultural management.<br>info:eu-repo/semantics/publishedVersion
20
Adoumbou, Caroline. "L'installation d'une fonction managériale dans les Très Petites Organisations de Spectacle Vivant : cas de deux recherches-interventions." Thesis, Lyon, 2019. http://www.theses.fr/2019LYSE3008.
Full textAbstract:
En France, dans un contexte de création et de diffusion artistique où les moyens financiers, humains et de temps mis à disposition des structures sont contraints, nous avons observé sur le terrain une prise en charge partielle voire inexistante de la fonction managériale dans les très petites organisations de spectacle vivant. Ce phénomène mène à un gaspillage des ressources (financières, humaines, de temps) à disposition des structures. Cela contribue à mettre en péril la pérennité de leurs activités. À partir de deux recherches-interventions, nous nous efforçons de montrer que dans les Très Petites Organisations de Spectacle Vivant, la structuration et l'organisation ne sont pas antagonistes du développement du projet artistique, mais qu'elles peuvent au contraire le favoriser. Nous montrons que l’installation d’une fonction managériale adaptée aux particularités des Très Petites Organisations de Spectacle Vivant et basée sur une approche socio-économique, contribue à une augmentation de leur performance globale (économique, sociale et artistique)<br>In France, in a context where organizations dealing with artistic creation and diffusion are given less and less resources, we have observed in some of them, a lack of proximity management regarding the steering of performance. This leads to a waste of resources threatening the development and the sustainability of the activity. The aim of this thesis based on two intervention-researches is to identify which are the management’s tasks that are not performed and to study the factors that can explain this phenomenon. We show that the installation of an accurate management based on the socio-economic approach improves the global performance (economic, social and artistic) of these organizations
21
Pépin, Dominique. "Caractérisation de la culture organisationnelle d’une entreprise multinationale : le cas du groupe Saint-Gobain." Thesis, Paris 2, 2018. http://www.theses.fr/2018PA020059.
Full textAbstract:
Comment caractériser la culture organisationnelle d’une entreprise multinationale tout en prenant en compte l’impact des cultures nationales des pays où elle opère ? Telle est la problématique que nous traitons à partir de l’exemple du groupe Saint-Gobain. Nous nous appuyons sur la méthodologie préconisée par Schein dans une démarche apparentée à la Grounded Theory. Nous avons identifié trois dimensions fondamentales principales s’appuyant sur une quatrième dimension complémentaire : - La première dimension porte sur les relations entre les personnes qui se caractérisent par un respect de la personne, un esprit de collaboration, un souci de développement des personnes et un profond respect de la hiérarchie. Nous avons reprise l’image de la famille pour caractériser Saint-Gobain ;- La deuxième dimension est l’action et la relation au monde. Saint-Gobain se caractérise par son esprit d’entreprise, sa prudence et son souci de conformité, son innovation, son attachement à la décentralisation, sa culture industrielle, un sens émergent du client, et sa responsabilité sociale. Nous la caractérisons comme une communauté d’entrepreneurs solidaires et prudents ;- La troisième dimension est la relation au temps : un temps long, ancré dans l’histoire et marqué par la durabilité. Une quatrième dimension complémentaire apparait, relative au respect des cultures nationales et à la prégnance de la culture française Nos travaux confirment la pertinence de la méthodologie de Schein comme le modèle de gestion français caractérisé par d’Iribarne. Par ailleurs les trois dimensions fondamentales que nous avons identifiées rejoignent la typologie de Hampden-Turner & Trompenaars<br>How to define the organizational culture of a multinational corporation whilst taking into account the impact of the local cultures of countries where it operates? This question introduces the problematic nature of our study focused on the Saint-Gobain Group. Our research is based on Schein’s methodology in an approach related to the Grounded Theory. We have identified three main fundamental dimensions supported by a complementary fourth dimension:- The first dimension concerns relations among people which can be characterized by respect for people, team spirit, a concern for peoples’ development and profound respect for the hierarchy. To represent Saint-Gobain, we used the metaphor of the family;- The second dimension is the action and relation towards the world. Saint-Gobain is characterized by its entrepreneurial spirit, its prudence and its concern for conformity, its innovation, its commitment to decentralization, its industrial culture, an emerging sense of the customer, and its social responsibility. We characterize it as a community of supportive and prudent entrepreneurs; - The third dimension is the relation to time: a long time carved in history and marked by sustainability.The fourth complementary dimension, in respect of national cultures and the importance of French culture, appears either explicitly or through the practices of leaders and managers who have shaped the organization over time. Our work allows us to validate the relevance of Schein’s methodology and to confirm the French management model characterized by d’Iribarne. Moreover, the three identified fundamental dimensions correspond with the typology of Hampden-Turner & Trompenaars
22
Steurenthaler, Jochen, and Lieshout Sjors van. "Effective Multi-Cultural Project Management : Bridging the gap between national cultures and conflict Management styles." Thesis, University of Gävle, Department of Business Administration and Economics, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-131.
Full textAbstract:
<p>This study identifies the competencies needed by a multi-cultural project manager, and investigates a potential link between conflict management styles and national culture. It takes as its base the assumption that cultural differences are demonstrated during conflict, and may in fact be the cause of the conflict. As a result, the manager of a multi-cultural project team must be able to manage conflict constructively in order to realise the full potential of the team.</p><p>The research begins by reviewing literature on project management, national culture, and conflict. A survey was performed on over 60 individuals from various cultural backgrounds, to analyse patterns in their methods of handling conflict. The study shows that there is in fact a link between different cultures and different management styles.</p>
23
Nékoulnang, Djétounako Clarisse. "Les collections scientifiques et leur valorisation : une politique de recherche et un enjeu socio-culturel. L'exemple du patrimoine tchadien et d'autres collections paléontologiques africaines." Thesis, Poitiers, 2015. http://www.theses.fr/2015POIT2288/document.
