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ANJORIN, RASHIDAT, and AVNI JANSARI. "MANAGING CULTURAL DIVERSITY AT WORKPLACE." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40190.
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Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine how cultural diversity is managed in a Swedish university, Jönköping International Business School (JIBS). Also, further investigation is on the employee’s perception of how the practices and policies of cultural diversity is being delivered by the management at the university. Method: An exploratory research is conducted for this paper and the empirical findings is gathered through a qualitative research. The primary research is retrieved by semi-constructed interviews. The human resource department and teachers from different backgrounds and countries were interviewed to find out how the teachers perception of cultural diversity management at their workplace based on how the practices and policies were delivered to them. Findings: Based on the interviews it was found that the cultural diversity management as a topic is well understood by both the management and the employees. However, the study revealed that the employees do not perceive it in the same manner it was being delivered to them by the management. The issues and practices connected to managing cultural diversity is not entirely provided by the management within the work environment. It essential that the management provide for more effectively communicated structure.
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MOHANNAK, Kavoos. "Diversity in Managing Knowledge: A Cultural Approach." 名古屋大学大学院経済学研究科附属国際経済政策研究センター, 2011. http://hdl.handle.net/2237/14920.
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Jonsson, Anneli, and Dhakshayene Holmgren. "Cultural diversity in organizations : A study on the view and management on cultural diversity." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-74452.
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Cultural diversity is a subject that has been getting growing attention not just internationally but also in Sweden in the 21st century. The globalization of economies and the migration has dramatically increased opportunities while also affecting organizations in a manner that it requires it to be more open and accommodative towards a heterogeneous working environment. Unfortunately many companies do not see the advantages that cultural diversity could bring and how a well managed cultural diversity could essentially achieve competitive edge in the market. Therefore there is little to be found regarding how organizations today view and manage a culturally diverse workforce, especially in a Swedish working environment. The lack of this typeof research in a Swedish context creates a possible research gap and leads to this study ininvestigating the organizations in Västerbotten and their view and management of cultural diversity. Thus the research question: How do Swedish organizations view and manage cultural diversity? In order to gain insights to this question, previous research has been investigated and some main theories have been selected. Through this it has been found that cultural diversity is a complex subject that can bring both positive and negative effects to an organization. These are in turn affecting how cultural diversity is viewed by that organization. Furthermore, this view affects how cultural diversity is managed, and the management in turn affects the result this concept brings to the company. This in turn has been represented in a theoretical model representing the relationship between these concepts. The main theory that is used throughout thenstudy and in analyzing the empirical data is Adler’s approaches to answer the research question. This study takes view of interpretivism and constructionism as its philosophical stance. This has led to the choice of conducting a qualitative research approach with mixed method that is a combination of both the deductive and inductive way of collecting data. The research is conducted through multiple case study design with semi structured interviews as the way of gaining empirical data. These interviews have been conducted on seven organizations within Västerbotten that represents different types of industries within this region. As it is shown in this study the cultural diversity is viewed in a positive way and managed to achieve synergy within the organizations in Västerbotten. The firms believe that in order to develop and gain competitive advantage, they need to accommodate cultural diversity and create an atmosphere that is open and flexible. Still most of the firms lack the holistic view as they fail to articulate diversity at the strategic level and consequently in all dimensions of the organization.In addition the study has also identified different influential factors of cultural diversity, such as the geographical location, organizational culture, cultural diversity leading to cultural diversity, customers’ diversity and managers’ perspectives affects the existence of cultural diversity within an organization. These findings have been presented in the developed analytical model in the conclusion.
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Erdönmez, Mukader. "Cultural diversity management as core competence : an integrated model for managing workforce diversity /." [S.l. : s.n.], 2004. http://www.gbv.de/dms/zbw/47079576X.pdf.
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Hamdorf, Dorothea. "Towards managing diversity cultural aspects of conflict management in organizations /." [S.l. : s.n.], 2003. http://www.bsz-bw.de/cgi-bin/xvms.cgi?SWB10405598.
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Raitl, Kerstin. "Managing Cultural Diversity Optimierung der Zusammenarbeit in multikulturellen Arbeitspartnerschaften unter Verwendung des "Diversity Optima Konzepts" /." St. Gallen, 2009. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/06608756101/$FILE/06608756101.pdf.
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Hamdorf, Dorothea. "Towards managing diversity : cultural aspects of conflict management in international business environments /." Saarbrücken : VDM, Müller, 2006. http://deposit.d-nb.de/cgi-bin/dokserv?id=2894980&prov=M&dok_var=1&dok_ext=htm.
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Caccia, Ivana. "Managing the Canadian mosaic: Dealing with cultural diversity during the WWII years." Thesis, University of Ottawa (Canada), 2006. http://hdl.handle.net/10393/29281.
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The thesis examines the public discourse on race, foreignness, ethnic diversity, inclusion of "new Canadians" in the Canadian national community, and the meaning of "Canadianism" during the WWII years, from 1939 to 1945, and maps the dialectic course of its construction by the Canadian mainstream intellectual and political elite (mostly Anglo-Saxon and Protestant) and the Liberal government in place.
The pre-WWII years were marked by noteworthy official disinterest in "Canadianizing" newcomers and by a latent "racialization" of diversity mostly articulated on the basis of "foreignness" or cultural "strangeness" of so-called "racial" origins of non-British and non-French immigrants. With the outset of war, the "we vs. they" polarization, until then specifically implying on the political scene the British vs. French dualism, began to refer as well to a rather different tension in power relations, generated by the "Canadian born" vs. resident "foreign born" or "immigrant" dichotomy. The meaning of this duality briefly shifted to signify the potential distinction between "loyal citizen" and "enemy alien". Fascist or communist ideological leanings and strong nationalist feelings for the fate of the embattled homelands in Europe further exasperated this tension.
In the heat of the WWII years, the Canadian government hired Tracy Philipps---an Englishman with expertise in colonial, Middle-Eastern and East-European affairs---to act as an adviser in its endeavours to secure loyalty and support for its war efforts among Canadians of continental European origin, to mitigate the adversarial relationship among various cultural groups, and to encourage faster assimilation of "new Canadians". To this end, the government set up the Committee on Cooperation in Canadian Citizenship and established the Nationalities Branch within its Department of National War Services, with Philipps as its European Adviser.
