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Rocché, Domingo Yojcom. "Análise do uso atual do sistema de numeração vigesimal em cinco comunidades Q'Eqchi de Guatemala." Pontifícia Universidade Católica de São Paulo, 2006. https://tede2.pucsp.br/handle/handle/9915.
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Previous issue date: 2006-09-04<br>This investigation was developed to analyze and to understand the form
critically the use of the System of Vigesimal Numeration in five communities of
Cobán of the department of Alta Verapaz, Guatemala; like part of the acquired
commitment with Xch'ool Ixim Institution to elaborate an educational curricular
proposal in agreement to the necessities of the Mayan-Q eqchi population
demand and to respond to my personal restlessness and professional linked with
the ethnomathematic.
The method used in this investigation is ethnographic type, privileging for its
execution and complementaring three techniques: the observation, the
documental analysis and the interview. This method allows working in different
social spaces, and a lot in the family environment as in the communal environment
of each one of the communities; where the 23 fellows that it includes family
parents, teachers and students they transformed in the main collaborators of this
investigation. The theoretical referential used in this investigation takes
contributions of Geertz, McLaren, Coe, Covo, Garces, Hatse and De Cueste, and
D'Ambrosio.
The investigation shows that a relationship exists among the social
practices experienced of the q'eqchi' with the mathematical processes of counting,
calculate and measure; and these are used in different levels and appropriation
that are generally determined and marked by factors that foment and/or
deteriorate the use of the System of Vigesimal Numeration. This system is used
mainly in the family, in the school and in the Mayan ceremonies. With this one can
say; the Vigesimal System is not only important to quantify the material goods, to
solve situation-problems and to conserve the culture but specially to show
spiritually<br>Esta investigação foi desenvolvida para analisar e compreender
criticamente o uso atual do sistema de numeração vigesimal em cinco
comunidades do município de Cobán do departamento (estado) de Alta Verapaz,
Guatemala; como parte do compromisso adquirido com a Instituição Xch ool Ixim
no processo de elaboração de uma proposta curricular de educação conforme as
necessidades e exigências da população maya-q eqchi , e para responder as
minhas aspirações pessoais e profissionais vinculadas com a etnomatemática.
O método usado nesta investigação é de tipo etnográfico, privilegiando
para sua execução e de forma complementaria três técnicas: a observação, a
análise documental e a entrevista. Este método permitiu trabalhar em diferentes
espaços sociais, tanto no âmbito familiar como no âmbito comunitário de cada
uma das comunidades; nas quais os 23 sujeitos que incluem pais de família,
professores e alunos tornaram-se os principais colaboradores desta investigação.
O referente teórico usado nesta investigação considera principalmente as
contribuições de Geertz, McLaren, Coe, Covo, Garces, Hatse e De Cueste, e
D Ambrosio.
A investigação mostra que existe uma relação entre as praticas sociais
vivenciadas pelos q eqchi com os processos matemáticos de contagem, cálculo e
medição; e estes são usados em distintos níveis de profundidade e apropriação,
que geralmente são determinados e marcados por fatores que fomentam e/ou
deterioram o uso do sistema de numeração vigesimal. Este sistema é utilizado
principalmente na família, na escola e nas cerimônias mayas. Com isto se pode
dizer; que o sistema vigesimal não só é importante para quantificar os bens
materiais, resolver situações-problemas e conservar a cultura, mas também para
manifestar-se espiritualmente
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Buchanan, Barbara Sanford 1943. "DESCRIBING CULTURAL DIVERSITY: A COMPARISON OF RESEARCH STRATEGIES." Diss., The University of Arizona, 1987. http://hdl.handle.net/10150/290572.
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This study explored methods of identifying and describing diversity related to cultural data in educational settings using the individual profile of variables as a unit of study more appropriate than the variable when making decisions regarding instruction of small groups of individual students or when designing curriculum. Method. The construct of culture as the organization of diversity as opposed to culture as the replication of uniformity (Wallace, 1961a) was taken as an organizing principle for the study. Two research strategies (a data processing technique and a descriptive conceptualization) which matched the two definitions of diversity, variability in form and distinction in kind, were applied to pre-existing data sets, cognitive style, and goals and values, collected from a single set of 67 subjects in a major city in the American southwest. Results. Central Instance Analysis, the data processing technique that matched the variability in form definition of diversity produced a prototype and groups of increasing difference from the prototype. Unexpected variations in the form of the prototype occurred. Q-Factor Analysis is not recommended for further use as a data processing technique to match the distinction in kind definition of diversity because it places unrealistic restrictions on the very practical data sets educators might want to use. Although there are no specific hypotheses regarding outliers in the study, information about outliers was generated.
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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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Yah, Yiyen Evodia, and Augusta Gbenga. "Do Multinational Corporations incorporate employees’ culture into their Organisational Culture? : Case of Sandvik AB, Sandviken Sweden." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-21173.
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Purpose: This study aims to investigate, if Multinational Corporations incorporate employees’ culture while forming their organisational culture and the impact of cultural integration on the organisation’s business activities. Design/methodology/approach: This is an exploratory research in which qualitative data is used. Interviews were administered to 14 employees at Sandvik AB, Sandviken in Sweden. As for validity and reliability, the data for this work was collected from a real life case (Sandvik) and the interview responses were transcribed and analysed in relation to what other scholars consider together with the ideas of the authors. Findings: This study shows that MNCs incorporate employees’ culture into their organisational culture. Factors of employees’ cultures are present in the organisational culture of Sandvik. Cultural integration as indicated by this study influences job performance, job satisfaction, and give a good image to the organization. It improves team members’ skills and creates aspiration among the employees. Originality/value and contribution: This topic seems to be one of the few studies that investigate if MNCs incorporate employees’ culture into their organisational culture. It therefore fills the theoretical gap in this area of study. The study contributes to the few studies of integrating employees’ culture into an organisational culture and acts as a start-up guide to future studies. Limitation: Only one MNC is used in this study. Ideally, another MNC would have been investigated, so as to know if the present results are recurrent with another case. The study is also limited to only the aspect that deals with the integration of employee’s culture into an organisational culture, and not cultural diversity in its totality. It is of interest for scholars in future studies to examine the topic under review relating to several organisations.
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Moss, Catherine. "Understanding Students' Perceptions of Cultural Diversity." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5106.
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Diversity is a positive aspect of a student's educational experience. Current literature supports the value of diversity, confirming that skills are developed within a diverse learning environment that prepares students to thrive in a competitive global economy. The leadership at University X (UX) had implemented various initiatives to improve diversity, yet the problem addressed in this study was that students perceived differently, citing that diversity growth lacked progress. The goal of this single case study was to bring forth change with a specific intervention created to elevate diversity and a positive campus climate. Maslow's hierarchy of needs was used to explore the perceptions of 8 students regarding diversity progress at UX. Research questions focused on why students perceived little progress had been made toward diversity and how the culture could support diverse students. Face-to-face interviews yielded data analyzed through a descriptive approach, generating findings baring 2 central themes: communication and the existing cultural environment. The resulting project consists of a position paper proposing 2 bold strategies for infusing diversity and inclusion on the campus. Strategy 1 outlines a communication plan designed to facilitate review of UX's guiding documents, along with a regular, ongoing method for communicating to the campus. Strategy 2 proposes the implementation of a university wide cultural sensitivity training for campus membership to heighten cultural awareness. This project contributes to social change by raising knowledge and recognition of cultural diversity that will help perpetuate student persistence, intercultural competency, quality social interactions, a positive racial climate, and well-developed cognitive and leadership skills within the student body.
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Cary, Adelaide Stull. "The Meaning of Dietary Diversity: Cultural Ideals and Food Insecurity in Nicaragua." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1494259342318402.
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Caquet, Irena Kozymka. "The diplomacy of culture : the role of UNESCO in sustaining cultural diversity." Thesis, University of Cambridge, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.607987.
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Abu-Hajiar, Rehab. "Biomedical ethics in cultural diversity : the principle of autonomy in Islamic culture." Thesis, https://doors.doshisha.ac.jp/opac/opac_link/bibid/BB13100527/?lang=0, 2019. https://doors.doshisha.ac.jp/opac/opac_link/bibid/BB13100527/?lang=0.