Full textAbstract:
Depuis le XVe siècle l'Italie a été une terre d'élection de collectionneurs, des particuliers dont certains ont très tôt placé leurs collections à la disposition du public. Les curieux collectionnent les objets dans pour la plupart des cas pour des raisons de pouvoir, de politique ou encore d'option religieuse, mais pas dans un souci de conservation. Cependant le développement de réseaux de sociabilité et de commerce au XVIe siècle a fait des cabinets de curiosité une réalité européenne. A la mort des collectionneurs, certaines collections sont vendues et d'autre transformées en musée dès le XVIIe siècle, d'autres sont aussi, au XVIIIe et au XIXe siècle, à l'origine des collections conservées actuellement dans les lycées et universités. L'histoire des collections européennes, y compris au regard de l'évolution la plus récente des musées, permet de réfléchir à ce que peuvent et doivent être aujourd'hui des collections, et pour ce qui concerne leur conservation et les conditions de leur étude, et pour ce qui est de leur ouverture au public. Or suite aux découvertes paléontologiques majeures en Afrique, et dans le but de gérer et de valoriser les collections générées, de nombreux musées nationaux s'installent dans les capitales et changent de représentation muséographique pour devenir de véritables muséums orientés vers des développements de recherches scientifiques. C'est également à travers ces découvertes que le monde entier et les africains eux-mêmes ont pris conscience de la diversité et de l'immense richesse naturelle et patrimoniale de ce continent. Les collections paléontologiques du Tchad présentent un intérêt scientifique très important, qui résulte de leur impact sur les connaissances de l' « Origine et l'Histoire de la Famille Humaine ». Sur plus de 20 000 spécimens fossiles mis au jour par la MPFT, 18343 sont inventoriés et numérisés, dont 316 types et figurés. Une base de données de ces spécimens types a été construite avec ces types et figurés sous Access est mise en ligne sur le site du CNAR et des catalogues ont été également établis et imprimés au cours de ce travail. Ces collections constituent aujourd'hui une des plus riches collections paléontologiques d'Afrique Centrale, en particulier pour la période du Mio-Pliocène (de -7,3 à 3 Ma), génèrent aussi un enjeu socio-culturel indéniable. Une réflexion est menée et des pistes sont proposées pour assurer non seulement une vraie politique de conservation mais aussi de valorisation, notamment auprès du grand public. Notre thèse entend contribuer à la réflexion sur l'avenir des collections africaines, notamment tchadiennes<br>For the XVth century Italy was a playground of favourite of collectors, private individuals among whom some very early placed their collections at the disposal of the public. The curious collect objects for the most part of the cases for reasons for being able to, of politics or still religious option, but not with the aim of preserving them. However the development of networks of sociability and business in the XVIth century made cabinets of curiosity an European reality. When the collectors die, certain collections are sold and of other one transformed into museum from the XVIIth century, others are also, in the XVIIIth and in the XIXth century, at the origin of collections kept at present in high schools and universities. The history of the European collections, including with regard to the most recent evolution of museums, allows to think about what can and have to be collections today, and as regards their preservation and the conditions of their study, and as for their opening to the public. Yet further to major discoveries in paleontology in Africa, and with the aim of managing and valuing these collections, numerou national museums settle in capitals and museum representation change to become real museums oriented developments of scientific research. It is also through the paleontological discoveries in Africa that the whole world and the Africans became aware themselves of the diversity and the immense natural and patrimonial wealth of this continent. The paleontological collections of the Chad present a very important scientific interest, which results from their impact on the knowledge of the " Origin and the History of the Human Family ". On more than 20 000 fossil specimens brought to light by the MPFT, 18343 are inventoried and digitized, including 316 types and figured, a database was built with these guys and figured in Access is posted on the CNAR Site and catalogs on these type specimens were also developed and printed in this work. These collections constitute one of the richest paleontological collections of Central Africa today, in particular for the period of Mio-Pliocène (from 7,3 to 3 My). Also generates an undeniable socio- cultural issue. A study is conducted and trails are proposed to ensure not only a true conservation policy but also of valuation, including the general public. Our thesis intends to contribute on second thought on the future of the African, in particular Chadian collections
24
den, Teuling Cees A. M. "Crossing cultural boundaries : transfer of management knowledge and skills between organisational cultures." Thesis, Sheffield Hallam University, 2018. http://shura.shu.ac.uk/21514/.
Full textAbstract:
The subject of this thesis is the knowledge transfer process through the lens of cultural diversity and cultural awareness, bi-directional transfers between and inside Russian and European organisations, leading to the sustainable creation of values. It is aimed at explaining a variance of functions, which affect the knowledge transfer system and reacting to the research question: “How can management consultants overcome the gaps, barriers and stumbling blocks in the daily operations of the transfer of managerial knowledge and skills in intercultural contexts, in order to provide ensured, sustainable value creation for clients and on behalf of the transmitter organisation”? The study of the literature from Western and Russian perspectives was conducted for revealing the positions of scholars in the related areas, such as the national culture and its dimensions, social environment, organisational culture, roles and styles of the actors in the knowledge transfer process, organisational learning and absorptive capacity. Knowledge management and knowledge transfer processes are designed to manage the generation of knowledge from external and internal resources. For the research an Action Research Methodology and a Mixed Method Research approach was employed. An online survey was conducted to collect and exchange primary data from managers and organisations in Russia, intertwined with a focus group session and in-depth interviews with managers and employees randomly selected from the online survey’s sample. The results of the online surveys were processed by SPSS. For the focus group and in-depth interviews qualitative analyses was conducted. The findings reveal that organisational culture is a dominant factor in the transfer of knowledge and that the Russian national culture has a determinant role in organisations, specifically in the process of knowledge transfer and sustainable creation of values, in both directions.
25
Carvalho, Pedro Domingos da Costa. "A imagem de um destino turístico cultural: o caso do Alto Douro Vinhateiro, Património da Humanidade." Master's thesis, [s.n.], 2009. http://hdl.handle.net/10284/1412.
Full textAbstract:
Dissertação de Mestrado apresentada à Universidade Fernando Pessoa como parte dos requisitos para obtenção do grau de Mestre em Ciências Empresariais.<br>Esta dissertação tem como objectivo principal avaliar a Imagem do destino turístico
cultural Alto Douro Vinhateiro (ADV), Património da Humanidade, bem como traçar o
perfil do visitante, avaliar a sua satisfação, e intenções de voltar e de recomendar o
destino.
Para concretizar os objectivos, seguiu-se uma pesquisa descritiva, com recolha de dados
através de questionário, aplicado a visitantes no ADV, obtendo-se uma amostra de 252
questionários.
Conclui-se que a imagem percebida pelos visitantes em relação ao destino, está
fortemente associada à paisagem cultural Património da Humanidade, e a um espaço
natural de beleza e relaxe, bem como a experiências ligadas ao Rio Douro, à Vinha e ao
Vinho.
O perfil do visitante é caracterizado pela disponibilidade para viajar, pelo alto poder de
compra, pelo nível académico e cultural elevado, e pela procura de experiências únicas,
e enriquecedoras.
Verificou-se que a imagem percebida de destino influencia a satisfação, a intenção de
voltar e de recomendar, e que a satisfação influencia a intenção de voltar e de
recomendar o ADV. A imagem percebida do destino é muito favorável, verificando-se
um nível elevado de satisfação, e de intenção de recomendação, apesar de se terem
identificado alguns aspectos negativos da oferta. Existe alguma incerteza em relação à
intenção de voltar, o que representa um desafio para instituições e empresas - na
construção de uma oferta uniforme, orientada por padrões de qualidade, direccionada
aos segmentos e perfis que o estudo permite identificar, e na comunicação e promoção
da forte identidade da imagem do ADV, que permita uma maior fidelização do visitante.
This dissertation aims to evaluate the Image of the cultural tourist destination Alto
Douro Vinhateiro (ADV), World Heritage, and trace the profile of the visitor, to assess
their satisfaction, and intent to return and recommend the destination.
In order to achieve these objectives, a descriptive study was fulfilled with data
collection through a questionnaire, applied to visitors at the ADV, obtaining a sample of
252 questionnaires.
It follows that the image seen by visitors on the destination is strongly linked to the
cultural landscape, World Heritage, and an area of natural beauty and relax, as well as
experiences related to the River Douro, the Vine and Wine.
The profile of the visitor is characterized by the willingness to travel, the high
purchasing power, the high academic and cultural level, and the search of unique and
enriching experiences.
It was found that the perceived image of destination has some influence on satisfaction,
the intent to return and recommend, and that satisfaction influences the intention to
return and recommend the ADV. The perceived image of the destination is very
favourable, with a high level of satisfaction, and intent of recommendation, although
some negative aspects of the offer have been identified. There is some uncertainty about
the intention to return, which represents a challenge for institutions and companies - the
construction of a standardized offer, driven by quality standards, targeted to the
segments and profiles that the study will identify, and the communication and
promotion of the strong identity of the ADV image, allowing greater chances to get the
visitor back.