The thesis explores the subsequent changes in the discursive practice created by the mediation of different ideological approaches brought forward by Philipps, various politicians and adult educators in their search to recognize and define what constituted being a "citizen", a "foreigner"---and, most of all, a "Canadian". The debates accelerated the process of common national self-identification and the emergence of a new institution of "Canadian citizenship". The resulting new discourse affirmed the idea that Canada was a national unit with, nevertheless, an inherent diversity that can be contained and managed if that management were entrusted in the state authority as guarantor of the equality of all its citizens.
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Sargazi, Hossnieh. "Managing linguistic and cultural diversity in Merseyside's primary schools : theory, policy and practice." Thesis, Liverpool John Moores University, 2011. http://researchonline.ljmu.ac.uk/6120/.
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Throughout the English-speaking world, minority language children (LMC) or children who speak English as an additional language (EAL) are being educated in mainstream classrooms where they have little or no opportunity to use their mother tongue. This study investigates how educators at primary schools in Merseyside, where English is usually the only language in the classroom, respond to the educational and academic needs (linguistic, cognitive) of LMC/EAL children. It addresses socio-linguistic issues, teaching strategies and instructional approaches related to linguistic development and academic achievement of LMCIEAL pupils. It outlines the background to policy and practice in relation to LMCIEAL pupils in Britain. School districts across the United Kingdom are serving increasing number of children from varied cultural and social-linguistic backgrounds in mainstream classrooms. While the population of LMC/EAL will continue to increase, the majority of teachers and those in teacher programs are mainly from a white British background with limited awareness, knowledge and understanding of linguistic needs of LMC/EAL children in mainstream classrooms. Thus, a major challenge for educators is to develop and provide resources that enable teaching such diverse populations to become more effective. The research investigates in particular, how well local authorities and schools can raise standards for all learners in mainstream primary classrooms and examines the ways in which mainstream educational policy and practice has attempted to adapt in recognising that linguistic diversity is the norm rather than the exception in modem British society. The research focuses on what instructional strategies that schools employ in order to provide the best support for language minority children in the classroom in term of the individually focused approaches to learning, closer link between school and home and resources available for schools serving LMC/EAL pupils. The focus of this research is on the experience of staff from 20 primary schools within two local authorities in Merseyside. Questionnaires, semi-structured interviews with the primary schools staff and local authority advisers and government/school policy documents were used as data sources. The results of the study showed that the institution and community (use of first language) play a role in academic achievement of LMC/EAL pupils. The study revealed that teachers within mainstream classrooms recognise the importance of bilingualism, but due to the lack of resources and support, they found it hard to put it into practice. The results indicated that most participants were from a dominant language (English) background, which lack the awareness and experience needed to be effective in multi cultural classrooms. Suggestions are made for improved content delivery and further research including bilingualism as a teaching approach should become a legitimate topic for discussion and further research.
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Chokder, Rafiul Abedin, and Tapia Paulina Vanessa Díaz. "The role of corporate culture in managing cultural diversity - A case study on a German multinational company." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29275.
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Research Aim: Our aim is to understand how multinational companies integrate cultural diversity of employees in their corporate culture. To achieve this objective, we compare the employees’ perception with the company's view on the topic. Design/methodology/approach: A qualitative case study is conducted with three sets of questionnaires. Two sets of questionnaires were designed for the foreign and the local employees. The third set was created for the department of human resource management who represented the company’s view. Analysis is done by comparing the theories with empirical findings of the study. Findings: The findings revealed that corporate culture is inspired by the national culture. By implementing a proper recruiting process, socialization and teamwork, multinational companies can integrate cultural diversity successfully in their corporate culture. Several tools such as offering language courses, announcements in both languages, a welcoming at the new country booklet, mentors, anonymous feedback on cultural issues and sports or cultural outings are proposed to manage cultural diversity. These tools can be used for both the foreign and the local employees. The integration relies on both employees and the companies. However, upper management should support the department of human resources management to find solutions for the integration of a culturally diverse workforce. Practical implications: Contemporary studies propose tools like mentoring programs that are costly and may ignite stereotyping while managing cultural diversity. This study proposes tools that are cost-effective and functional in integrating and managing cultural diversity of employees. Originality/Value: Previous studies do not emphasize the role of corporate culture in integrating cultural diversity of employees. This study focuses on the empirical gap of employees’ perception on the role of corporate culture in integrating cultural diversity. It proposes, that to manage cultural diversity, companies should only focus on the national and corporate culture of the company and not necessarily of the employee’s culture.<br>Syftet: Vårt mål är att förstå hur multinationella företag integrerar kulturellt mångfald i deras företagskultur. För att uppnå detta mål jämför vi medarbetarnas uppfattning med företagets syn i ämnet. Design / metod / tillvägagångssätt: En kvalitativ fallstudie genomförs med tre uppsättningar av frågeformulär. Två av frågeformulären utformades för utländska och lokala anställda. Den tredje uppsättningen skapades för personalavdelningschefen som representerade företagets uppfattning. En analys görs genom att jämföra teorierna med det empiriska resultatet av studien. Resultat: Resultatet visade att företagskulturen är inspirerad av den nationella kulturen. Genom att implementera en organiserad rekryteringsprocess, socialisering och lagarbete, kan multinationella företagen integrera kulturell mångfald framgångsrikt i sin företagskultur. Flera verktyg så som att erbjuda språkkurser, utskick på bägge språken, ett välkomshäfte för det nya landet, mentorer, anonym feedback om kulturella frågor och sport eller kulturutflykter föreslås för att hantera kulturell mångfald. Dessa verktyg kan användas för både utländska och lokala anställda. Integrationen bygger på både de anställda och företaget. Högre befattningar bör dock stödja personalavdelningen för att hitta lösningar för integration av en multikulturell arbetskraft. Praktiska åtgärder: Samtidsstudier som verktyg så som mentorprogram är kostsamma och kan skapa fördomar samtidigt när man vill behandla ämnet. Den här studien föreslår verktyg som är kostnadseffektiva och funktionella för att integrera och hantera kulturella mångfald hos de anställda. Bidrag: Tidigare studier betonar inte företagskulturens roll i att integrera kulturell mångfald hos anställda. Denna studie fokuserar på det empiriska gapet av medarbetarnas uppfattning om företagskulturens roll för att integrera den kulturella mångfalden. Det föreslås, för att hantera kulturell mångfald bör företagen bara fokusera på den nationella kulturen och företagskulturen och inte nödvändigtvis på medarbetarens kultur.