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This study examines how the concepts of biomedical ethics are considered in Islam and how historical Islamic medical scholars treated the concept of ethics in their practice of medicine. Moreover, this research explores the principle of autonomy in biomedical ethics as a factor in Islamic practice of medicine. The issue of autonomy in medical practice is an important topic of discussion requiring examination of the methods of its adaptation and application in Muslim-majority countries. The value and significance of this topic continues at a global level, involving Muslim communities in Non-Muslim countries experiencing religious and social diversity. The fieldwork of this study was conducted in Turkey, Jordan and Gaza Strip, Palestine, investigating the subject matter with practitioners in health care sectors as well as with leading academics, researchers, non-government organizations and policymakers. The results indicate that the principle of autonomy is not fully implemented in the three countries from an Islamic perspective.<br>博士(グローバル社会研究)<br>Doctor of Philosophy in Global Society Studies<br>同志社大学<br>Doshisha University
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De, Gioia Katey, University of Western Sydney, College of Social and Health Sciences, and School of Applied Social and Human Sciences. "Beyond cultural diversity : exploring micro and macro culture in the early childhood setting." THESIS_CSHS_ASH_De Gioai_K.xml, 2003. http://handle.uws.edu.au:8081/1959.7/795.
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Experiences in the early years of life are increasingly recognised as significant predictors of long-term cognitive and psychosocial behaviour. This thesis focuses on one aspect of early development: the cultural identity of the young child and investigates the influence of continuity of practice between home and the child care centre in this development. The use of child care services for very young children has increased dramatically in the past two decades. For the first time in history there may be more babies aged 0-3 years in care situations than babies who are cared for at home - this impacts upon the child’s micro-culture (individual, unconscious practices guided by beliefs, norms and values) and macro-culture (ritualistic, symbolic behaviour, often conscious which is tied to belonging to an ethnic group). This study investigates the way in which child care centres contribute to the development of micro and macro-cultural identity in very young children. This study was originally designed to increase the knowledge base about the ways in which interactions with children (particularly in relation to sleep and feeding micro-cultural practices) differ between home and child care service and the implications of these differing practices. As the study progressed a new focus was developed and evolved into an analysis of communication processes between parents and staff and the effects of those communication processes. Qualitative methods on non-participant observation, semi-structured interviews and semi-structured questionnaires were used to address the research questions. Recommendations from the study focus on setting level and policy issues. The early childhood sector is called on to redress notions around communication and partnership building with parents<br>Doctor of Philosophy (PhD)
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de, Gioia Kathryn. "Beyond cultural diversity : exploring micro and macro culture in the early childhood setting /." View thesis, 2003. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20060511.142734/index.html.
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Thesis (Ph.D.) -- University of Western Sydney, 2003.<br>"A thesis submitted to the School of Applied Social and Human Sciences, University of Western Sydney in fulfilment of the Doctor of Philosophy". Includes bibliography : leaves 248 - 270.
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Grassilli, Mariagiulia. "Representations of diversity and cultural participation : performances of multiculturalism in Bologna and Barcelona." Thesis, University of Sussex, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.390918.
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Blair, Shana. "Developing 'cultural competance' in clinical psychology : trainee reflections on 'race' and culture training and working with cultural diversity." Thesis, University of East London, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.532636.
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Mental health services have become increasingly familiar with initiatives to develop and ensure culturally-competent,-sensitive, -appropriate practice in order to meet the needs of our multicultural communities. Clinical psychology doctoral training programs have become equally familiar, with 'race', culture and diversity training which represents a significant part of training. This study explored how significant 'race' and culture issues were perceived in practice and how 'race' and culture training has been received, understood and experienced by trainee clinical psychologists. Adopting a mixed methodological approach and making use of a Multicultural Counseling Knowledge and Awareness Scale, this study revealed a varied range of views, beliefs and experiences which facilitated the development of a framework for understanding the 'dimensions' of cultural competence. Several recommendations and implications were made which may be considered useful for a diverse audience, from trainees, training courses, practicing clinical psychologists and their clients.
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Garner, Ben James. "Trade, culture and the new politics of cultural development at UNESCO." Thesis, University of Manchester, 2011. https://www.research.manchester.ac.uk/portal/en/theses/trade-culture-and-the-new-politics-of-cultural-development-at-unesco(f12e638b-a9d4-403b-bc2f-c3a17728e745).html.
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In the late 1990s an attempt got underway to develop a new paradigm for cultural development policy at the United Nations Educational, Scientific and Cultural Organisation (UNESCO). The fruit of these efforts was the adoption of the Convention on the Protection and Promotion of the Diversity of Cultural Expressions, which entered into force in 2007. This binding international treaty has been welcomed for restoring a degree of cultural policy sovereignty to states against some of the pressures of contemporary globalisation, and celebrated for burying some of the political differences between North and South that had pulled UNESCO apart in the 1970s and 1980s. As an instrument with widespread political support the Convention on cultural diversity has also marked something of a landmark event in the more general controversies over the nature of contemporary cultural change and the role of cultural policy in the era of neoliberal globalisation. This thesis is a response to these developments over the last decade, based on a series of studies looking at the processes that led to the formation of the Convention and examining some of the effects of the new framework as they are becoming apparent in the first years following its adoption and entry into force. It looks in particular at the precise points of consensus between North and South that have been found in the new framework of cultural development, examining some of its measures and the way they are coming to feature - or not - in the work of international development agencies, policymakers and cultural industry stakeholders. These observations are developed through two main case studies looking at contemporary attempts at cultural policy reform in China and the Caribbean. The thesis also attempts to offer an alternative perspective to the legal and international relations analyses that have surrounded the Convention and its political controversies so far by approaching them within the framework of social and cultural theory, engaging in particular with recent claims about the transformation of culture into a 'resource' for trade and development in the new global economy. I argue that the new framework tends to conflate cultural rights and recognition with the right of the state to protect and promote activities that it deems worthy of recognition on cultural grounds: this has offered a welcome development to those that have come to have a privileged role to play in the contemporary concern to promote enterprise, production and trade in the knowledge-based economy of content and intellectual property creation, but it has also tended to weaken the position of others whose claims to cultural recognition are inseparable from demands which have little or no protagonism in this framework.
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Acharya, Manju Prava, and University of Lethbridge Faculty of Arts and Science. "Constructing cultural diversity: a study of framing clients and culture in a community health centre." Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Arts and Science, 1996, 1996. http://hdl.handle.net/10133/29.
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Introduction
The clinical community in Western society has long practised medicine as organized by "two dominant principles: 1) the principle of essentialism which states that there is a fixed "natural" border between disease and health, and 2) the principle of specific treatment which states that having revealed a disease, the doctor can, at least in principle, find the one, correct treatment. These principles have served as the
legitimization of the traditional, hierarchical organization of health-care" (Jensen, 1987:19). A main feature of medical practices based on these principles has been to address specific kinds of problems impeding or decaying health. This research is centrally concerned with essentialism and the institutional fixation of problems as two important nodal points of Canada's biomedical value and belief system. More specifically, I hope to show in an organized way how these principles shape staff knowledge of client and culture in a community health centre (CHC) in Lethbridge, Alberta. My analysis is based on four guiding points: 1) that in our polyethnic society health care institutions are massively challenged with actual and perceived
cultural diversity and cross cultural barriers to which their staff feel increasingly obliged to respond with their services; 2) while the client cultural diversity is "real", institutional responses depend primarily on how that diversity is imagined by staff -often as a threat to a health institution's sociocultural world; 3) that problem-specific, medicalized thinking is central in this community health centre, even though its mandate is health promotion and this problem orientation often combines with medical essentialism to reduce
"culturally different" to a set of client labels, some of which are problematic; and 4) while a "lifestyle model" and other models for health promotion are at present widely advocated and are to be found centrally in this institution's (CHC) charter, they have led to little institutional accomodation to cultural diversity.