Cette thèse vise à évaluer l'Image de la destination touristique culturelle viticole du
Haut-Douro (ADV), classée patrimoine mondial, et de tracer le profil du visiteur,
d'évaluer sa satisfaction, et son intention de revenir et de recommander cette destination.
Pour atteindre les objectifs fixés, une étude descriptive a été élaborée par le biais de
données recueillies dans un questionnaire rempli par les visiteurs de l’ ADV - l’
échantillon s’élève à 252 questionnaires.
Il s'ensuit que l'image perçue par les visiteurs de la destination, est fortement associée
au paysage culturel classé patrimoine mondial, à un espace de détente et de beauté
naturelle, ainsi qu’à des expériences liées au fleuve, le Douro, à la vigne et au vin.
Le profil du visiteur est caractérisée par sa disponibilité pour le Voyage, son fort
pouvoir d'achat, son niveau académique et culturel élevé, et par la recherche
d'expériences uniques et enrichissantes.
Il a été constaté que, d’une part, l'image du lieu touristique influence la satisfaction,
l'intention de revenir et de recommander et, d’autre part, que la satisfaction a un impact
sur l'intention de revenir et de recommander l'ADV. La perception de l'image de la
destination est très favorable, avec un niveau élevé de satisfaction, et d'intention de
recommandation, mais certains aspects négatifs de l'offre ont été identifiés. Il existe une
incertitude quant à l'intention de revenir, ce qui représente un défi pour les institutions et
les entreprises - la construction d'une offre uniforme, orientée par les normes de qualité
et vers les segments et les sections que l'étude permet d'identifier, et la communication
et la promotion de la forte identité de l'image de l'ADV, permettant une meilleure
fidélisation du visiteur.
26
Yeritsyan, Sargis. "Just Culture Consulting, LLC| Cultural Competency Services for Healthcare Providers." Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10839096.
Full textAbstract:
<p> The U.S. healthcare industry seeks to improve patient satisfaction as the national trend of increasing diversity and ethnic representation continues. The provision of culturally sensitive health care will not only increase patient satisfaction and outcome metrics but also allow healthcare organizations to thrive financially by meeting patient needs and payer requirements. Just Culture Consulting, LLC. is a start-up, for-profit healthcare consulting firm that will provide cultural competency and language training services for healthcare professionals. Just Culture Consulting, LLC. aims to build a regionally and potentially a nationally recognized brand in specialty healthcare consulting by capitalizing on the growing need for culturally competent providers in healthcare. The Firm will retain a large client base through aggressive marketing and by leveraging the skills of its multicultural staff who possess significant career and native exposure to language, cultural sensitivity, healthcare delivery, and administration.</p><p>
27
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.
Full textAbstract:
Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2016-09-22T18:26:55Z
No. of bitstreams: 1
Claudia Cezar COMPLETA.pdf: 2607164 bytes, checksum: 3cdf179e95cc2aeb1abd6c28382641fe (MD5)<br>Made available in DSpace on 2016-09-22T18:26:55Z (GMT). No. of bitstreams: 1
Claudia Cezar COMPLETA.pdf: 2607164 bytes, checksum: 3cdf179e95cc2aeb1abd6c28382641fe (MD5)
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.
28
Ramos, Bárbara Heliodora Andrade. "A especificidade da gestão cultural no Brasil : uma leitura crítica dos Anais do ENECULT (2005-2014)." Niterói, 2016. https://app.uff.br/riuff/handle/1/2545.
Full textAbstract:
Submitted by Joel de Lima Pereira Castro Junior (joelpcastro@uol.com.br) on 2016-10-03T20:47:34Z
No. of bitstreams: 1
Barbara Ramos.pdf: 1314474 bytes, checksum: 45f8c4e4ac7ec92262ef47de2cd4ff0e (MD5)<br>Approved for entry into archive by Biblioteca de Administração e Ciências Contábeis (bac@ndc.uff.br) on 2016-10-18T16:47:50Z (GMT) No. of bitstreams: 1
Barbara Ramos.pdf: 1314474 bytes, checksum: 45f8c4e4ac7ec92262ef47de2cd4ff0e (MD5)<br>Made available in DSpace on 2016-10-18T16:47:50Z (GMT). No. of bitstreams: 1
Barbara Ramos.pdf: 1314474 bytes, checksum: 45f8c4e4ac7ec92262ef47de2cd4ff0e (MD5)<br>Coordenação de Aperfeiçoamento de Pessoal de Nível Superior<br>Universidade Federal Fluminense<br>Esta Dissertação investiga a Gestão Cultural, suas principais especificidades, dimensões,
características e complexidades, bem como a construção das bases teóricas dos processos de
gestão no âmbito da Cultura. Discute a definição de Gestão Cultural referenciada ao contexto
brasileiro, apresentada por estudiosos da área. Seu objetivo consiste em identificar, classificar
e sistematizar a produção acadêmica sobre a Gestão Cultural, publicada nos Anais dos
Encontros Multidisciplinares em Cultura (ENECULT). Realiza um estudo bibliométrico com a
apresentação e a análise dos resultados quantitativos e qualitativos referentes à interpretação
dos trabalhos publicados no período entre 2005 a 2014. Buscou aprofundar o entendimento
destes pesquisadores sobre a definição da Gestão Cultural. As informações obtidas pela
pesquisa são confrontadas com os conceitos extraídos da Literatura pertinente. Dada a
abrangência e a complexidade da matéria, a argumentação apresentada é de caráter sucinto.
Apontam-se algumas ideias conclusivas e sugestões para futuras pesquisas.<br>Esta Tesis investiga la gestión cultural, sus principales características, dimensiones,
especificaciones y complejidades, así como la construcción de las bases teóricas de los procesos de gestión dentro de la cultura. Además, discute la definición de Gestión Cultural relacionada al contexto brasileño, presentada por los investigadores en la materia. Su objetivo es identificar, clasificar y sistematizar la investigación académica sobre la Gestión Cultural publicada en las actas del Encuentro Multidisciplinar de Cultura (ENECULT). Se llevó a cabo un estudio
bibliográfico de la presentación y un análisis cuantitativo y cualitativo de los resultados con
respecto a la interpretación de los estudios publicados entre 2005 y 2014. Se buscó profundizar el entendimiento de estos investigadores con respecto a la definición de la Gestión Cultural. La información obtenida de la investigación se contrasta con los conceptos extraídos de la
literatura. Dado el alcance y la complejidad del tema en estudio, los argumentos presentados
son de carácter suscinto. Se muestran las conclusiones obtenidas así como sugerencias para futuras investigaciones.<br>This dissertation investigates the cultural management, its main characteristics, dimensions, specifications and complexities as well as the construction of the theoretical bases of management processes within the culture. Discusses the Cultural Management definition
referenced to the Brazilian context presented by scholars in the field. Its overall objective is to identify, classify and systematize the academic research on cultural management published in the Proceedings of the Multidisciplinary Meeting on Culture (ENECULT). Carried out a bibliometric study of the presentation and analysis of quantitative and qualitative results relating to the interpretation of studies published since 2005 to 2014. We attempted to researchers through the deepening understanding of the cultural management setting enabling detailed analyzes to light the peculiarities of each. Information obtained by the research are faced with the extracted concepts of the relevant literature. Given the scope and complexity of the matter, the arguments are succinctly character. They point to some conclusive ideas and suggestions for future research.
29
Nicolaidis, Christos S. "Cultural determinants of corporate excellence : the impact of national cultures on organisational performance." Thesis, University of Reading, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.333433.