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Kagee, Mogamat Habib. "Teachers’ understanding and managing of religious and cultural diversity in an independent Islamic school." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/19966.
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Thesis (MEdPsych)-- Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: The purpose of this study was to explore teachers‟ understanding of inclusive education within an independent Islamic school. The research was designed to explore the way the values and principles of tolerance and respect for religious and cultural diversity might be accommodated or promoted within an independent Islamic school in South Africa. Such schools are guided by the aims and objectives of Islamic education, as defined at the First World Conference on Muslim Education held in Makkah, Saudi Arabia in 1977. However, such schools are also bound by the aims and objectives of inclusive education, as propagated by the Department of Education, which strives to promote religious and cultural diversity within a democratic society. In this study the views and experiences of nine teachers with regard to inclusivity, cultural and religious tolerance and democratic citizenship were researched. It was argued that teachers and schools represent the earliest opportunity for learners to develop meaningful relationships with and positive attitudes towards others; this enables learners to feel valued and included as citizens within a democratic and diverse society.
This qualitative study was limited to one independent Islamic school in the Western Cape. The data was collected through semi-structured personal and focus group interviews and was analysed within an interpretive paradigm.
The findings were that whilst the participants agreed that access to the school should be open to all learners irrespective of religion, most felt that non-Muslim learners should be taught separately. Though a school environment should promote tolerance and respectful attitudes towards learners from different cultures and backgrounds, the participants supported a school ethos that was founded on Islamic principles. The main recommendation of this study is that the independent Islamic schools should give careful consideration to their role within society if they wish to create a democratic citizenry and promote religious and cultural diversity.<br>AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om onderwysers se begrip van insluitende opvoeding binne ‟n onafhanklike Islamitiese skool te eksploreer. Die navorsing was ontwerp om te eksploreer hoe die waardes en beginsels van verdraagsaamheid en respek vir godsdiens en kulturele diversiteit geakkommodeer en bevorder kan word binne ‟n Islamitiese skool in Suid-Afrika. Hierdie tipe skole volg die doelwitte en doelstellings van Islamitiese opvoeding, soos gedefinieer by die Eerste Wêreld Konferensie oor Moslem Opvoeding in Makkah, Saudi Arabia in 1977. Hierdie skole is wel ook verbonde aan die doelwitte en doelstellings van inklusiewe opvoeding, soos voorgeskryf deur die Onderwysdepartement, wat streef vir die bevordering van godsdiens en kulturele diversiteit binne ‟n demokratiese samelewing. Die meninge en ervarings van nege opvoeders in verband met inklusiwiteit, godsdiens en kulturele verdraagsaamheid en demokratiese burgerskap was ondersoek. Die argument was dat opvoeders en skole verteenwoordig was van die vroegste geleenthede vir leerders om waardevolle verhoudings met positiewe houdings teenoor ander te ontwikkel. Dit stel leerders in staat om waardevol en ingesluit te voel as burgers binne ‟n demokratiese en diverse samelewing.
Hierdie kwalitatiewe studie was afgebaken tot een onafhanklike Islamitiese skool in die Weskaap. Die data was ingesamel deur semi-gestruktureerde persoonlike en fokus groep onderhoude en was geanaliseer binne ‟n interpretatiewe paradigma.
Die uitkomste was dat deelnemers daarmee saamgestem het dat die skool oop moet wees vir alle leerders ongeag van hul godsdiens. Die meerderheid het wel gevoel dat nie-Moslem leerders aparte onderrig moet ontvang; alhoewel ‟n skool ‟n omgewing moet bevorder vir verdraagsaamheid en respekvolle houdings teenoor leerders van verskillende kulture en agtergronde. Die deelnemers het ‟n skool etos ondersteun wat baseer is op Islamitiese beginsels. Die hoof aanbeveling van hierdie studie is dat onafhanklike Islamitiese skole versigtige oorweging moet gee aan hul rol binne ‟n samelewing indien hul ‟n demokratiese burgerskap wil skep en godsdiens en kulturele diversiteit wil bevorder.
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Rich, Kyle. "Bridging Troubled Waters: Examining Culture in the Canadian Red Cross' Swimming and Water Safety Program." Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/24278.
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The Canadian Red Cross (CRC) offers its Swimming and Water Safety Program throughout Canada. The program is delivered by over 35 000 active instructors to over one million participants every year. The research in this thesis is part of a collaborative, interdisciplinary project in partnership with the CRC that examined ways to improve programming for cultural and ethnic minority populations. The thesis is written in the stand alone paper format. The first paper evaluates the program’s content, through a critical whiteness lens, to identify obstacles to offering effective programming to people of diverse cultural and ethnic backgrounds. Based on these findings, I created and piloted a cultural safety training module for program instructors. The second paper then evaluates the effectiveness of this training module to provide recommendations for the CRC to optimize its management of diversity within its organization and aquatics facilities across the country. Collectively, this thesis bridges both understandings of Eurocanadian and whiteness discourses as well as critical whiteness and organizational theories to more holistically understand processes of inclusion, exclusion, accommodation, and the management of diversity in the context of a nation-wide Canadian sport and recreation program.
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Mac, Gabhann Kevin. "Managing ethno-cultural differences in healthcare service delivery in hospital settings : the Irish experience." Phd thesis, Université de Strasbourg, 2012. http://tel.archives-ouvertes.fr/tel-00983562.