In this thesis my aim is to present an ethnographic portrait of a community health centre, where emphasis is given to the distinctive formal and informal "formative processess" (Good 1994) of social construction of certain perceived common core challenges facing the Canadian biomedical community today - challenges concerning cultural difference and its incorporation into health care perception and practice. I am particularly interested in institutions subscribing to a "health promotion model" of health care, a term I have borrowed from Ewles and Simnett (1992). Ewles and Simnett descrive the meaning of "health promotion" as earlier defined by WHO (World Health Organization): this perspective is derived from a conception of "health" as the extent to which an individual or group is able, on the on hand, to realise aspirations and satisfy needs; and, on the other hand, to change or cope with the environment. Health is, therefore seen as a resource for everyday life, not the objective of living; it is a positive concept emphasising social and personal resources, as well as physical capacities (Ewles & Simnett, 1992:20) Health is therefore concerned with "a state of complete physical, mental and social wellbeing, and not merely the absence of disease and infirmity" (Ewles and Simnett, 1992:6), I am interested in determing how threats to this defintion prevail in a community health centre's ideology of preventive care, and how that ideology encodes dimensions of diversity. I, however, want to go much further than this by exploring everyday staff discourse and practice, to understand how client cultural diversity is formed and informed by what staff do and say. How, in short,
do individuals based in a health promotion organization socially construct their clients as objects of institutional concern? We need, as Young (1982) suggest, "to examine the social condition of knowledge production" in an institutionalized health care service provision subculture. There are, I believe, also practical reasons for conducting this research. Over the past ten years the Canadian health care system increasingly has had to focus on two potentially contradictory goals: reducing costs, and lessening persistent inequalities in health status among key groups and categories of persons in the Canadian population. Many now argue that one of the most central dimensions of the latter - of perisistent health inequalities in Canada - is ethnocultural. Few would seriously argue, for example, that Canadian First Nation health statistics are anything but appalling. Moreover, radical changes in immigration patterns over the past three decades have greatly increased urban Canadian cultural diversity. Caring "at home" now assumes international dimensions (McAdoo, 1993; Butrin, 1992; Buchignani, 1991; Indra, 1991, 1987; Galanti, 1991; Dobson, 1991; Waxler-Morrison, 1990; Quereshi, 1989). A growing voiced desire to provide more pluralistic health care and health care promotion has become persistently heard throughout the clinical community in Canada (Krepps and Kunimoto, 1994; Masi, 1993). Even so, for many health professionals cultural difference evidently remians either irrelevant or a threat to the established order of things. Applied research on health care institutions undertaken to investigate how better to meet these challenges nevrtheless remains very incomplete and highly concentrated in two broad areas. One of these is structural factors within the institution that limit cross-cultural access (Herzfeld, 1992; Hanson, 1980). Some of these studies have shown the prevalence of a strictly conservative institutional culture that frequently makes frontline agency workers gate-keeprs, who actively (if unconsciously) maintain client-institution stratification (Ervin, 1993; Demain, 1989; Ng, 1987; Murphy, 1987; Foster-Carter, 1987; de Voe 1981). In addition, extensive research has been conducted on disempowered minority groups. This research has examined the frequency, effectiveness and manner with which ethnic and Native groups make use of medical services. Some institutional research on cross-cultral issues shows that under appropriate conditions health professional like nurses have responded effectively to client needs by establishing culturally sensitive hiring and training policies and by restructuring their health care organizations (Terman, 1993; Henderson, 1992; Davis, 1992; Henkle, 1990; Burner, 1990). Though promising, this research remains radically insufficient for learning purposes. In particular, little work has been done on how such institutions come to "think" (Douglas, 1986) about cultural difference, form mandates in response to pressure to better address culturally different populations and work them into the institution's extant sub-cultral ideas and practice (Habarad, 1987; Leininger, 1978), or on how helping instiutions categorize key populations such as "Indians" or "Vietnamese" as being culturally different, or assign to each a suite of institutionally meaningful cultural attributes (as what becomes the institution's working sense of what is, say, "Vietnamese culture"). This is so despite the existence of a long and fruitful ethnographic institutional research tradition, grounded initially in theories of status and role (Frankel, 1988; Taylor, 1970; Parson, 1951), symbolic ineractionism (Goffman, 1967, 1963, 1961), ethnomethodology (Garfinkle, 1975), and organizational subcultures (Douglas, 1992, 1986, 1982; Abegglen & Stalk, 1985; Ohnuki-Tierney, 1984; Teski, 1981; Blumers, 1969). More recent work on anthropological social exchange theory (Barth, 1981), on institutional and societal discipline (Herzfeld, 1992; Foucault, 1984, 1977), on the institution-client interface (Shield, 1988; Schwartzman, 1987, Ashworth, 1977, 1976, 1975), and on framing the client (Hazan, 1994; Denzin, 1992; Howard, 1991; Goffman, 1974). I also hope that this study makes a contribution to the study of health care and diversity in southern Alberta. Small city ethnic relations in Canada have been almost systematically ignored by researchers, and similar research has not been conducted in this part of Alberta. Local diversity is significant: three very large Indian reserves are nearby, and the city itself has a diverse ethnic, linguistic and ethno-religious population. Also, significant province wide restructuring of health care delivery was and is ongoing, offering both the pitfalls and potentials of quick institutional change. Perhaps some of the findings can contribute to making the future system more responsive to diversity than the present one.<br>202 p. ; 29 cm.
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Bradley, Erin Nicole. "Cultural Competence: An Issue For Education." Kent State University Honors College / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1303749360.
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Priest, Walker Heather. "THE INFLUENCE OF CULTURAL DIVERSITY ON INITIAL DECISIONS TO TRUST IN NEWLY FORMING TEAMS: A POLICY CAPTURING APPROACH." Doctoral diss., University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3773.
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This study investigated the impact of diversity on the decision to trust at team formation when no history or prior relationship exists. The study consisted of two phases: 1) a selection phase and 2) a policy capturing phase. The first phase consisted of demographics, propensity to trust, and prejudice scales that were used to select participants for phase 2. The second phase consisted of a full factorial design, policy capturing study which consisted of 64 scenarios which varied the level (i.e., high and low) of 6 variables: cultural diversity, attribution, perceptions of risk, trustworthiness, third party information, and role clarity. The policy capturing study was used to identify the weights given to these variables when deciding whether or not to trust a new team member. Propensity to trust scores and prejudice ratings were used as moderators of the relationships between these 6 variables and the decision to trust. Findings showed that there was a strong moderating affect of the diversity of the simulated team member on the participant's decision to trust. However, there was no direct relationship between diversity and the decision to trust. The weight given to each variable, as well as the interaction of variables, was different based on the diversity of the new team member. Findings suggest that when forming teams, the diversity of new team members will impact what factors individuals consider in deciding to trust that other person. In addition to future research needs, the impact of these results is discussed in terms of both training and selection in teams.<br>Ph.D.<br>Department of Psychology<br>Sciences<br>Psychology PhD
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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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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.
19
Danielsson, Linn. "Leadership in International Projects : A study of the cultural dimension." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43880.
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Today’s pressure of change, innovation and shorter life-cycles have created a projectification in nearly every industry. Especially international projects are more frequently used to meet the global competition. However, it is common that project managers despite impressive track record, fail when posted internationally due to inability to adapt to foreign cultures. Only half of all international projects reach expected results and many of them are not completed at all, which indicates that the complexity of international projects is underestimated. This study aims to explore how cultural differences increase the project complexity and challenge the leadership of the project manager. Furthermore, the project manager’s leadership ability is studied in terms of qualities required to lead international projects and achieving project objectives. Leadership is a well explored area of research but existing theories are foremost based on functional leadership and few on project leadership, fewer still in an international context. General management leadership theories are not applicable on leadership within project management because of the different circumstances since a project is defined as a unique task based on a flexible organization and limited time frame. Additionally, the knowledge of how national culture influences project management is limited and therefore underestimated. Today, global corporations invest billions of dollars in international projects and by gaining understanding of the qualities required to succeed leading international projects, corporations could better utilize resources, decrease costs and improve project outcome. Therefore this study explores both the cultural challenges that arise in international project, what qualities the project manager should possess and whether the human resource department recruits project managers with necessary qualities. This has been done through qualitative dialogues together with a theoretical framework. With this study, I hope to enlighten the reader of the meaning of international projects and how culture must be acknowledged as an influencing factor on project leadership. Furthermore, I hope to trigger reflection of the selection processes of project managers and who is suitable for the role.
20
Snodgrass, Natalie Snodgrass. "Facilitating Diversity: The Designer's Role in Supporting Cultural Representations Through Multi-Script Type Design and Research." Kent State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=kent1543259950281861.
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Malan, Sandra Ruth. "Celebrating cultural diversity : implementing an integrated approach to arts and culture in the intermediate phase of curriculum 2005." Thesis, Stellenbosch : University of Stellenbosch, 2004. http://hdl.handle.net/10019.1/16384.
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Thesis (M.Mus)--University of Stellenbosch, 2004.<br>ENGLISH ABSTRACT: Since its inception, educators across the board in South Africa have struggled
to implement the new curriculum. Initial problems with terminology and
availability of learning materials have been addressed, but still the resistance
to Outcomes Based Education (0BE) and Curriculum 2005 (C2005) continues.
Some of the reasons for the resistance point to feelings of disempowerment
experienced by generalist and specialist educators who now have to teach the
new Learning Area Arts and Culture. This has been attributed to, amongst
others, a lack of training, resulting in feelings of inadequacy, inappropriate
training for large multicultural classes and the lack of teaching resources.
Another reason for the resistance has been described as a resistance to
change. Many educators have found it difficult to make the paradigm shift
from the previous educational system to OBE and C2005.
The aim of the study is to research and explore ways of empowering
educators to teach Arts and Culture. The new educational system is geared to
redressing the imbalances of the past and giving more expression to the
diversity of cultures represented in South African schools. Whereas the
previous system was founded on exclusively Eurocentric ideology, principles
and values, the new system aims at a more inclusive Afrocentric approach.