Full text
30
Thamsatitdej, Poomporn. "The effect of cultural difference on project risk management practice : a Thai culture analysis." Thesis, University of Strathclyde, 2006. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21684.
Full textAbstract:
Project Risk Management (PRM) has become an important tool supporting project success. Many project organizations have now gained benefits from employing the concept. The problem with RPM practice lies in the effectiveness of the implementation process. This brings to the study of a soft aspect of project risk management. The most effective way to implement the PRM concept in an organization is to tune the PRM process in accordance with organizational culture and practice. This would bring some level of difficulty where a PRM process was to be applied in a place where values, norms and practice are different to the place where it originated. In this study, the researcher examines the influence of culture and compares it with PRM practice. The study seeks to investigate the social dynamics in Tbailand, a country whose risk management lags behind that of Western economies and whose cultural characteristics differ significant from Western nations. First the researcher reviews the literature on PRM process in order to understand its principle and processes. The study of PRM implementation and its behavioral aspect of also conducted. The study led to the extraction of PRM values. These values help to enhance understanding of PRM practice and managerial practice required to support effectiveness in the PRM process. In order to gain an understanding of cultural difference, Hofstede's framework is employed to serve as a tool to analyse Thai culture. The social impact is then analysed by the discussion of the effect of Hofstede' dimensions of PRM values. The study is based on a qualitative paradigm trying to understand the effect of Thai culture on management practice. It results in three research methods substantiate each other. The case study is to provide understanding of the effects of Thai culture in a real life context. The interviews give the perspective of Thai project managers towards risk and risk management principle. The workshop is to investigate Thai managers' response to the risk management process. The researcher presents a cultural analysis of Thailand and discusses the effect of cultural factors on the PRM values within Thai management practice. The researcher concludes with a discussion of the effect of Thai culture on PRM practice. The findings of this research support that in order for PRM to be adopted in places where culture is different to Western norms, it is important to investigate and gain an understanding of a particular culture prior to commencing PRM adoption programmes.
31
Britton, Garth Murray, and garth britton@netspeed com au. "On Reading Lines in Shifting Sands: making organisational culture relevant." The Australian National University. College of Business and Economics, 2007. http://thesis.anu.edu.au./public/adt-ANU20071105.161653.
Full textAbstract:
Despite the ubiquity of the term organisational culture in both popular and scholarly management literature, it remains an ambiguous concept, whose practical application is recognised as being far from universally successful. Models which seem to be preferred by practitioners are often criticised as being static or mechanistic, while more dynamic scholarly approaches tend to discount the possibility of deliberately influencing organisations at the cultural level. This dissertation, instead of focussing on culture as some sort of objective or unchanging attribute of an organisation, treats it as a phenomenon emerging from social interaction and individual sense-making. It draws on, and extends, George Kellys Personal Construct Psychology to build a framework for understanding the production of meaning by individuals in their social context, and how this contributes to the establishment of the collective boundaries between which cultural effects are observed. This framework is applied to the case of a business school attached to a large university, which is first absorbed into its Commerce Faculty, and then dissolved into a new Department, as the overall university structure is modified. Grounded Theory methodology is used to develop an approach to the description of the cultural interaction and changes that occur, and to generate theory that goes some way to explaining how and why they do. The theory gives insight into how latent cultural distinctions become, or are made, salient and the different means by which divisions may be resolved or superseded, sometimes resulting in conflict. Implications are explored for the management of organisations undergoing change, particularly where this involves merging or restructuring organisational units, and for the training and development of managers who are to be involved in such activities.
¶
At a theoretical level, building on a constructivist and processual ontological base, the dissertation makes contributions to the understanding of behaviour in organisations and draws on pragmatic epistemologies such as those advanced by George Herbert Mead. It brings concepts from psychology, sociology and management disciplines to bear on the problem of cultural interaction, and suggests that integrating them in this way may enhance their value in this context.
¶
By focussing on culture as a phenomenon produced at the interface of collective constructions, the dissertation proposes that it be viewed as fundamentally dynamic once eloquently described as multiple cross-cutting contexts but, nevertheless, explains how it may be recognised more through its apparent intractability than its fluidity. Whilst rejecting managerialist approaches which would suggest that culture and, through it, people, can be manipulated at will to reliably produce desired effects, the dissertation suggests ways in which insight into cultural interactions might be generated for those who are participating in them, and options developed to influence these interactions that might otherwise not have been available. It therefore has potentially valuable implications for management practice.
32
Morris, Jonathan Padraig. "What is the cultural web of an academy? : an investigation into one academy's organisational culture." Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/7219/.
Full textAbstract:
Academies may represent one of the most significant British educational reforms in recent history. However in reviewing the current research, little consideration has been given to investigating the culture of academies and acknowledging the significant role this can have in judging their effectiveness. One method of examining an organisation’s culture is the cultural web model and it was subsequently the purpose of this thesis is to assess this model, as a tool for analysing an academy’s culture. In order to achieve this, a complementary mixed-method case study approach was utilised for the teaching and non-teaching staff at an academy. This included questionnaires to Staff with No Responsibility (SNR), focus groups on Staff with Management Responsibility (SMR) and interviews with the Senior Leadership Team (SLT). Findings from this research successfully demonstrate the model’s ability to offer valuable insight into an academy’s culture as well as identifying improvements to its practice. This has also been supplemented with a new method for selecting an organisational culture model and modifications to the future deployment of the cultural web, for both a generic and education setting. Consequently, this thesis may be valuable to those practitioners wishing to analyse the culture of other academies and organisations.
33
Gtansh, Abdussalam. "The influence of national and organizational culture on employee involvement and participation (EIP) : a cross-cultural study." Thesis, University of Gloucestershire, 2011. http://eprints.glos.ac.uk/3281/.
Full textAbstract:
In Libya today, there is a movement towards improvement in organizations and to achieve this goal the Government has introduced liberalization of the economy. It is also creating stronger ties with the Western world, now that sanctions have been lifted. There is now greater scope to allow to private enterprise. Although there has been previous research carried out, into the ways that the competitive nature of all Libyan organizations can be improved, this thesis however, is the first that compares the governance structure, management style and culture of organizations in both the Public and Private sectors of Libya and the UK and focuses on employee involvement participation (EIP). Previous studies suggest that organizational culture is significantly influenced by the national culture in which the organization is located. The influence of culture in general, and more specifically in the sub-divisions of national, organizational, and occupational culture, has been the subject of much discussion over the last few decades. However the debate on whether national culture has an impact on organizations and their human resource management practices remains unresolved. The main aim of this study is to compare two very different cultures to discover any significant differences that exist between the two countries and between organizations in the two sectors particularly with regard to EIP. Therefore this research entailed a survey of the organizational culture, and structure as well as the EIP apparent in a sample of Public and Private sector companies in Libya and the UK. The research was carried by questioning a purposive sample of managers and employees, by distributing a self-completion questionnaire and conducting interviews in these companies, to provide both quantitative and qualitative data, which could then be analysed to discover any link between national and organizational culture, corporate governance, management style, the employment relationship and the implementation of EIP. The literature reviewed for this research- generated a number of research questions and allowed hypotheses to be generated. These were then tested to investigate the differences in national and organizational culture between organizations with different organizational structures in capitalist or state-owned enterprises. Also considered were their implementation of employee involvement and participation practices (EIP), to allow workers greater participation in the decision making process. This research concludes that there are significant differences between UK and Libyan public and private sector employees with regard to the national culture in their country. However, there appears to be areas in the organizational culture of the companies sampled that indicate some level of convergence, in their use of HRM practices, management style and preferred forms of EIP. The specific conclusions drawn from this study contribute to our knowledge and understanding in a number of areas, including, national as well as organizational culture, the apparent transfer of Western management techniques and practices, and their effect on the direct or indirect nature of communication with employees. Furthermore this research contributes to our understanding of the degree of autonomy offered to employees, within different organizational cultures, which although they exist in dissimilar economies and are operating different methods of corporate governance in either publicly or privately owned enterprises, now appear to be implementing EIP practices which are converging on the Anglo-Saxon model of HRM.