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Europe in the 21st century is a continent of cultural and ethnic diversity. Recent enlargement of the European Union to 27 states, constant flows of free trade and the migration of people have resulted in an increasingly diverse Europe. National health systems face the challenge of accommodating the cultural diversity of healthcare providers and service users. The Irish health system is an example of a national health system which has attempted to implement adequate planning and delivery of care and support services, encompassing the needs of minority ethnic communities (MECs) in a new and rapidly changing multicultural Ireland.This research focuses on the challenges of recent multiculturalism in Ireland and describes the Irish health sector's process in the construction of the Whole Organisation Approach (WOA) as the framework for Irish hospitals to respond to the management of diversity and the provision of culturally sensitive healthcare service delivery to members of MECs.The aim of the research is to investigate how six hospitals have implemented the Whole Organisation Approach as recommended in the Irish Health Services Executive's National Intercultural Health Strategy 2007-2012. Research findings indicate to what extent the Irish strategy has been implemented in each hospital and outline factors that promote and impede successful implementation at a hospital level and analyses how each of the three strands, i.e. organisational ethos, workplace environment and service elements necessary to support intercultural training, of the WOA have been implemented across the 6 hospitals.
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Barros, Rayane, and Arbesa Idrizi. "Managing Communication Across Cultures : A qualitative study of leaders' way of communicating with their culturally diverse teams." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95635.
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Globalization has helped to increase the movement of people between countries and has also affected organizations through increased international operations. This mean that companies are also significantly more heterogeneous internally than they have been in previous years with more people from different cultures working together. Sweden is one of the countries where this has become increasingly common in connection with more people coming to the country as refugees and workers with visas. In organizations this means that more demands are put on the leadership to handle cultural differences in work teams. For this reason, we chose to focus this study on researching how leaders in Sweden handle communication with culturally diverse teams and what commitments are made in connection with this.Therefore, a qualitative research process has taken place with an abductive approach to draw parallels between theory and empirical material. The study was based on primary and secondary data through interviews with nine leaders and previous research in the areas of leadership, culture, and communication. The results of data collection and analysis highlight important aspects regarding the challenges of leaders in culturally diverse teams and the commitments made to manage it. Hierarchy was an aspect that was raised which meant differences in communication between leaders and individuals from other cultures. Moreover, this meant expectations for leaders to be more direct in offering answers and instructions, which differs from the leader's culture in maintaining an informal level of leadership style and communication (common to all leaders in the study). Among the recommendations was the use of mixed communication tools, perform follow-ups, and do personal meetings to avoid misunderstandings.For all leaders, understanding and an open mindset were of paramount importance. Be vigilant about what certain behavior or modes of communication may be. Adaptations appear to be made to some extent but more thought about culture in communication and how certain information can be perceived. Of further importance is to keep the leaders' own culture in mind when trying to understand others in communication.
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Reyneke, Jan Harm Thomas. "A model for managing cultural diversity in international joint ventures : the SASOL case / by Jan Harm Thomas Reyneke." Thesis, North-West University, 2006. http://hdl.handle.net/10394/2551.
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Park, Mi Sook. "Managing Competence Development Programs in a Cross-Cultural Organisation : What are the barriers and enablers?" Licentiate thesis, Linköping University, Linköping University, EISLAB - Economic Information Systems, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-7570.
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<p>During the past decade, research on competence development and cross-cultural organisation has been acknowledged both in academic circles and by industrial organisations. Cross-cultural organisations that have emerged through globalisation are a manifestation of the growing economic interdependence among countries. In cross-cultural organisations, competence development has become an essential strategic tool for taking advantage of the synergy effects of globalisation. The objective of this thesis is to examine how competence development programs are conducted and to identify barriers and enablers for the success of such programs, especially in a cross-cultural organisation.</p><p>To identify the processes involved in managing competence development programs in a cross-cultural organisation, a case study method was chosen. A total of 43 interviews and 33 surveys were held with participants, facilitators and managers in competence development programs at four units of IKEA Trading Southeast Asia located in Thailand, Vietnam, Malaysia and Indonesia, respectively. In addition to the observations made on these four competence development programs, a study of the literature in related research areas was conducted. The interviews were held and the survey data collected in 2003 and 2004.</p><p>In the findings, the barriers identified were cultural differences, assumptions, language, and mistrust; the enablers were cultural diversity, motivation, management commitment, and communication. The conclusions are that competence development is a strategic tool for cross-cultural organisations and that it is extremely important to identify barriers to, and enablers of, successful competence development, and to eliminate the barriers and support the enablers right from the early stages of competence development programs.</p><br>Report Code: LIU-TEK-LIC-2006:44
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Öhman, Sofia. "Cultural Impacts on the Managing of Knowledge Sharing Processes : A Qualitative Study of Swedish Banks in Shanghai, China." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-74270.
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The globalization of economies and the technology development have both increased opportunities to businesses as well as challenges. Multicultural workforces and other values in the market compared with the home market lead to complexity in the management control when a business establishes abroad. Individuals’ nationalities impact their behaviors and values and it is the management’s task to coordinate the members’ activities in a way that is beneficial for the company. The banking industry is a knowledge-intensive industry, meaning the employee’s knowledge is the bank’s biggest resource. To create organizational knowledge, it is important that the knowledge is shared within the company. Effective knowledge sharing is hard to accomplish in a multicultural company since it is depending on communication between the employees which can be aggravated by cultural differences. The more distant the involved national cultures are, the harder it will be to achieve intercultural communication. The Swedish culture is very different from the Chinese culture. China’s economy has developed fast since it opened up to the world market in the 70’s. Today, several Swedish companies are established in China. The purpose with this study is to examine how the Chinese culture impacts Swedish knowledge-intensive companies established in China and to increase the understanding on how to overcome the cultural barriers that are affecting the managing of knowledge sharing. Cultural clashes can imply risk to a company if they affect the efficiency of the internal processes and must therefore be