However, criticisms leveled at C2005 have suggested that it is still basically
Western in terms of values, terminology and methodology. This study is
therefore aimed at investigating a culturally diverse music/arts curriculum,
which draws on the wealth of resources, methods and modes readily
accessible in South Africa. A comprehensive literature review guides the study
towards a greater understanding of how cultural identities are formed out of a
need to belong and how important recognition is to individuals and groups,
particularly in terms of their diverse cultural expressions. Music and the arts
are understood as being vitally important channels for expression of this
diversity. Yet, true to the Afrocentric principle of holism, unity is found in
diversity. As much common ground exists between an integrated approach and an
Afrocentric approach to music/arts education, these principles are explored to
determine whether they can be adapted for use in contemporary South
African classrooms. An integrated project mode, which provides a balance
between the specific knowledge contexts of the various Learning Areas and
collaborative learning aimed at developing the natural links between learning
areas to create a vibrant whole, is suggested. The researcher conducted an
integrated project at her school with the common theme of "District Six" linking
four Learning Areas and their components. Participatory action research using
qualitative methods such as questionnaires were used to determine the
feasibility of an integrated project mode of learning as a means of empowering
educators to teach Arts and Culture. Subsequently recommendations were
made regarding implementation.<br>AFRIKAANSE OPSOMMING: Sedert die instelling van die nuwe kurrikulum in Suid-Afrika het opvoeders
gesukkel om dit te implementeer. Die aanvanklike probleme met terminologie
en die gebrek aan geskikte bronne is aangespreek, maar die weerstand het
nie verminder nie. Van die redes hiervoor verwys na gevoelens van
ontmagtiging onder algemene en gespesialiseerde opvoeders wat die nuwe
leergebied van Kuns en Kultuur moes aanbied. Die weerstand word
toegeskryf aan, onder andere, gevoelens van ontoereikendheid, onvanpaste
opleiding om met groot multi-kulturele klasse te werk en 'n gebrek aan
onderrigbronne. 'n Ander rede is beskryf as teëstand teen verandering. Baie
opvoeders het dit moeilik gevind om die paradigma-skuif te maak vanaf die
vorige stelsel na Uitkoms Gebaseerde Onderwys (UG0) en Kurrikulum 2005
(K2005).
Die doel van die studie is dus om navorsing te doen en ondersoek in te stel na
maniere waarop opvoeders bemagtig kan word om Kuns en Kultuur aan te
bied. Die nuwe opvoedingstelsel is gefokus op regstelling van die
onewewigtighede van die verlede en op 'n groter uitdrukking van die kulturele
diversiteit wat in Suid-Afrikaanse skole verteenwoordig is. Terwyl die vorige
stelsel gebaseer was op 'n Eurosentriese ideologie, beginsels en waardes, is
die nuwe gefokus op 'n Afrosentriese benadering. Tog is daar kritiek teen
Kurrikulum 2005 juis omdat dit nog altyd gebaseer is op Westerse waardes,
terminologie en metodes. Die studie gaan dus oor 'n kurrikulum vir musiek en
die kunste wat inspirasie put uit die rykdom van Suid-Afrikaanse bronne,
metodes en modusse. 'n Omvattende literatuur oorsig voer die studie tot die
begrip dat kulturele identiteit gevorm word uit 'n behoefte om te behoort en
deel te wees, hoe belangrik erkenning van individue en groepe is, veral om
hul diverse kulturele identiteit uit te druk. Eie aan die Afrosenstriese beginsel
van holisme kan eenheid binne diversiteit gevind word.
Omdat daar baie gemeenskaplikheid bestaan tussen 'n geïntegreerde en 'n
Afrosentriese benadering tot musiek/kuns opvoeding, word die beginsels verken om te bepaal of dit aangepas kon word vir gebruik in hedendaagse
Suid- Afrikaanse klaskamers. 'n Geïntegreerde projek-modus word
voorgestel, wat 'n balans skep tussen die spesifieke kontekste van kennis in
verskeie Leerareas en koöperatiewe leer wat daarop gemik is om die
natuurlike skakels tussen die verskillende Leerareas te ontwikkel sodat 'n
groter geheel geskep word. Die navorser het by haar skool 'n geïntegreerde
projek oor Distrik Ses geloods wat vier leergebiede, insluitend hul
komponente, ingetrek het. Deelnemende aksie-navorsing soos vraelyste is
gebruik om die uitvoerbaarheid van die geïntegreerde projek-metode te
bepaal as 'n metode om opvoeders te bemagtig om Kuns en Kultuur by skole
aan te bied. Dit sluit af met voorstelle wat gemaak is in verband met die
implementering van die nuwe Kurrikulum.
22
Ochs, Terry David. "Explicit and implicit culture in the international school : an ethnographic study of cultural diversity and its educational implications." Thesis, University of Southampton, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.276171.
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Onkhaw, Yata, and Natalia Fedorova. "Cross-cultural Comunication in International Organizations." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-159679.
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Problem: While the multinational teams consisting of members from different nationalities,backgrounds and cultures have advantages of diversity in the workplace, the differencesbetween team members can also pose the challenges. Our study focuses on InformationTechnology (IT) project teams in organizations located in Sweden. The rapid growth oftechnology and IT sector, increasing demand in IT professionals, and the knowledge ofwriting universal code allow people to work internationally regardless of citizenship.Therefore, the workforce in the IT sector is rapidly growing and diversifying — it ischaracterized by teams consisting of different nationalities. However, these differences incultures, languages and nationalities can complicate the communication processes betweenthe team members. Therefore, efficient cross-cultural communication within a team isessential for team collaboration and performance. Purpose: The study aims to find the significant issues in the process of adaptation to the newculturally diverse environment faced by immigrant professionals in IT project teams. Thestudy mainly focuses on an individual level, consequently expanding it to a collective level,as the related challenges refer to collaboration among the team members. Method: The study was conducted by interviewing immigrant professionals who have beenworking in IT project teams in the companies, located in Sweden. The participants belong tosix different nationalities and have worked in Sweden for approximately 2-8 years. They areall male aged between 30-33 years old. After the interviews, we can present findings, whichdemonstrate the points of similarity and difference. Conclusion: Technology, which is a significant factor in IT projects, constantly changes, andtherefore, IT project teams that work with innovation require high adaptability to explore newopportunities. That makes effective coordination and communication essential. In theculturally diverse team, managers should manage global mindset and cultural intelligence forindividuals to help team members in adaptation process. Cross-cultural training should beprovided to the migrant professionals in the team to avoid miscommunication based oncultural differences, hence overcoming challenges.
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Eriksson, Erika. "Sustaining future business growth: a qualitative study of diversity management in a Swedish state-owned company." Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-295723.
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Due to large influx of migrants along with a declining rate of native Swedes in working age, corporations are devoting more time and resources for diversity management today. While much attention has been directed towards the gender equality aspect of diversity, less attention has been given to the management of employees with diverse ethnicities and/or nationalities, hence the cultural aspect of diversity. This qualitative case study aims to contribute to the research field on diversity management in Swedish businesses in general but more specifically how the Swedish state-owned company Svevia is working with cultural diversity, identified as a strategic premise in order to assure future business survival. Through semi-structured interviews with employees at all organizational levels, a thorough understanding has been achieved of how Svevia works with diversity management and how the organizational culture allows for cultural diversity to thrive. A range of theoretical perspectives are combined in the for this study established conceptual framework, a framework which has enabled this study to provide an understanding of how an organization as a whole system, and not just fragments of organization, operationalize diversity management. Focus was given to study the processes that underlie the translation towards an intended more diverse workforce and the shape this process takes within the company. The results show that the processes through which information is being transferred within the organization, allowing for a flexibility that enables the company to evolve influenced by society’s constantly shifting demands. Svevia’s management efforts in the area of cultural diversity is not as well developed as that of gender equality. This, in a combination with a rather fragmented organizational culture indicates that there is still room for improvement regarding Svevia’s work with cultural diversity. Svevia, continues to be rather homogenous when it comes to the composition of its workforce, not reflecting the society in which they operate even though measures have been taken. However, if the increased commitment for cultural diversity continues, Svevia will most likely face the growth of diversity in the Swedish labor market, with more ease than companies who do not take measures to improve the organizational culture to become more including and welcoming.
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Akuupa, Michael Uusiku. "The formation of 'national culture' in post- apartheid Namibia: a focus on state sponsored cultural festivals in Kavango region." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3275_1363169299.