34
Melin, Rebecka, and Rutholm Emma. "Swedish management in a cross-cultural perspective : A qualitative study of how Swedish managers adapt their management to foreign cultures." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45312.
Full textAbstract:
The purpose of this thesis is to analyze and study how Swedish managers manage cross-cultural differences and how their management style is adapted to foreign cultures. This thesis could contribute to getting a deeper understanding of how Swedish management is adapted to foreign cultures. The empirical material in this study has been collected through qualitative interviews with four different Swedish managers with experience of managing abroad. The theoretical framework is based on the concepts cultural dimensions, management and cross-cultural adaptation which also are the three concepts in our conceptual framework. The conceptual framework is present in the interview template, the empirical chapter and the analysis to provide the thesis with a clear line of argument. The empirical chapter describes how the Swedish managers have dealt with the challenges of working in a foreign culture and how they have adapted their management to another culture.In the analysis the empirical material is analyzed with the help of the theoretical framework. In the analysis the effect of cultural dimensions is discussed in relations to Swedish management and which challenges a Swedish manager encounter when managing abroad. The conclusion indicates that Swedish managers seem to adapt their management style to the extent that they have to be more clear and strict in their management and they have to make a lot more decisions. It seems to be a linkage between to what extent Swedish mangers have to adapt their management style to the local culture and what kind of management position they have.
35
Noronha, Carlos. "An empirical study of cultural values in total quality management : a Chinese culture-specific model." Thesis, University of Sheffield, 2001. http://etheses.whiterose.ac.uk/14464/.
Full textAbstract:
Although total quality management (TQM) has been so widely adopted, its theoretical underpinnings remain relatively unexplored as compared to other management theories. A frequently pointed out research gap is on the cultural side of TQM as a human-oriented management philosophy. TQM is known to begin mainly in Japan and the United States. However, the cultural values of the Japanese and the American people are very different. In Japan, the importance of group harmony is stressed, while the Americans mainly value individual creativity and achievements. Even so, companies in these different cultures have succeeded in implementing TQM and have achieved world class performance. It is reasonable to believe that when TQM, as a culture-free system itself, is being implemented in a particular cultural setting, it must accommodate to a certain extent the local culture. That is to say, Japanese-style TQM is obviously different from American-style TQM and a culture-specific TQM indeed exists. As TQM and ISO 9000 have recently become some of the hottest managerial issues in mainland China and the overseas Chinese regions, this empirical study is concerned with the influence of Chinese cultural values on TQM. In particular, the operations of ISO 9000 certified companies in mainland China, Hong Kong, and Taiwan and the cultural values of their Chinese managers were analyzed. Grounded on sociological and psychological theories, quantitative (structural equation modeling) and qualitative (case studies and interviews) research methods were employed to devise a general theoretical model of cultural ii influence on TQM. Furthermore, using Chinese cultural values as a case, the specificities of a Chinese-style TQM were uncovered. The study has not only contributed its modest share towards the theoretical development of TQM but has also paved way for understanding indigenous managerial psychology from a different perspective.
36
Jones, Michael Brandt. "ORGANIZATIONAL CULTURE AND KNOWLEDGE MANAGEMENT: AN EMPIRICAL INVESTIGATION OF U.S. MANUFACTURING FIRMS." NSUWorks, 2005. http://nsuworks.nova.edu/hsbe_etd/50.
Full textAbstract:
This dissertation examined the relationship between organizational culture and knowledge management in a manufacturing environment. The objective of this study was to determine what organizational culture type was significantly related to knowledge management in U.S. manufacturing firms. The study also explored the role of cultural strength in enabling knowledge management programs. This study used the following three research questions: 1) Is organizational culture related to knowledge management in U.S. manufacturing firms? 2) What organizational culture type relates to knowledge management in U.S. manufacturing firms? 3) Do dominant organizational culture types relate to knowledge management more than balanced culture types in U.S. manufacturing firms?
This study characterized organizational culture as clan, adhocracy, market, and hierarchy culture types (Cameron & Quinn, 2006). It described knowledge management according to six processes of the knowledge management cycle (Lawson, 2003). The researcher distributed Cameron and Quinn's (2006) OCAI and Lawson's (2002) KMAI to a sample of U.S. manufacturing firms located in Virginia (N = 267) to assess organizational culture and knowledge management.
This study used both parametric and nonparametric testing to conduct the analysis. The results of this research suggested that organizational culture was related to knowledge management in U.S. manufacturing firms in Virginia. The Pearson product-moment correlation coefficients indicated a significant correlation between all of the organizational culture types and knowledge management. In addition, the regression model indicated that three of the four organizational culture types were significant predictors of knowledge management. Manufacturing firms that had dominant adhocracy culture types had a significantly positive and stronger relationship to knowledge management than clan, market, and hierarchy culture types did to knowledge management. Manufacturing firms that had dominant clan culture types had a significantly positive and stronger relationship to knowledge management than hierarchy culture types did to knowledge management. The standard regression analysis and Pearson correlation coefficients indicated that training and having a knowledge management program in place significantly related to knowledge management scores. Overall, the nonparametric analysis corroborated the findings of the parametric analysis.
The findings highlighted an opportunity for many manufacturers to improve their businesses by adopting a formal knowledge management program. This study recommended that managers conduct a gap analysis of their knowledge management program to identify areas in need of improvement. Managers can start a knowledge management program by implementing a small pilot project. After initial successes, they can move to larger projects. Eventually, organizations should seek to incorporate knowledge management into the strategy and culture of the organization (Davenport & Prusak, 1998).
This study provided a useful example to researchers that need to determine if two correlation coefficients are statistically different. For the parametric testing, the researcher used the Hotelling-Williams test for comparing two related Pearson correlation coefficients with a shared variable (Cramer, 1998; Steiger, 1980; Williams, 1959). For the nonparametric testing, the researcher used a Fisher's Z transformation and z-test to compare two related Spearman correlations that had a variable in common (Maier, 2009; Myers & Sirios, 2006). The researchers may choose between parametric and nonparametric methods depending on the nature of their data.
This study recommended several avenues for future research in knowledge management. One recommendation included examining organizational culture and knowledge management in different environments. Another opportunity for future research was to replicate this study while adding additional variables such as cultural congruence or organizational benefits (Chin-Loy & Mujtaba, 2007). The researcher also recommended employing qualitative methods and conducting a case analysis of a single firm. These opportunities for future research will enhance our understanding of knowledge management while promoting the knowledge management discipline.
37
Ragupathy, Rajkumar. "National Cultures in Strategy Management : Product Strategy Formulation." Thesis, University of Gävle, Department of Business Administration and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-3847.