avoided. This field study was conducted in Shanghai, China at Swedish banks to see how they worked with the cultural differences. Interviews were made with staff of both Chinese and Nordic heritages to see how the cultural differences impacted their operations. The results showed that there are several cultural clashes that affect effective knowledge sharing processes within the companies. The management tries to implement the Swedish way of working in the branches, but the Chinese culture has a strong impact on the communication channels and it creates confusions and misunderstanding between the Nordic and Chinese employees. Cultural understanding and adjustment to the cultural conditions have been shown from earlier researches to reduce cultural clashes. This study supports those arguments by showing that a higher level of intercultural communication leads to increasing cultural understanding and a quicker adjustment to the organization’s way of working. The study also showed that the national culture’s impact on individual behavior was stronger to individuals that have had less foreign exchanges. The study contributes with suggestions of enlightening cultural differences more by formal meetings to increase the cultural understanding within the companies, as well as intercultural team works over department units should be implemented.<br>Globaliseringen och den tekniska utvecklingen på världsmarknaden har lett till ökade möjligheter för företag likväl som nya utmaningar. Styrningen av företag som expanderat till nya marknader har blivit mer komplex då arbetsstyrkan består av en mängd olika nationaliteter och omgivningen utgår från andra värderingar än hemmarknaden. Individers nationalitet påverkar deras beteenden och värderingar och det är ledningens uppgift att få de anställda att koordinera sina aktiviteter på ett sätt som bäst gynnar företaget. Banksektorn är en kunskapsintensiv industri, vars främsta resurs är de anställdas kunskap. För att skapa en hög kunskapsbas inom företaget är det viktigt att de anställda delar sin kunskap med andra. I ett multikulturellt företag är effektiv kunskapsöverföring svårare att uppnå eftersom kommunikationen mellan anställda påverkas av deras kulturella beteenden och värderingar. Uppdraget blir svårare ju mer de anställdas värderingar skiljer sig från varandra. Den svenska kulturen skiljer sig markant från den kinesiska. Kina är ett land vars ekonomi har fått ett uppsving efter att de öppnade upp gränserna för världsmarknaden på 70-talet. Idag finns det en mängd svenska företag etablerade i Kina. Syftet med examensarbetet är att förklara och öka kunskapen om hur den kinesiska kulturen påverkar svenska företag i Kina som har kunskap som främsta resurs. Kulturella skillnader kan innebära risker för ett företag ifall de påverkar effektiviteten av deras interna processer och kulturella konflikter måste därför undvikas. Examensarbetet utfördes således genom en fältstudie inom svenska banker etablerade i Shanghai, Kina. Intervjuer med personal av både nordiskt och kinesiskt ursprung gjordes för att ta reda på hur kulturella skillnader påverkade och hanterades inom företagen. Resultatet visade att det fanns flera skillnader som utgjorde barriärer för effektiv kunskapsöverföring inom företagen. Ledningen försöker implementera det svenska sättet att arbeta på inom bankerna, men den kinesiska kulturen har ett starkt grepp om hur kommunikationen genomförs och det skapar följaktligen missförstånd mellan nordiska och kinesiska kollegor. Kulturell förståelse och anpassning till kulturella villkor har av tidigare studier visats vara viktigt för att minimera kulturella konflikter. Det här examensarbetet stödjer de argumenten genom att påvisa att en högre mängd av interkulturell kommunikation leder till ökad förståelse för andra kulturers värderingar, vilket i sin tur leder till att de anställda har lättare att anpassa sig till organisationens sätt att arbeta. Studien visade även att påverkan av den kinesiska kulturen var starkare hos individer som hade haft mindre utbyte med nordiska kollegor. Examensarbetet förslår därför att kommunikationen av kulturella skillnader ska synliggöras mer genom formella möten samt att fler interkulturella grupparbeten över divisionsgränserna behöver implementeras för att ge de anställda insikt av kulturella effekter.
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Atikomtrirat, Woraphan, and Tanavut Pongpayaklert. "Managing Diversity in Multinational Organization : Swedish and Thai culture." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-12520.
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This project proposes is focus on having diversity in workforces of different cultures within theglobalized world that we live in. It is not enough to be perceived as effective in a singleorganization or by one nation. Leaders must look to understand how this can create acompetitive advantage and really should have skills that are perceived as effective by manydifferent people, despite cultural differences.The aim of this research is to have a better knowledge of how a leader can be perceived aseffective in a diverse workforce in Swedish and Thai context. And we also would like to knowthe employees’ expectation toward their future manager.To figure out the employees’ expectation, we conduct a questionnaire which was send to ourrespondents in both Thailand and Sweden. We are choosing currently workforce and futureworkforce of both countries to be our respondents. We also interview manager who have beenworked in multinational company about their experience of working in internationalenvironment.
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Al-Junaibi, Talal. "Management of the diverse workforce : job satisfaction among culturally diverse workforce in the United Arab Emirates." Thesis, Northumbria University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342840.
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Zadražilová, Lucie. "Multikulturalita firem v EU." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-76393.
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The topic of the thesis is Multiculturalism of the companies in the European Union as one of the approach of managing cultural diversity. The aim of the thesis is to provide an overview on different approaches to this topic based on different materials already published as well as on good practices used in the companies. The main question of the thesis is: DO the companies on the EU market go toward the model of multicultural organization? The thesis contains of four parts. The first one explains most important terms which are multiculturalism, diversity and diversity management. It also summarizes the brief history of diversity management as well as the importance of managing diversity. It explains also the factors creating the interest of cultural diversity and its management. The second part explains the perspective of the EU. It elaborates recent demographic changes as one of the external factors influencing the attitude toward managing diversity. It explains also the Immigration Policy of the EU in more details. EU legislation focusing on discrimination and equal opportunities is also part of this chapter. The third chapter focuses on diversity from the organizations point of view. It explains the Cox model as one of the theories of dividing companies based on their approach to cultural diversity. It also describes the main techniques used for the transition to multicultural company. The part of this chapter focuses also on multicultural teams and their performance. The last chapter of the thesis describes good practices in managing cultural diversity of the companies on the EU market and the particular tips created by EU to help small and medium enterprises to manager diversity.
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Dinwoodie, David. "Diversity, culture, leadership, performance : a performance-oriented model to leading across differences and managing internationalization processes." Thesis, Aston University, 2011. http://publications.aston.ac.uk/22461/.
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Mayer, Claude-Hélène. "Managing conflict across cultures, values and identities : a case study in the South African automotive industry /." Marburg : Tectum-Verl, 2008. http://eprints.ru.ac.za/1166/.
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Mayer, Claude-Hélène. "Managing conflict across cultures, values and identities: a case study in the South African automotive industry." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002790.