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<p>This dissertation investigates colonial and postcolonial practices of cultural representations in Namibia. The state sponsored Annual National Culture Festival in Namibia was studied with a specific focus on the Kavango Region in northeastern Namibia. I was particularly interested in how cultural representations are produced by the nation-state and local people in a post-colonial African context of nation-building and national reconciliation, by bringing visions of cosmopolitanism and modernity into critical dialogue with its colonial past. During the apartheid era, the South African administration encouraged the inhabitants of its &bdquo<br>Native Homelandsâ to engage in &bdquo<br>culturalâ activities aimed at preserving their traditional cultures and fostering a sense of distinct cultural identity among each of Namibiaâs officially recognized &bdquo<br>ethnic groupsâ. This policy was in line with the logic of South African colonial apartheid rule of Namibia, which relied upon the <br>emphasis of ethnic differences, in order to support the idea that the territory was inhabited by a collection of &bdquo<br>tribesâ requiring a central white government to oversee their development. The colonial administration resorted to concepts of &bdquo<br>traditionâ and &bdquo<br>cultural heritageâ in order to construct Africans as members of distinct, bounded communities (&bdquo<br>tribesâ) attached to specific <br>localities or &bdquo<br>homelandsâ. My central argument is that since Namibian independence in 1990, the postcolonial nation-state has placed emphasis on cultural pride in new ways, and on <br>identifying characteristics of &bdquo<br>Namibian-nessâ. This has led to the institution of cultural festivals, which have since 1995 held all over the country with an expressed emphasis on the notion of &bdquo<br>Unity in <br>Diversityâ. These cultural festivals are largely performances and cultural competitions that range from lang-arm dance, and &bdquo<br>traditionalâ dances, displays of &bdquo<br>traditionalâ foodstuffs and dramatized representations. The ethnographic study shows that while the performers represent diversity through dance and other forms of cultural exhibition, the importance of belonging to the nation and a <br>larger constituency is simultaneously highlighted. However, as the study demonstrates, the festivals are also spaces where local populations engage in negotiations with the nation-state and contest regional forms of belonging. The study shows how a practice which was considered to be a &bdquo<br>colonial representationâ of the &bdquo<br>otherâ has been reinvented with new meanings in postcolonial Namibia. The study demonstrates through an analysis of cultural representations such as song, dances and drama that the festival creates a space in which &bdquo<br>social interactionâ takes place between participants, spectators and officials who organize the event as social capital of associational life.</p>
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Wolters, Janneke Marjolein. "The best practices of diversity management." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193438.
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This thesis describes and analyses diversity management and its best practices (with the focus on nationalities and cultures). The central question in this research is: 'what are the essential elements of diversity management to effectively manage diversity within organizations?' Via desk- and field research (interviews and questionnaires) information is obtained to answer this question and other sub questions of the thesis. Nowadays, organizations have to adapt themselves to a rapidly changing environment, both internal and external. Companies have to deal with a continuously evolving labor- and sales market, which is the result of various factors, including the changing demographic composition and globalization. Organizations cannot longer ignore diversity and should take it into account, to ensure that the company will not face any future problems related to recruiting, efficiency, innovation, growth, et cetera. Based on the conducted research, it became clear that implementing diversity management consists out of several stages, namely: 1. Establish diversity council and appoint diversity contact officer who together bear the main diversity responsibilities; 2. Previous diversity initiatives should be visualized; 3. Organizational data must be collected; 4. Diversity strategy and priority areas must be set up (inclusive organizational culture, management support and awareness & commitment); 5. Establish diversity policy (allowance of country-by-country deviations) and 6. Define diversity tools (recruitment, training, mentoring & coaching, career development, linkage diversity & performance, benefits/other factors and partnering with external bodies). During these different stages, it is important to communicate with all employees, since this will create support, awareness and commitment to diversity. After the process has been completed, it is important to monitor and evaluate the diversity vision, policy and tools. Main conclusions that can be drawn from the research are the following: 1. Diversity brings more advantages than disadvantages; 2. Management team diversity is of great importance; 3. Inclusive organizational culture is essential; 4. Diversity management must be integrated and 5. Attractiveness of diversity management should be promoted. In addition, the conducted research made clear that companies should spend more time and energy to diversity management and they should really focus on their 'ability to execute', since this will bring many advantages and will avoid future problems.
27
Ma, Shuangjie, and Stellah Njeru. "The impact of culture (individualism and collectivism) on identified multicultural group work challenges : A study at Linnaeus University." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53419.
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This paper aims to measure the kinds of challenges faced by multicultural studentgroups and the influence of culture (individualism and collectivism) on student'sperception of importance on each of the challenges discovered. A 19-item questionnairewas completed by students (N = 234) from different faculties including natural andsocial sciences at Linnaeus University, students were from 47 countries. Challenges inmulticultural groups were measured using a Likert scale (from 1 to 5) that assessedmember participation, communication, group processes and group member compositionand analysed by exploratory factor analysis. To examine the differences in perception ofimportance of the challenges discovered between individualists and collectivists basedon Hofstede's culture framework, t-tests and Mann-Whitney test were conducted. Theresults suggested three main kinds of challenges: culture related challenges, genericgroup work challenges and membership resemblance. Membership resemblance was theonly kind of challenge that significantly differed between individualists and collectivists.Further discussions explaining the results and implementation of this study werepresented.
28
Ting, Chia-Wei. "Taiwanese Preschool Teachers' Awareness of Cultural Diversity of New Immigrant Children: Implications for Practice." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc9915/.
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This study investigated Taiwanese preschool teachers' awareness of cultural diversity of new immigrant children and how this awareness influences their educational practices. In particular, this study focused on the cultural awareness of preschool teachers who work with young Taiwanese children whose mothers are immigrants from Southeast Asia. This study used quantitative and qualitative methods. One hundred seventy-two Taiwanese preschool teachers from the different geographic areas of Taiwan participated in the study. Data were collected through the use of the Cultural Diversity Awareness Inventory (CDAI) survey and participant interviews. Research results of the study revealed: (a) most Taiwanese preschool teachers had an awareness of cultural diversity, but their perceptions of how to create a multicultural environment need to be improved; (b) Taiwanese preschool teachers' personal experiences with children from different cultures were more associated with their cultural awareness than their ages and educational levels; (c) Geographic location was the factor affecting preschool teachers' awareness of cultural diversity and educational practices. This study is informative to the understanding of Taiwanese preschool teachers' awareness of cultural diversity and the implications of this awareness for classroom practice. In addition, multicultural perspectives of the Taiwan society toward immigrant families and children can benefit from the findings of this study. Future research should include the cultural needs of new immigrant children and the implementation of practices for educating new immigrant children.
29
Lee, Shu-Yir. "Impact of cultural factors on transnational teams: Diversity, adaptation, communication quality, and trust." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3284.
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The present research proposes a general model of Transnational Teams (TNTs) to investigate how value placed on cultural diversity, cultural adaptation, communication quality, and trust affect the performance of TNTs and their interaction to each other. TNTs contribute to decisions about a firm's total portfolio of transnational interests, global brands and products, organizational configuration, and global sourcing strategy. Qualitative and quantitative methods are applied in this study of thirty members of TNTs from diverse teams. Based on the qualitative and quantitative analysis, relationships between theory and practice are examined. The analysis shows that there is a strong relationship between trust and performance of TNTs.
30
Patterson, Seilosa W. "Cultural matching and the psychotherapeutic relationship a dissertation submitted in partial fulfilment of the requirements for the degree of Master of Health Science, Auckland University of Technology, 2003." Full thesis. Abstract, 2003.
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SILVA, Claudia Cezar da. "GESTÃO DA CULTURA NA UNIVERSIDADE: O NÚCLEO DE ARTE E CULTURA DA UNIVERSIDADE METODISTA DE SÃO PAULO." Universidade Metodista de Sao Paulo, 2016. http://tede.metodista.br/jspui/handle/tede/1572.
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Previous issue date: 2016-04-14<br>This dissertation results from an autobiographical reflection, based on the researcher ´s recovery of memories and experiences during the life-work journey while managing the Center for Art and Culture (NAC) of the Methodist University of São Paulo (UMESP ), since its inception in 2005. Understanding the process of creation, formation and inclusion of NAC at UMESP, as well as the exercise of cultural management in this university space were goals of this research, which highlights the dialogue between education and culture, mediated by art, from the insertion of artistic and cultural activities focused on respect for differences and appreciation of human and cultural diversity. What is the role of the cultural action within a university? How these actions can add to the process of educational training? What were the challenges involved the construction and establishment of the Center for Art and Culture at UMESP? These were generating issues for the development of this work, which used an (auto) biographical methodology. In the narrative, the researcher sought to revisit and reframe, with a view to producing knowledge, memories and stories that contributed to the construction of her own identity and that boosted her integration in the management of culture at UMESP, legitimizing and firming the Center for Art and Culture´s action, over its 10 years of existence. In reflecting on this practice, it became clear that working with the subjectivities is the great challenge of managing culture, as well as the construction of collaborative processes, in the perspective of "cause" and not "doing for" is the way to strengthening and deepening the actions.<br>Essa dissertação resulta de um processo de reflexão autobiográfica, com base no resgate de memórias e vivências do percurso de vida-trabalho da pesquisadora, a partir da experiência na gestão do Núcleo de Arte e Cultura (NAC) da Universidade Metodista de São Paulo (UMESP), desde a sua criação, em 2005. Compreender o processo de criação, constituição e inserção do NAC na UMESP, como também o exercício da gestão cultural nesse espaço universitário, foram objetivos dessa pesquisa, que destaca o diálogo entre Educação e Cultura, mediado pela Arte, a partir da inserção de ações artístico-culturais focadas no respeito às diferenças e na valorização da diversidade humana e cultural.