Full textAbstract:
<p>Aim: The aim of this research is to formulate India market product strategy for the global multinational corporate Vodafone Inc.,</p><p>Investigate the influence of national cultures in strategy formulation. Applying cultural synthesis in the strategy formulations for target markets. </p><p>Method: The main methods of data collection are individual interviews and discussions and group cultural training. A computer online questionnaire is used past the interview for correlation and analysis of responses. Two sets of interviews pre-cultural training and post-cultural training are conducted. The results are presented, analysed, reflected and related to the research. The research is applied to deliver a reformulated product strategy for Vodafone Inc.,</p><p>Result & Conclusion: This research bought out the implications of national cultures in strategy formulation and how strategy can be delivered by infusing culture as one of the parameter in strategy formulation. The end result is strategy that is closer to local market customer needs and wants aligned with organization business objectives. The conclusion is that global multinationals could deliver better strategy that applies globally to each of the local subsidiaries by embedding ethos of the regional markets in the strategy formulation.</p><p>Suggestions of future research: The research focussed on strengthening strategy formulation by embedding culture as parameter. The theme could be extended to strategy implementation in future research.</p><p>Contribution of the thesis: This research has added value to the strategy formulation, by proposing a new model, where the strategy team comprehends the national culture value of target markets and blends them as one of the parameters in the information’s and data. Thus the final interpretation of the information and data is a collective reflection of own national culture values and the target market cultural values.</p>
38
Kravariti, Foteini. "National and organisational cultural impact on talent management implementation : case studies from Greece." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/national-and-organisational-cultural-impact-on-talent-management-implementation-case-studies-from-greece(355f5242-6ba1-4a3a-8af7-5b744b478d51).html.
Full textAbstract:
Organisations today are investing in the efficient management of their talented workforce, known as talent management (TM) in order to bear fruitful outcomes in terms of corporate sustainability. Some businesses choose to include all employees in their TM strategy-inclusive TM-whilst others only include the highest-performing employees-exclusive TM. It has been suggested that no matter which TM strategy they implement, contextual factors such as culture seem to drive the degree of their application. Thus, the rationale for this research is in determining the cultural factors that trigger the exercise of TM.This study's aim is to analyse the extent to which TM strategies are impacted by national and organisational culture. In addition, it seeks the critical exploration of TM in the context of key human resource practices (HRPs); the critical investigation of TM's application; the critical examination of national and organisational culture; and finally, the degree to which both types of culture affect TM's application. This study follows a conceptual framework which sets national culture as the independent variable, organisational culture as the mediating variable, and TM as the dependent variable. The body of theory overviewed is relevant to TM's concepts and its interrelation to both human resource management (HRM) and human resource development (HRD). Predominant national and organisational cultural frameworks are also overviewed. This research's sample includes six case studies from northern, central and southern Greece and adopts a mixed-methods approach using primary data collected through questionnaires and interviews, and analysed through SPSS and thematic analysis. Among the key findings is that national culture indirectly drives the adoption of specific TM modes through the development of certain corporate cultures. Additional findings shed light on the contemporary conception of 'talent' and 'TM,' as well as on the association between national and corporate culture. This study significantly contributes to knowledge by bringing in evidence from the business environment while also discussing implications for practitioners regarding the parameters that influence both their decisions and actions.
39
Amad, Ashraf. "L’acquisition et l’extraction de connaissances dans un contexte patrimoniale peu documenté." Thesis, Paris 8, 2017. http://www.theses.fr/2017PA080101.
Full textAbstract:
L’importance de la documentation du patrimoine culturel croit parallèlement aux risques auxquels il est exposé tels que les guerres, le développement urbain incontrôlé, les catastrophes naturelles, la négligence et les techniques ou stratégies de conservation inappropriées. De plus, la documentation constitue un outil fondamental pour l'évaluation, la conservation, le suivi et la gestion du patrimoine culturel. Dès lors, cet outil majeur nous permet d’estimer la valeur historique, scientifique, sociale et économique de ce patrimoine. Selon plusieurs institutions internationales dédiées à la conservation du patrimoine culturel, il y a un besoin réel de développer et d’adapter de solutions informatiques capables de faciliter et de soutenir la documentation du patrimoine culturel peu documenté surtout dans les pays en développement où il y a un manque flagrant de ressources. Parmi ces pays, la Palestine représente un cas d’étude pertinent dans cette problématique de carence en documentation de son patrimoine. Pour répondre à cette problématique, nous proposons une approche d’acquisition et d’extraction de connaissances patrimoniales dans un contexte peu documenté. Nous prenons comme cas d’étude l’église de la Nativité en Palestine et nous mettons en place notre approche théorique par le développement d’une plateforme d’acquisition et d’extraction de connaissances patrimoniales à l’aide d’un Framework pour la documentation de patrimoine culturel.Notre solution est basée sur les technologies sémantiques, ce qui nous donne la possibilité, dès le début, de fournir une description ontologique riche, une meilleure structuration de l'information, un niveau élevé d'interopérabilité et un meilleur traitement automatique (lisibilité par les machines) sans efforts additionnels.De plus, notre approche est évolutive et réciproque car l’acquisition de connaissance (sous forme structurée) améliore l’extraction de connaissances patrimoniales à partir de texte non structuré et vice versa. Dès lors, l’interaction entre les deux composants de notre système ainsi que les connaissances patrimoniales se développent et s’améliorent au fil de temps surtout que notre système utilise les contributions manuelles et validations des résultats automatiques (dans les deux composants) par les experts afin d’optimiser sa performance<br>The importance of cultural heritage documentation increases in parallel with the risks to which it is exposed, such as wars, uncontrolled urban development, natural disasters, neglect and inappropriate conservation techniques or strategies. In addition, this documentation is a fundamental tool for the assessment, the conservation, and the management of cultural heritage. Consequently, this tool allows us to estimate the historical, scientific, social and economic value of this heritage. According to several international institutions dedicated to the preservation of cultural heritage, there is an urgent need to develop computer solutions to facilitate and support the documentation of poorly documented cultural heritage especially in developing countries where there is a lack of resources. Among these countries, Palestine represents a relevant case study in this issue of lack of documentation of its heritage. To address this issue, we propose an approach of knowledge acquisition and extraction in the context of poorly documented heritage. We take as a case study the church of the Nativity in Palestine and we put in place our theoretical approach by the development of a platform for the acquisition and extraction of heritage knowledge. Our solution is based on the semantic technologies, which gives us the possibility, from the beginning, to provide a rich ontological description, a better structuring of the information, a high level of interoperability and a better automatic processing without additional efforts.Additionally, our approach is evolutionary and reciprocal because the acquisition of knowledge (in structured form) improves the extraction of heritage knowledge from unstructured text and vice versa. Therefore, the interaction between the two components of our system as well as the heritage knowledge develop and improve over time especially that our system uses manual contributions and validations of the automatic results (in both components) by the experts to optimize its performance
40
Vinardi, Carine. "Les défis du Lean à l’ère de la mondialisation et de l’industrie 4.0." Thesis, Compiègne, 2019. http://bibliotheque.utc.fr/EXPLOITATION/doc/IFD/2019COMP2500.