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Over the past fifty years, interest in the field of conflict management and peacekeeping has developed worldwide. During the same time, the potential for trans-ultural) conflict has escalated. This can mainly be attributed to the trend towards globalisation, as well as the growing complexity of societies increasingly experiencing more intercultural encounters or cultural transition situations and work-related or organisational conflicts. Cultural transition situations occur in the South African international automotive industry where the emergence of international co-operation, such as joint ventures (driven by globalisation) and new diversity management trends, have changed the way business is conducted. Due to these changes, employees of diverse origins with different cultures, values and identities work together, experiencing work-related conflicts. The purpose of this study was to assess managerial perspectives on conflict, identity and values, as well as on how (trans-cultural) conflict is managed in a selected international organisation in the South African automotive industry. The contribution of this study is twofold, namely to increase the understanding of the complexities of conflict in organisations; and to provide recommendations for conflict resolution strategies to manage (trans-cultural) conflict constructively by considering the values and identity aspects of those individuals involved. This study comprises a single explanatory case study which made use of qualitative data collection and analysis to investigate managerial perspectives on conflict, identity and values, as well as the management thereof, in the selected international organisation in the South African automotive context. Based on the main findings from this case study, it could be concluded that managers with diverse backgrounds experience work-related conflicts which are related to value and identity concepts in the selected organisation. The conflicts experienced fell into the categories of Communication and Treatment, Position and Competition, Organisation and Race and Gender.An overview of the occurrence frequency of value statements revealed that equality, communication and respect were the most commonly indicated values in conflicts. These value concepts include sub-concepts such as: · for equality: race, gender and human equality; · for communication: open, personal, free, decent, calm and proactive communication; and · for respect: mutual respect for self and others. With regard to value concepts and according to value domains of Schwartz (1994) and Schwartz and Bilsky (1987), the value dimensions of selftranscendence comprised the highest number of value statements. This dimension included the value domains of universalism and benevolence. Conflict in the data material was interlinked with identity. The extracts, based on the key words of the identity factors, demonstrated that the identity factors were related to either a weakening or strengthening effect on identities. Social and identity multiplicity in managers provides creativity spaces and flexibility in cases of strong identity patterns. Particularly with weak identities, the existence of conflict potentials could lead to complex conflicts and challenges in conflict management. Communication was most often mentioned as important to successful conflict resolution management and included examples such as round-table talks, smooth communication, face-to-face communication and room meetings. Communication was followed in frequency by strategies of internal intervention, which included the use of the formal structure of the organisation to resolve conflicts.
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"Managing cultural diversity in information services." Thesis, 2009. http://hdl.handle.net/10210/1856.
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M.Inf.<br>This study was conducted within the context of human resources management. The empirical investigation involved nine provincial library and information services. A questionnaire was sent to nine directors with the purpose of investigating how provincial library services have changed to accommodate needs of diverse human resources. The aims of the research were to explore the perceptions managers have on differences brought by diverse cultural backgrounds, and how they have aligned management practices to suit the changed needs. It was found from the empirical research that most of the managers are aware of the changes that have to take place, but very little has been done to address changes in a constructive, organised manner. Recommendations are made on specific areas that need to be addressed, with a view to efficiently manage employees who come from different cultural backgrounds.
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Kistadoo, Lawrence Philips. "Understanding the role of the principal in managing cultural diversity among educators." Thesis, 2009. http://hdl.handle.net/10539/7325.
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The first democratic elections in South Africa in 1994 gave birth to a ‘new’ nation which
changed every sector of the country. The separate education systems and departments
created under apartheid were dismantled and integrated into a single national education
framework. This meant that people from different races, cultures and backgrounds began
working together in an attempt to bring about a single, unified nation. The new
democratic government introduced legislation such as the South African Schools Act of
1996 (SASA) and the Employment Equity Act of 1998. These acts were to introduce
transformation and ensure that institutions employed an equitable distribution of staff
which reflected the demographics of the community and the nation as a whole. The
issues and challenges arising from this meant that school leaders needed additional skills
in managing a diverse workforce made up of a melting pot of cultures.
This study examines the role of school principals in managing educators in a culturally
diverse school environment. It explores the different leadership styles adopted by
principals. In South Africa schools have become increasingly diverse in terms of race,
language and religion. School principals are therefore faced with huge challenges in
dealing with these differences among their staff. The research focuses on a few of the
areas of contestation in schools whilst acknowledging that diversity involves a wide
range of issues in schools.
This is inevitable when there is a melting pot of cultures, races, languages and religions.
In order to ensure that a high standard of education is maintained in their institutions,
school principals need to understand how people from the diverse cultures present in the
school interact, and how they, as managers and leaders, could achieve integration or
synergy amongst all staff members. An attempt is also made to provide clarity on the
meanings of the concepts of culture and diversity, how it influences an individual, and
also how an understanding of these concepts could affect principals’ leadership and
management styles.
iii
The qualitative research methods that were used involved a small scale case study which
included questionnaires and structured interviews to follow up and probe responses from
the principal and educators of a school in Johannesburg. A school, which reflects
diversity amongst their staff members, was selected for this research. The school
selected had initially been an advantaged, whites-only suburban school. The changes in
demographics in recent years, and the affordability of homes in the southern suburbs of
Johannesburg, gave rise to an increase in the social movement of the black middleclass
into the area around the school. This resulted in an influx of black, coloured and Indian
families from outlying townships and informal settlements, making this community a
prime example of diverse cultures living together. After South Africa’s democratisation
in the mid nineties, recruitment of staff and learners from different race, language and
religious groups began rapidly to increase and be accepted at this school.
The school’s profile is illustrated in the form of graphs (see chapter 5), which shows its
staff composition prior to 1994 and the changes experienced since then. The responses of
the principal and educators have also been analysed with regard to their understanding of
diversity; the integration of staff; the benefits to the school in becoming diverse; and the
role and competencies of the principal in managing a diverse cultural environment. The
research methodology used was interpretive and endeavoured to make sense of the
principal’s management style in managing cultural diversity.
The research was also based on a study of the literature, which attempted to show the
extent to which effective management of cultural diversity by principals was taking
place. The literature review and the research into this area highlight the issues affecting
diverse, multicultural environments as well as some practices and beliefs of the different
cultural groups themselves.
An attempt was also made to find out to what extent schools were successful with
positive racial integration and relations (including language and religion). How the
literature supports or provides alternate views to this case study forms a critical
component of the research. The findings of this research, as demonstrated through the
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case study and corroborated through the literature study, show that a democratic,
participatory and consultative management style by school principals, as opposed to an
autocratic/bureaucratic management style, is crucial in managing staff diversity.