Qual o papel da ação cultural dentro de uma universidade? Como essas ações podem somar com o processo de formação educacional? Que desafios envolveram a construção e constituição do Núcleo de Arte e Cultura da UMESP? Essas são questões geradoras do desenvolvimento desse trabalho, no qual é utilizada a abordagem (auto)biográfica como metodologia de pesquisa. Na narrativa propiciada por essa abordagem, a pesquisadora procurou revisitar e ressignificar, numa perspectiva de produção de conhecimento, memórias e histórias que contribuíram para a construção da sua própria identidade e que alavancaram sua inserção na gestão da Cultura na UMESP, legitimando e firmando a atuação do Núcleo de Arte e Cultura, ao longo dos seus 10 anos de existência. Ao refletir sobre essa práxis, evidenciou-se que trabalhar com as subjetividades é o grande desafio da gestão da Cultura, como também a construção de processos colaborativos, na perspectiva do “fazer com” e não do “fazer para” é o caminho para o fortalecimento e enraizamento das ações.
32
Brown, Edward Clifton. "Developing the laity of the Skokie Valley Baptist Church of Wilmette, Illinois to embrace the value of cultural diversity." Online full text .pdf document, available to Fuller patrons only, 2000. http://www.tren.com.
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Bouwer, Renette. "A critical study of models implemented by selected South African university choirs to accommodate cultural diversity." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/2783.
Full textAbstract:
Thesis (MMus (Music))--University of Stellenbosch, 2009.<br>The goal of this study is to explore three different models that three
selected university choirs chose to accommodate diversity: two choirs with
different identities existing independently alongside each other on one
campus (model A), one choir, implementing diversity (model B) and one
choir with a Eurocentric character (model C).
Each university was treated separately, collecting qualitative data to
provide historical insight into the choir, to determine profiles of the relevant
conductor(s) and choristers and to determine the management body’s
views regarding the role of the choir(s) within the institution. Information on
repertoire indicates preference for musical styles, favouring an African or
Western perspective or showing measures of cultural adaptability.
Data was collected from choristers, conductors, organisers and university
representatives by questionnaires and personal interviews as well as
historical data in the form of concert programmes of the selected university
choirs.
The research findings indicated that the three universities concerned
chose to handle their cultural diversities in completely different ways,
resulting in creating unique choral identities which are evident in aspects
such as repertoire, choristers’ experience and the support from the
institution.
34
OTUATA, Althea Michelle. "Cultural Competence of Public Health Nurses Who Care for Diverse Populations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6800.
Full textAbstract:
Despite advances in health, science, and technology, U.S. healthcare lags in providing access to care and quality care to racial and ethnic minorities. Cultural competence has been noted as a strategy to improve access and quality. The purpose of this project was to assess public health nurses' cultural competence before and after participating in cultural competence informational modules. Two conceptual models were used in this project for theoretical guidance: Leininger's cultural care diversity and universality theory and Campinha-Bacote's process of cultural competence. To assess the nurses' cultural competence, the Cultural Competence Self-Assessment Checklist questionnaire was e-mailed to 57 public health nurses at a local health department. Survey participants remained anonymous. Data were collected on demographics. A paired t test was conducted to compare the statistical significance of the results. A quantitative software tool was used to analyze the data. Study results showed a confidence interval of 95% at p = 0.15, indicating that cultural competence informational modules made a significant difference between the pretest and the posttest of the Cultural Competence Self-Assessment Checklist. Thus, cultural competence informational modules make a difference in public health nurses' awareness, knowledge, and skills, which can enhance their ability to provide culturally competent care to racial and ethnic minorities. The implications of this project for social change include supporting health care professionals' ability to promote and implement cultural competence practices for all populations to decrease health disparities
35
Behnken, Kenneth W. "Ministry in the midst of cultural diversity an experiment in preparing congregations for sharing ministry and facilities with another culture group /." Theological Research Exchange Network (TREN), 1997. http://www.tren.com.
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Larsson, Adam, and Simon Schiehle. "The Effects of Diversity on Multinational Organisations : An exploratory case study investigating the cross-cultural management and organisational culture of IKEA." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123498.
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Nowadays, multinational organisations face the challenge of managing a diverse workforce. The role of diversity has become increasingly important in a world that is influenced by the outcomes of globalisation. Organisations operate worldwide and therefore recruit their employees from all around the world, which leads to diverse workforces. It is essential for an organisation to be aware of differences within the workforce and to manage diversity actively in order to benefit from its positive potential. The purpose of this study is to analyse the impact diversity has on organisations such as IKEA. Especially how the everyday business life is affected by diversity and if the positive or negative aspects prevail. Further, it is investigated how cross-cultural management can be used as a managerial tool to influence and adjust diversity in a certain way. The organisational culture of an organisation was identified as the third important cornerstone in that relation. The researchers presumed a correlation between those three phenomena. The aforementioned assumptions led to the construction of the following research questions for this study: What impact does diversity have on an organisation such as IKEA? and How does cross-cultural management influence outcomes of diversity and what role does organisational culture play in that context? To answer these research questions, an exploratory study was carried out. An abductive approach was chosen that allowed for adding new theories throughout the research process. The data was collected through nine semi-structured interviews with experienced IKEA managers. Additionally, scientific articles and books were used as support to develop theoretical and practical contributions to the fields of diversity, cross-cultural management and organisational culture. The study revealed that diversity has a large impact on organisations such as IKEA. Furthermore, a correlation between diversity, cross-cultural management and organisational culture was identified. The findings led to the conclusion that diversity within an organisation creates the need for cross-cultural management. Organisational culture, in that context, builds a foundation for values and perceptions that are shared by the workforce. Therefore, a strong organisational culture helps to utilize the positive aspects of having a diverse workforce. In the case of IKEA, successful organisational socialisation and institutionalisation function as tools for preserving institutional memory, in terms of values and ethical business behaviour.
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Munsch, Mathieu. "English as a Lingua Franca in Europe : How is Cultural Diversity Expressed in the Common Tongue?" Thesis, Uppsala universitet, Teologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-232456.
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This thesis argues against the claim of linguistic and cultural homogenization widely believed to be induced by the spread of English worldwide by looking at how native and non-native speakers alike re-appropriate the perceived model of 'Standard English' to fit the frames of their own culture and to express their own identity. The hypothesis that this thesis builds on is that the language each of us speaks reflects one's own individual background, the communities that one belongs to, and the identity that one wants to convey. As English is assimilated by the people of the world, their cultural diversity is re-expressed through the common language. By looking at the ways in which English is used in a multicultural setting and at the speakers' attitudes towards it, this paper makes a claim for an alternative to the current educational paradigm in refocusing English teaching on its potential for intercultural communication rather than on specific knowledge of Anglo-American cultures. In order to identify the cultural factors that are involved in the production of one's speech in English as a lingua franca situations, the Vienna-Oxford International Corpus of English (VOICE) – a collection of naturally occurring spoken interactions in English – will be used. Close attention will be paid to the communicative strategies that the participants use, to the way their identities are expressed in their speech, to instances of code-switching or to neologisms that they may use, and to the ways in which they accommodate each other whenever communication is not clear.
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Elton, Juanita S. "An Exploratory Study of Cultural Competence: Examining Cross Cultural Adaptability in Peace Officers." University of Akron / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=akron1364914071.
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Alexandersson, Elin, and Rasha Matlak. "Cultural Differences in Fashion Magazines : Targeting Vogue." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12715.
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The purpose of this study is to examine how different cultures within clothing and fashion are featured in the magazine Vogues fashion reportages. The aim is to enlighten editors with infashion media of these cultural differences in order to increase diversity. To pursue the purpose of the study a qualitative approach was chosen where photographs were used as the data that later on was studied through an image analysis. The study looks at six different editions of the fashion magazine Vogue, which indicates a chosen research design as multiple case studies. The six Vogue editions are: US, Japan, Paris, Arabia, India and Brazil, in which clothes, color and context have been analyzed in each editions reportages. The editions Vogue US, Vogue Japan, Vogue Paris, Vogue Arabia, Vogue India and Vogue Brazil reportages wa sanalyzed and compared, and distinct cultural differences was seen in terms of color, cultural clothing and fashion contexts. While Vogue US, Vogue Japan and Vogue Brazil had a widerange in diversity regarding models with different appearance, which were light-skinned anddark-skinned, Vogue Arabia, Vogue India and Vogue Paris had not. Vogue Arabia, Vogue India, Vogue US and Vogue Japan were however diverse in the cultural clothing, where clothes that was shown in the reportages was a mix of different cultural clothes. The researchers therefore found Vogue US and Vogue Japan the most diverse.