Full textAbstract:
Les entreprises multinationales ou transnationales, dont le nombre ne cesse d’augmenter, présentent la particularité d’avoir des salariés présents sur les différents continents, travaillant avec des rythmes et des cultures différentes. Dans le cadre des activités des entreprises, de plus en plus de salariés sont amenés à travailler en équipe multiculturelle et délocalisée. Ces mêmes entreprises sont à la recherche des meilleures performances opérationnelles et le déploiement de la démarche Lean est un levier reconnu d’obtention des meilleures performances de manière pérenne et ce depuis des dizaines d’années. En parallèle, depuis le développement d’internet et des nouvelles technologies, de nouveaux outils deviennent disponibles pour collecter et analyser les données ou encore pour produire. Au sein des entreprises et alors que les impacts sont souvent traités de manière séparés, c’est bien de manière systémique et en même temps qu’interagissent les dimensions culturelles, le déploiement du Lean et la mise en œuvre des outils liés à l’ère numérique. Dans un soucis ultime performance pérenne, c’est bien l’efficacité du système dans sa globalité dont il est question. Ce mémoire propose de faire un état des lieux séparé puis synchronisé et de proposer une aide à l’évaluation et à la mise en œuvre cohérente de l’ensemble des trois éléments<br>Multinational or transnational companies, whose number is constantly increasing, have the particularity of having employees working on different continents, having different rhythms and culture. More and more employees are required to work in multicultural and remote teams as part of their business activities. These same companies are looking for the best operational performance and the deployment of the Lean approach is a recognised lever for obtaining the best performance in a sustainable manner and has been for decades. In parallel, since the development of the Internet and digital technologies, new tools have become avaible to collect and analyse data or to manufacture. Within companies, while the impacts are often processed separately, it is indeed in a systemic way and at the same time that the cultural dimensions, the deployment of Lean and the implementation of tools linked to the digital era. With the ultimate aim of sustainable performance it is the efficiency of the system as a whole that is at stake. This thesis proposes to review of industrial situations, and to propose an support for the evaluation and consistent implementation of all three elements i.e culture, Lean and digitalization
41
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.
Full textAbstract:
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.
42
Souza, Mariana de Barros. "Gestão da produção cultural brasileira financiada, prioritariamente, por leis de incentivo fiscal: estudo das práticas e percepções de profissionais da área." Universidade de São Paulo, 2016. http://www.teses.usp.br/teses/disponiveis/96/96132/tde-06012017-151225/.
Full textAbstract:
Políticas culturais são pensadas e implementadas de maneiras consideravelmente distintas no atual cenário mundial. No Brasil, diversas foram as fases e tendências assumidas pelo governo, mas, em geral, o mecanismo de incentivo fiscal, desde meados da década de 80, assume papel de protagonismo no que diz respeito ao financiamento de cultura. Nesse contexto, o atual trabalho buscou conhecer quem são algumas das pessoas responsáveis por gerir, na área cultural, recursos públicos advindos prioritariamente das leis de incentivo fiscal e identificar a percepção de tais profissionais quanto a sua aptidão para realizar essa função. Para coleta de dados, foram realizadas entrevistas com profissionais da área, as quais se conduziram com base em um roteiro de questões que buscou verificar conhecimentos, práticas, opiniões e representações sociais acerca da gestão de atividades culturais. Os dados qualitativos obtidos foram analisados por meio do Discurso do Sujeito Coletivo (DSC). Em tal metodologia, elementos com sentidos semelhantes são processados sob a forma de discursos únicos, redigidos na primeira pessoa do singular. Os gestores e as gestoras demonstraram, em sua maioria, enfrentar dificuldades para realizar algumas das tarefas que desempenham e, geralmente sem formação específica na área, falam sobre empirismo e contratação de empresas para assessoramento e segurança. Quando buscam se especializar para não mais depender de intermediação, encontram, majoritariamente, cursos descontinuados e de curta duração - normalmente pagos e oferecidos em capitais estaduais.<br>Cultural policies nowadays are designed and implemented based on different perspectives. In Brazil, government has assumed several phases and trends, but in general tax incentive takes leading role with regard to the financing of culture since the mid-80. In this context, the present study aimed to identify some people responsible for managing public resources in the cultural area and to identify the perception of such professionals about their ability to perform this function. For data collection, cultural managers were interviewed. The intention was to verify knowledge, practices, beliefs and social representations of cultural management. The method used to analyze qualitative data obtained was the Discourse of the collective subject (DCS). So, elements with similar senses were processed into single speeches, written in the first person singular. It was noted that sometimes, managers are struggling to play their role and, generally without specific training in the area, they talk about empiricism and hiring companies for advice and security. When seeking specialization, they found, mostly, discontinued and short courses - usually paid and offered in main cities.
43
Crawford, Dana Elaine. "Therapists’ Awareness, Identification, and Management of Culture-based Countertransference." Miami University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=miami1334711065.
Full text
44
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.
Full textAbstract:
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.
45
Lourenço, Caio Marcelo. "Relacionamentos existentes entre a Total Quality Management (TQM) e Cultura Organizacional." Universidade de São Paulo, 2017. http://www.teses.usp.br/teses/disponiveis/18/18157/tde-08052017-113255/.
Full textAbstract:
O propósito deste trabalho é identificar, através da investigação de estudo de caso, como as características culturais melhor se relacionam a cada um dos princípios do TQM. Nas últimas décadas, a gestão da qualidade passou por uma mudança singular. Pela primeira vez, a diretoria executiva das empresas começou a demonstrar interesse por esta matéria. Sob o título de Total Quality Management (TQM), a gestão da qualidade passou a apresentar importância estratégica para as organizações. Como consequência, princípios gerenciais integraram a gestão da qualidade aumentando a relevância da Cultura Organizacional. Entretanto, apesar do reconhecimento acerca da importância do papel da Cultura Organizacional, faltam estudos que examinem profundamente os relacionamentos existentes entre Cultura Organizacional e gestão da qualidade. A partir de uma revisão sistemática sobre a interface entre gestão da qualidade e Cultura Organizacional foram identificadas como as abordagens mais utilizadas o Competing Values Framework (CVF) e as Dimensões Culturais de Hofstede. Desse modo, foi estabelecido o estudo de caso como procedimento técnico de abordagem qualitativa, a fim de buscar por resultados aprofundados. Como resultado foram constatadas divergências a partir comparações das Dimensões Culturais entre os ambientes escritório/fábrica e os quatro níveis hierárquicos. Evidenciando a existência de subculturas na empresa. Por fim, apresentou-se os relacionamentos observados entre cada um dos sete princípios do TQM e as Dimensões Culturais. Este trabalho contribui para propor novas perspectivas e insights a fim de elucidar as relações entre cultura e gestão da qualidade.<br>The purpose of this study is to indentify, through case study research, how cultural characteristics relate to each of TQM elements. In the last decades quality management went through a singular change, for the first time the executive board began to demonstrate concern about this quality. Under the title of Total Quality Management (TQM) the quality management started to present strategic importance for organizations. As a consequence, managerial elements became part of quality management, increasing the organizational culture relevance. Nevertheless, despite the knowledge about the importance of organizational culture role, there are few studies that examine deeply the links between organizational culture and quality management. From a systematic review on the interface between quality management and organizational culture we identified that Competing Values Framework (CVF) and Hofstede\'s cultural dimensions are the most common methods. Thereby, the case study was established as a technical procedure of qualitative approach, in order to search deeper results. As a result differences were found on Cultural Dimensions comparisons between office/factory environments and four hierarchical levels. Evidencing the subcultures existence at the company. Finally, the relationships observed between each of the seven TQM principles and the Cultural Dimensions were presented. This research contributes to propose new perspectives and insights in order to elucidate the relationship between culture and quality management.
46
Weber, Todd Jack Dean James W. "Performance oriented cross-cultural management research examining the impact of national culture on the practice-performance relationship /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2006. http://dc.lib.unc.edu/u?/etd,239.
Full textAbstract:
Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2006.<br>Title from electronic title page (viewed Oct. 10, 2007). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the Kenan-Flagler School of Business Administration." Discipline: Business Administration; Department/School: Business School, Kenan-Flagler.