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"Managing cultural diversity: Exploring the role of similarity and difference in social contexts." GEORGETOWN UNIVERSITY, 2009. http://pqdtopen.proquest.com/#viewpdf?dispub=3339915.
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Gebauer, Lisa-Marie. "Managing cultural diversity in cruise ship crews serving a single origin customer segment." Master's thesis, 2020. http://hdl.handle.net/10071/21949.
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The internationalisation of workforce and the consequential multicultural work
settings have been an ongoing trend in both business and research. In the special case of
cruise ship crews, challenges arising from cultural diversity are leveraged by the specific
requirements this confined and regulated setting implies, especially if the cruise operator
serves a single-origin customer segment. Extant knowledge in this regard is scarce although
the issue is critical for this large-scale tourism industry.
This study is set to fill this research gap by qualitatively exploring Human Resource
(HR) perceptions and practices while facing the challenge of intercultural management on
cruise ships serving a single origin customer. For such purpose, the study targeted one single
cruise ship operator, Phoenix Reisen Bonn GmbH, collecting primary data from key-decision
makers entrusted with managing workforce diversity.
In-depth interviews conducted with 13 privileged interlocutors, subjected to content
analysis, show that on-board cultural diversity is acknowledged as a central issue in managing
cruise ships crews and that managers adopt a complex approach to managing this diversity by
incorporating bundled HR practices aligned with a balanced view of competing values. The
bundle of eight best practices comprises clearly structured hierarchies and strictly regulated
framework conditions, transparent communication, comprehensive employee training,
promoting personal and social well-being amongst crew members, giving employees a voice
in front of the top-level management, adjusting conventional structures and procedures to
specific cultural requirements, offering room for crew cultural self-expression in formal ways
that reach beyond the ingroup, and promoting intercultural relationship-building.<br>A internacionalização da força de trabalho tem sido uma tendência, com as
consequentes configurações de trabalho multiculturais a ganhar presença tanto nos negócios
quanto na pesquisa. No caso especial das tripulações de navios de cruzeiro, os desafios
decorrentes da diversidade cultural são potencializados pelos requisitos específicos que esse
ambiente restrito e regulamentado implica, especialmente se a operadora de cruzeiros se
dirige a um segmento de clientes de origem única. O conhecimento existente é escasso,
embora a questão seja crítica para esta indústria de turismo de grande escala.
Este estudo foi criado para preencher essa lacuna de pesquisa, explorando
qualitativamente as perceções e práticas de RH para enfrentar esse desafio. Para tal, o estudo
teve como alvo um único operador de navio de cruzeiro, Phoenix Reisen Bonn GmbH,
recolhendo dados primários de decisores importantes encarregues de gerir essa diversidade.
Entrevistas em profundidade realizadas com 13 interlocutores privilegiados, e
submetidas a análise de conteúdo, mostram que a diversidade cultural a bordo é reconhecida
como uma questão central na gestão das tripulações de navios de cruzeiro, que os gestores
adotam uma abordagem complexa para gerir a diversidade, incorporando uma configuração
de práticas de RH alinhadas com uma visão equilibrada de valores concorrentes. O conjunto
de oito boas práticas compreende hierarquias claramente estruturadas e condições de
enquadramento estritamente regulamentadas, comunicação transparente, formação abrangente
da tripulação, promoção do bem-estar pessoal e social entre os membros da tripulação, dar
voz aos colaboradores face à gestão de topo, ajustar estruturas e procedimentos convencionais
a requisitos culturais específicos, oferecer espaço formal para a autoexpressão cultural da
tripulação que vai além do endogrupo e promover a construção de relacionamentos
interculturais.
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Zheng, Yu. "Leading and managing diversity in a cross-cultural workforce in Chinese investment organisations in KwaZulu-Natal." Thesis, 2011. http://hdl.handle.net/10413/9529.
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At present we are living in a global market economy. As a result, international business and
cooperation between two or more counties is a growing phenomenon. Global business
managers and leaders are challenged to broaden their minds to create new methods of leading
and managing what has become an increasingly diverse and cross-cultural workforce. This
workforce will bring with it both advantages and disadvantages to global organisations. In
general, the global leaders and managers will face the challenge of how to cope with workers
from diverse cultures, whilst at the same time respecting the needs of workers from their own
culture. There is also the problem of dealing not only with the workforce, but also with
partners, competitors and customers from diverse cultural backgrounds. In global organisations
the biggest challenge is how to effectively organize, lead, manage and monitor diversity in a
cross-cultural workforce. More and more leaders and top managers are becoming aware of the
importance of learning about various cultures, different languages, cross-cultural
communication and negotiation skills in a global context.
The global business environment influences the development of Chinese businesses; more
and more Chinese companies are exploring foreign markets, and in recent years many Chinese
investment organisations have invested in and are thriving in the South African market. Most
of these are operating in the clothing or textile companies. Starting up a business in a foreign
country is a difficult task for any manager or leader. They face many barriers including having
to cope with different languages and with differences in culture, politics and social
environments. This is especially true of the situation in South Africa, as South Africa is a richly
multi-cultural country with many cultures and subcultures that observe different religions, that
use different languages and that display different habits. This study will investigate how
Chinese managers and leaders can be led to a better understanding of these differences so that
they can formulate new organisational cultures that maximize their companies’ success in a
global environment.
In these case studies the sample selected will be the Chinese clothing and textile industries
in KwaZulu-Natal (KZN). Although the leaders and managers of Chinese investment
organisations in KZN have attempted to increase their awareness of the local management
culture and have tried to learn more about local political, social and economic structures, they
still have not placed sufficient emphasis on language training and cross-cultural knowledge
acquisition. Despite the fact that they already have basic language, communication and
negotiation skills with which to deal in some measure with a cross-cultural workforce, this
study shows that Chinese managers and leaders have to further improve their understanding
and their communication skills.<br>Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2011.
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Mofamere, Thabo Joseph. "Managing cultural diversity in the South African police service (Gauteng province): the role of a chaplain." Thesis, 2003. http://hdl.handle.net/10500/1178.