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Pamplona, Agamenon Alves. "REFLEXÕES PARA SE PENSAR AS DIFERENÇAS: A EXPERIÊNCIA DE UMA ESCOLA PÚBLICA MUNICIPAL." Pontifícia Universidade Católica de Goiás, 2009. http://localhost:8080/tede/handle/tede/2319.
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Previous issue date: 2009-06-24<br>We start from the assumption that education is non-material cultural
heritage, and in our research, diversity in basic education scenario was inserted,
aiming at collecting evidence about whether or not cultural diversity of our students
is being fully valued , not forgetting to contemplate University, aiming at
distinguishing whether or not it prepares educators for teaching, interacting with
differences.
As a support for the hypotheses, we searched in specialized literature
how colonization, hybridization, and cultural diversity in Brazil was processed, from
16th 21st century , we also reflected on different concepts of education, culture,
multiculturalism, and cultural heritage in Brazil, and lastly, cultural diversity in
schools-the empirical basis of our study.
It is important to note that this research was conducted in a public
municipal school in Goiânia and that the population involved was composed of
teachers, students, and staff from the educational unit Ernestina Lina Marra
Municipal School.<br>Partimos do pressuposto de que a educação é patrimônio cultural
imaterial, e na nossa pesquisa foi inserida a diversidade no cenário da educação
básica, objetivando colher comprovações sobre a diversidade cultural dos nossos
alunos não é plenamente valorizada não deixando de contemplar a Universidade,
visando discernir se ela prepara ou não prepara os profissionais da educação para
exercer a docência, interagindo com as diferenças.
Como respaldo às proposições, passamos a averiguar por meio da
literatura especializada, como se processou a colonização, a hibridação e a
diversidade cultural no Brasil, do século XVI ao século XXI, assim como, refletir
sobre as diferentes concepções de educação, cultura, multiculturalismo e patrimônio
cultural no Brasil e, por último, a diversidade cultural na escola - base empírica do
nosso propósito de estudo.
Convém ressaltarmos que a pesquisa ocorreu numa escola pública
municipal de Goiânia e que os sujeitos envolvidos foram os professores, os alunos e
os funcionários da unidade educacional Escola Municipal Ernestina Lina Marra.
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Mazzoni, Alexandre Vasconcelos. "\"Eu vim do mesmo lugar que eles\": relações entre experiências pessoais e uma educação física multiculturalmente orientada." Universidade de São Paulo, 2013. http://www.teses.usp.br/teses/disponiveis/48/48134/tde-03122013-130727/.
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Na atualidade, a sociedade, a escola e seus sujeitos estão diante das diversas e complexas questões impostas pela crise dos grandes modelos sociais fornecedores de sentido, sejam eles científicos, políticos, religiosos ou educacionais. Some-se a isso, o impacto da globalização que colaborou para estremecer e aumentar a diversidade cultural, causando o surgimento de novas identidades marcadas pela fragmentação. O presente estudo se fundamenta nas análises dos diversos aspectos da globalização e sua influência no meio escolar, das teorias pós-críticas que fornecem elementos para análise desse momento e do entendimento da importância da centralidade da cultura nos tempos pós-modernos, bem como o processo de constituição identitária. Em tal cenário, realizou-se uma pesquisa com o objetivo de conhecer quais elementos possam ter contribuído para a constituição de uma docência da Educação Física atenta à diversidade cultural. Como procedimento metodológico, optou-se pela pesquisa pedagógica qualitativa, devido ao seu compromisso com a ampliação, construção e interpretação das lógicas que influenciam as ações educacionais e a identidade docente. O material resultante da realização de entrevistas semiestruturadas foi confrontado com os campos teóricos dos Estudos Culturais e do multiculturalismo crítico. Partindo da análise das concepções de professores da rede pública, que colocam em ação o currículo multicultural da Educação Física, inferiram-se as possíveis relações entre a experiência pessoal, o olhar para a contemporaneidade e a atuação pedagógica. A partir das análises, podemos inferir que os elementos que contribuíram para a constituição de uma docência da Educação Física, atenta à diversidade cultural, podem ter sido gerados por uma trajetória de vida marcada pelo enfrentamento de situações socialmente adversas e pela adesão às práticas corporais produzidas pelos grupos minoritários. Talvez tenha sido esse o mote que os levou a aderir a uma proposta de ensino questionadora das formas de poder que exaltam o patrimônio cultural corporal hegemônico e discriminam o repertório dos grupos minoritários.<br>Currently, the society, the school and their subjects are facing several complex issues imposed by the crisis occurring within the big social models which are the suppliers of meanings, being either scientifical, political, religious or educational. On top of it there is the impact of the globalization that contributed to shake and enhance the cultural diversity causing the emergence of new identities marked by fragmentation. The present study is based on the analysis of the various aspects of globalization and its influence on the school environment, on the post-critical theories which provide the elements for the analysis of such a situation and on the analysis of the understanding of how important centrality is in the post-modern era, as well as in the process of building identities. In such a scenario a research was performed aiming to konw which are the elements that must have contributed to build a Physical Education teaching practice that is concerned with the cultural diversity.As to the metodology, the pedagogical qualitative research was chosen due to its compromise with the enhancement, construction and interpretation of the logic that influence the educational practices and the identity of the teacher. The material obtained from the semi-structred interviews was compared to the theories of the Cultural Studies and of the Critical Multiculturalism. From the analysis of the conceptions of the teachers of the Public Schools, who put into action the multicultural syllabus of the Physical Education teaching, were derived the possible relationships among the personal experience, the regard to the contemporaneity and the pedagogical practice. From the many analysis we could derive which are the elements that contributed to creating a teaching practice in Physical Education, which are concerned with the cultural diversity, and may have been generated by a life trajectory marked by socially difficult situations and by adhering to bodily practices created by minority groups. Perhaps that was the reason why they adhered to a teaching proposal that challenges the power that praises the hegemonic cultural and bodily heritage and discrimates against the repertoire of the minority groups.
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Martínez, Arconada Elvira, and Andrea Soupeaux. "Leadership revisited through Cultural Intelligence : The development of a key competence in professional context." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53158.
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During the last years, due to the globalization markets become more and more involved in an international level. Cultural diversity in the workplace is something common nowadays, it involves countless benefits for the companies and the other professional contexts. While simultaneously, it involves conflicts and misunderstandings therefore it is more and more required to get people able to deal with different cultures. The main purpose of our Thesis is to study the process through which an individual becomes able to deal and work with different cultures. In other words, we pretend to discover how someone can become culturally intelligent. This thesis has been conducted using the Grounded Theory method. By analyzing the data we have collected throughout eight interviews from different culturally intelligent people and the data we have obtained by reading literature, we came with the idea that the process for becoming culturally intelligent is composed by three elements: the first one is related with the individual, the second one is related with the interaction of the individual within a multicultural group and the third one is related with the benefits and disadvantages that emerged while someone is working with different cultures.
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Dement, Betty Antoinette. "Empowering Cultural Competency in Healthcare Providers." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10822211.
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<p> Racial and ethnic health disparities are highest in communities of color; providing culturally competent care could address these disparities. Culturally competent communication between the healthcare provider and the patient is an essential behavior that may improve health in racially and ethnically diverse women. A quality improvement project was completed with guidance from the 5 constructs of the Campinha-Bacote model as the conceptual framework, and the method used was the Consumer Assessment of Healthcare Providers and Systems survey. The perspective of 20 Mexican American and 20 African American women in El Paso, Texas between ages 45 and 72 with menopausal symptoms was surveyed to determine if culture had an impact on the presence or absence of communication with their healthcare providers. Results showed women’s perceptions of positive and negative communication behaviors with their healthcare providers was inconclusive; however, results showed that provider communication about health promotions, use of alternative medicine, and shared-decision making regarding health management needs improvement to promote adherence to medical regimen and feelings of mutual respect. Integrating cultural competence into existing evidence-based care can positively impact the delivery of services and help improve the quality of care. Healthcare providers can impact positive social change through the lessening of burdens associated with the lack of diversity in the workforce by including cultural competence training into the curriculum of nursing and medical schools.</p><p>
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Fennsjö, Lisa, and Marie Larsson. "Upplevda orsaker till lågt antal anställda med utländsk bakgrund : En kvalitativ undersökning." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35478.