47
Romani, Laurence. "Relating to the other : paradigm interplay for cross-cultural management research." Doctoral thesis, Handelshögskolan i Stockholm, Institute of International Business (IIB), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-1791.
Full text
48
Holtzhausen, Natasja. "Die rol van die openbare bestuurder in die ontwikkeling van 'n organisasiekultuur : 'n normatiewe beskouing (Afrikaans)." Diss., University of Pretoria, 2000. http://hdl.handle.net/2263/26956.
Full textAbstract:
AFRIKAANS: Die Suid-Afrikaanse owerheid het 'n verantwoordelikheid in die lewering van dienste ter bevrediging van bepaalde behoeftes van die samelewing. Openbare bestuurders in die Suid-Afrikaanse staatsdiens behoort oor besondere vermoëns en kwaliteite te beskik om die staatsdiens doeltreffend in 'n vinnig veranderde omgewing te bestuur ten einde gemeenskapsbehoeftes te bevredig. Dit is die verantwoordelikheid van elke open bare bestuurder om die toegekende organisasie-eenhede doeltreffend te bestuur. Die openbare bestuurder kan nie na willekeur die administratiewe en openbare bestuursaktiwiteite uitoefen nie. Die normatiewe rigsnoere van eerbiediging van die oppergesag, openbare aanspreeklikheid en verantwoordelikheid, openbare doeltreffendheid, die toepassing van die administratiefreg, eerbiediging van samelewingswaardes, hoe etiese norme en standaarde, asook sosiale gelykstelling en geregtigheid moet deurentyd deur die openbare bestuurder gehandhaaf word. Die doel met hierdie verhandeling is om die rol van die openbare bestuurder in die ontwikkeling van 'n organisasiekultuur te bepaal. Die woorde "organisasie", "organisasie-ontwikkeling" en "organisasiekultuur" het 'n direkte invloed op die verhandeling en daarom is genoemde woorde duidelik omskryf en betekenisse daaraan gekoppel. Die openbare sektor is dinamies en die departemente word aan voortdurende veranderinge blootgestel wat tot herorganisering lei wat weer 'n invloed op die organisasiekultuur uitoefen. Organisasies kan nie op dieselfde wyse hervorm word nie en daarom verskil kulture van organisasie tot organisasie. In die organisasie vorm daar soms subgroepe wat oor sterk subkulture beskik en openbare bestuurders behoort hierdie subgroepe tot voordeel van die organisasie aan te wend deur byvoorbeeld gesonde kompetisie tussen die onderskeie subgroepe aan te moedig. Daar bestaan geen “beste” tegniek vir die bestuur van kultuurverandering nie. Elke openbare bestuurder behoort dus die tegniek te kies of tegnieke te kombineer wat die beste by sy of haar spesifieke omstandighede sal inpas. Openbare bestuurders behoort 'n positiewe ingesteldheid rakende die organisasiekultuur aan die res van die organisasielede oor te dra. Die openbare bestuurder in die Suid-Afrikaanse konteks funksioneer in 'n milieu wat verskeie eise stel. Omgewingsfaktore in die staatsdiens bly nooit konstant nie en veranderinge, in byvoorbeeld, die politieke, sosiale, ekonomiese en tegnologiese omgewing het teweeg gebring dat die kultuur van die organisasie beïnvloed word en moet op so 'n wyse bestuur word dat dit tot voordeel van die organisasie en die samelewing is. Die veranderde omgewing waarbinne die openbare bestuurder optree, vereis die bestuur van die organisasiekultuur. Openbare bestuurders behoort 'n bewuswording in die organisasie rakende die organisasiekultuur te skep en tot die besef kom dat die organisatoriese, kulturele en strategiese veranderingsprosesse bestuur moet word ten einde gestelde doelwitte te bereik. ENGLISH: The South African government has a responsibility in the rendering of essential services to satisfy certain needs of the community. Public managers employed by the South African civil service ought to possess specific abilities and qualities to manage the civil service effectively in a rapidly changing environment. It is the responsibility of each public manager to manage the allocated organizational unit under his authority. Public managers may not conduct the administrative and public management activities in a random way. The normative guidelines of honouring the political supremacy, public accountability and responsibility, application of the administrative law, honouring community values, upholding high ethical norms, as well as social equality and justice should continuously be maintained by the public manager. The objective of this paper is to determine the role of the public manager in developing an organizational culture. The meaning of the word “organization”, “organizational development” and “organizational culture” has a direct influence on the objective of this paper and therefore these words have been clearly defined and explained. The civil service is dynamic and the departments are subjedt to change. This leads to re-organization, which in turn will influence the organizational culture. Organizations can not be reformed in a similar manner, and therefore, cultures vary among different organizations. Groups with strong subcultures may develop within the existing organizational culture and the public manager should utilize these subcultures to the advantage of the organization by establishing, for example, healthy competition among these groups. A “best” technique to manage an organizational culture does not exist, and each public manager should select a technique or combination of techniques appropriate to the specific situation. Public managers should convey a positive attitude towards the organizational culture and towards his/her subordinates. The public manager in the South African civil service functions in a milieu that holds many challenges. Environmental factors in the civil service constantly change, and changes in the political, social, economic and technological environments influence the organizational culture and has to be managed in such a way that it is advantageous to the organization and society. The changing environment, in which the South African Public Service operates, demands the management of an organizational culture. Public managers should develop a cultural awareness and realize that organizational, cultural and strategic change processes should be managed in order to reach the set objectives.<br>Dissertation (MA (Public Administration))--University of Pretoria, 2006.<br>School of Public Management and Administration (SPMA)<br>Unrestricted
49
Ferreira, Luzia Aparecida. "Políticas públicas para a cultura na cidade de São Paulo: a Secretaria Municipal de Cultura - teoria e prática." Universidade de São Paulo, 2006. http://www.teses.usp.br/teses/disponiveis/27/27134/tde-28112006-193714/.
Full textAbstract:
O presente trabalho pretende deter-se na análise da gestão cultural implementada pela Secretaria Municipal de Cultura da cidade de São Paulo - SMCSP, no período de 1989 a 1992. Analisar o Projeto Cidadania Cultural proposto pela então Secretária Marilena Chauí, e identificar as diretrizes de sua política pública para a cultura. Esse projeto pretendia criar mecanismos de autoorganização dos cidadãos paulistanos, para que estes fossem partícipes do fazer cultural. Constatou-se que, embora a cidade de São Paulo tenha sido transformada em um \"laboratório de experiências culturais\" do Partido dos Trabalhadores, com a intenção de substituir o \"clientelismo pluralista\" pelo \"participacionismo popular\", esse objetivo não foi alcançado.<br>This work concerns about the analysis of the cultural management implemented by the Secretaria Municipal de Cultura (Municipal Department of Culture) of São Paulo city - SMCSP, from 1989 to 1992. It intends to analyze the Projeto Cidadania Cultural (Cultural Citizenship Project) proposed by Secretary Marilena Chauí, and to identify the guidelines of her public policy on culture. This project aimed to create self-organization mechanisms for São Paulo\'s citizens, so those could be part of the cultural making-process. It was established that, although the city of São Paulo had been transformed into a \"laboratory of cultural experiments\" of the Workers Party, with the intention of substituting the \"pluralist clientelism\" for the \"popular participationism\", this goal has not been achieved.
50
Grech, Lisa Marie. "The effect of culture on cross-cultural conflict resolution behaviors." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2331.
Full textAbstract:
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.