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Chapter 1 discusses the research proposal of the study. In this proposal the problem statement was identified and described, for example it is shown how the diverse religious work-force is being managed and ministered to by a traditional chaplain as if it shared a religion similar to that of the chaplain. Further this chapter discusses the research methodology, which clearly indicates the path that would be followed in this research.
Chapter 2 looks at the profile of the South African Police Service (SAPS) in general. It has been shown that the SAPS forms a critical component of the criminal justice system. The objectives, mission and vision of the SAPS has been clearly outlined as aspiring to create a crime free society for all the inhabitants of South Africa. The SAPS would only acquire this vision through executing its tasks within the framework of the Human Rights Act.
Chapter 3 focusses on the historical development of the chaplaincy in the SAPS since its inception during the year 1952 until the democratic dispensation in 1994. The pioneers behind the formation of the chaplains' corps are discussed. Lastly, the appointment procedure, the functions and the characteristics (qualities) of chaplains are looked at.
Chapter 4 considers the various perspectives of culture and cultural particulars as a basic theory of the study. The latter has clearly indicated that people's views and understanding of certain things differ completely. Hence the need for proper cognisance of cultural diversity by the chaplain.
Chapter 5 examines the concept of stress in the context of the SAPS. The stress-inducing factors, the impact of stress on SAPS members as well as the role of the chaplain in the management of stress levels is discussed.
Chapter 6 explores the theology of death and the bereavement process (stages) to be followed generally. The role of the chaplain in this regard is shown.
Chapter 7 is the quantitative investigation, whereby questionnaires elicited the views of both the policemen and women about the Chaplain Service ministry.
Chapter 8 discusses the conclusions of chapters: 4, 5, 6 and 7 and synthesises them into one comprehensive idea. The reason behind this is that this study has to provide a model to be developed, which would better enable the chaplain to function across both cultural and religious lines.<br>Religious Studies and Arabic<br>D.Litt et Phil.(Religious Studies)
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Kraszewska, Diana. "Managing diversity and cultural differences: The case of a multinational company operating in Portugal and Poland on example of company X." Master's thesis, 2013. http://hdl.handle.net/10071/6665.
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Propósito- O presente estudo tem como objectivo expor e medir o impacto da diversidade cultural, bem como outras dimensões da diversidade na Polónia e em Portugal em termos de práticas de Gestão de Recursos Humanos (GRH) numa empresa multinacional, e estimar o grau em que a diversidade e as diferenças culturais são efectivamente compreendidas.
Design/ metodologia/ abordagem- Baseando-se na revisão da literatura, este estudo impõe o modelo conceptual das Cinco Dimensões de Hofstede e o Modelo Holístico da Diversidade de Qualidade Total de Rosado. Estes modelos são examinados através de questionários, entrevistas semi-estruturadas, e da observação directa.
Resultados- Este estudo expõe dificuldades, diferenças e possibilidades relacionadas com a diversidade e com as diferenças culturais na empresa em estudo em Portugal e na Polónia, em termos de práticas de Gestão de Recursos Humanos (GRH), e evidência um insuficiente comprometimento da empresa, na gestão da diversidade e das diferenças culturais.
Limitações da pesquisa/ implicações- Os resultados do estudo podem ser limitados em termos de generalização, por causa do estudo empírico restrito.
Originalidade/ valor- Este estudo identifica factores de sucesso para a gestão da diversidade e das diferenças culturais.<br>Purpose- The purpose of this study is to expose and measure the impact of cultural diversity and other dimensions of diversity in Poland and Portugal in a multinational company Human Resources Management (HRM) practices, and to estimate the degree to which diversity and cultural differences in the company are effectively embraced.
Design/ methodology/ approach- Following the literature review, this study imposes a conceptual model of Hofstede´s Five Dimension and Rosado´s Holistic Model of Total Quality Diversity. Those models are than examined trough questionnaires, semi-structured interviews and direct observation.
Findings- This study exposes difficulties, differences and possibilities concerned with cultural differences and diversity in Poland and Portugal in a multinational company Human Resources Management (HRM) practices, and finds not sufficient effective embracement of diversity and cultural differences in company under analysis.
Research limitations/ implications- The findings of the study may be limited in terms of generalization, because of restricted empirical study.
Originality/ value- This study indentifies success factors in managing diversity and cultural differences.
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Viljoen-Terblanche, Rica Cornelia. "Sustainable organisational transformation through inclusivity." Thesis, 2008. http://hdl.handle.net/10500/726.
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The objective of this multi-perspective qualitative research study was to explore the phenomenon of Inclusivity and to develop a theoretical Inclusivity Framework. Inclusivity is defined by the researcher as a radical transformational methodology with the intent to achieve sustainable results.
A case study, in which an Inclusivity Transformational Strategy was implemented, was introduced to provide context. Six years after initial implementation of this strategy, with the purpose to investigate the sustainability thereof, in-depth interviews with a phenomenological nature were conducted with national leaders (n=4) responsible for the strategy and provincial leaders (n=13) that participated in the interventions. Furthermore, a round table discussion was conducted with the executive team (n=12), and three focus groups were held on regional leader level (n=32) and three on employee level (n=28).
The essence of the phenomenon namely Inclusivity was synthesised through Phenomenology. Emerging theory was built through Grounded Theory principles. Meta-insights were derived through content analysis. Post Intervention Investigation was done in the case organisation. This strategy and the Inclusivity Framework, derived from literature, were adapted and presented as contributors to the theory of Inclusivity.
Positive trends were found in the case organisation, in profitability, retention, compliance to legislation, levels of emotional intelligence of leaders and organisational climate indicators. Six years after the initial stages of the strategy were implemented, evidence of the principles of Inclusivity was still found.
It was derived that Inclusivity leads to higher levels of commitment, trust and engagement. Fundamental to the achievement of success were leadership�s emotional intelligence, and willingness to allow differences. A key finding was that although aligned around strategy, individual styles were allowed to manifest in the case organisation. Creating Inclusivity in one system may however lead to the exclusion of other systems.
It was concluded that Inclusivity as defined by this study is a radical transformational methodology that may result in sustainable transformation.<br>Graduate School of Business Leadership<br>D.B.L.