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Uppsatsens syfte var att undersöka de anställdas upplevda orsaker till lågt antal medarbetare med utländsk bakgrund på företaget BYGGET. Företaget är ett av Sveriges större byggföretag och för säkerställandet av anonymitet har de i uppsatsen fått det fiktiva namnet BYGGET. Informationsbrevet skickades ut till ett målinriktat urval av medarbetare med chefspositioner i den lokala verksamheten där slutligen sju (n=7) personer valde att delta. Insamlandet av data gjordes med hjälp av semistrukturerade intervjuer och via en tematisk analys framkom tre huvudsakliga teman med tillhörande underkategorier, vilka ligger till grund för uppsatsens resultatdel. Resultatet visade att företagskultur och utbildning ansågs vara de grundläggande upplevda orsakerna till varför det är ett lågt antal anställda med utländsk bakgrund. Vidare framkom även temat kvotering, som diskuterades i sammanhanget om förändring och hur detta skulle kunna ske. För vidare utveckling av mångfalden på arbetsplatsen måste dels den traditionella påverkan av facket minskas samt att utländska utbildningar på ett enklare sätt måste kunna kvalitetssäkras för att de ska kunna anses valida på svenska byggplatser.<br>The purpose of this study was to investigate the employees’ experienced reasons of why there are so few workers with other ethnic backgrounds in the organization BYGGET. The organization is one of the largest construction firms in Sweden and to ensure the company’s anonymity they have been given the fictitious name BYGGET. An information letter was sent to a targeted selection of managers within the local office and seven (n=7) people agreed to participate in the study. Data was collected with semi structured interviews which were then analyzed with a thematic method. The analysis revealed three main themes with associated subcategories, which became the foundation of the study’s final results. The results showed that organizational culture and education were the experienced reasons of why there were so few employees with other ethnic background. Further the results showed that quotation also was a theme that was discussed in the event of change and how that could happen. To increase the diversity in the organization the company must decrease the traditional influence of the trade union. Also it must be easier to ensure the quality of educations from other countries so that they will be valid for Swedish construction jobs.
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Nicholls, Tanja. "Emotion lexicon in the Sepedi, Xitsonga and Tshivenda language groups in South Africa : the impact of culture on emotion / T. Nicholls." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2141.
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Hienz, Nadine, and Lukas Engelhart. "Management of a Cross Cultural Workforce : Case Study at Luleå Tekniska Universitet." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-70577.
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Nowadays, organizations have to deal more and more with cultural diversity concerning their workforce due to globalization. The challenge for these organizations is to manage the cross cultural workforce in an effective way. Therefore, they have to have skills and the necessary knowledge in order to conduct cross cultural management. For this reason, the purpose of this study was to investigate how a cross cultural workforce could be managed effectively. In order to get insights into what differences exist between employees of different cultures, what kind of problems can arise out of these differences and how these problems can be overcome through cross cultural management, a qualitative research approach in form of a case study was conducted. Hereby, interviews with three managers including two head of departments were conducted. These interviews have used the frame of reference as foundation including well-known theories like Hofstede, Inglehart, the eight value orientations, McGregor and some other theories. The statements of the interviews were evaluated and analyzed in order to find answers to the research questions stated in the thesis. The findings of this study show that the management team at LTU is not necessarily focusing on cross cultural differences as the impact is less negative than expected. However, conflicts that still arise do not really seem to have bad consequences at LTU. Therefore, these conflicts can be fixed relatively easy by applying the most important variables connected to encountering cross cultural challenges in the frame of reference. These are: human skills, good communication, creating unity, respect, empathy, body language as well as harnessing differences. Especially the personal attitude as well as the human skills of managers and employees play an essential role.
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Li, Yan Ting. "Seeking the balance between trade liberalization and cultural diversity in the framework of WTO and UNESCO :some suggestions to China." Thesis, University of Macau, 2012. http://umaclib3.umac.mo/record=b2580115.
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Malheiros, Patrícia Silveira. "A Questão da unidade e da diversidade nas obras de Bronislaw Malinowski e Clifford Geertz /." Marília : [s.n.], 2004. http://hdl.handle.net/11449/88807.
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Orientador: Christina de Rezende Rubim<br>Banca: Regina Coeli Machado e Silva<br>Banca: Claude Lépine<br>Resumo: A antropologia, enquanto ciência do homem, sempre se defrontou com o paradoxo da unidade biológica do homem frente à diversidade cultural. A dissertação aborda esta importante questão: como definir um objeto, o "Homem", se em toda parte o que se encontram são "homens"? Qual a especificidade e a singularidade do homem como objeto de estudos frente à pluralidade cultural? Não é uma questão fácil, nem tão pouco resolvida pela antropologia, o dilema perpassa o pensamento de diversos autores, e não apenas em obras antropológica, mas também filosóficas e psicológicas. Especificamente a questão é tratada aqui a partir do pensamento de dois expressivos antropólogos, Malinowski, com formação inicial em ciências exatas, que produziu sua obra na primeira metade do século XX e Geertz, que se graduou em filosofia e inglês e produziu sua obra na segunda metade do século XX. São considerados alguns aspectos da vida e da obra de ambos os autores, procurando evidenciar a importância do momento histórico em que viveram e das influências teóricas que receberam. Percebe-se a partir daí que a problemática toma rumos diversos, pois enquanto Malinowski argumenta que a cultura surge para atender a necessidades biológicas e derivadas e nos fala em uma natureza humana entendida em termos biológicos, Geertz entende que o homem é um artefato cultural em um duplo sentido, a cultura interferiu no processo evolutivo da nossa espécie e ela se constitui de um conjunto de mecanismos de controle que governa o comportamento e dá sentido à existência humana.<br>Abstract: The anthropology, as a manþs science, has always faced the paradox of biological unity of man in front of cultural diversity. The dissertation approaches this important question: how to define an object, the "Man", if in everywhere what we find are "men"? Which is the specificity and singularity of man as object of studies in front of cultural plurality? It is not an easy question, neither solved by anthropology, the dilemma goes through several authorsþ thought, and not only in anthropological, but also philosophical and psychological works. The question here is specifically treated from the thought of two expressive anthropologists, Malinowski, with initial formation in exact science, producing his work in the first half of 20th century and Geertz, graduated in philosophy and english, producing his work in the second half of 20th century. Some aspects of life and work of both authors are considered, bringing to evidence the importance of historical moment in which they lived and theoretical influences received. It is perceived from this that the problem takes several ways, because as Malinowski argues that the culture arises to attend biological and derived needs and tells us about a human nature comprehended in biological terms, Geertz understands that the man is a cultural artefact in a double way: the culture has interfered in the evolutive process of our species and it is constituted of a group of control mechanisms that guides the behavior and gives sense to the human existence.<br>Mestre
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Vieira, Mariella Pitombo. "Reinventando sentidos para a cultura: uma leitura do papel normativo da Unesco através da análise da convenção para a promoção e a proteção para a diversidade das expressões culturais." Programa de Pós- Graduação em Ciências Sociais da UFBA, 2009. http://www.repositorio.ufba.br/ri/handle/ri/10467.
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Previous issue date: 2009<br>A esfera cultural vem se tornando uma instância protagonista de legitimação e visibilidade das práticas sociais na contemporaneidade. Sua ascensão é fruto de um concurso de fatores possibilitados por um contexto sócio-histórico no qual temas relativos às questões de identidade e diferença ganham visibilidade acentuada. Parte-se aqui da hipótese de que instituições como a Unesco vem contribuindo para elevar o tema da cultura a uma pauta importante para a agenda política internacional. O objetivo dessa tese foi o de investigar o papel Unesco enquanto narradora de categorias de compreensão social (acerca da noção de cultura e seus imediatos corolários, a exemplo da idéia de diversidade cultural) que acabam por orientar práticas e saberes dos agentes implicados na esfera cultural. Optou-se por tomar os bastidores da elaboração da Convenção da Unesco sobre a Promoção e a Proteção da Diversidade das Expressões Culturais como caminho empírico para ilustrar a problemática eleita pela pesquisa. Amparando-se no modelo analítico das configurações do sociólogo Norbert Elias, buscou-se mapear a complexa trama de interdependências que se forjou em torno da formulação do referido tratado de modo a compreender as vicissitudes do processo (identificação de atores sociais, lutas por definição de sentido, enfim, as disputas de poder inerentes ao processo) que resultaram na cosmologia presente no texto da convenção.<br>Salvador
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Guindo, Salah. "Action publique et valorisation de la culture." Thesis, Perpignan, 2015. http://www.theses.fr/2015PERP0022.
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L’Etat africain n’a, depuis les indépendances, jamais manqué de qualificatifs. Tantôt qualifié de « mou », tantôt de « dictatorial », d’état « ventre » ou encore d’Etat « acculturé » ou « déculturé ». Face aux échecs de l’action publique en Afrique, au développement d’une « culture d’apathie » chez les populations, comment mettre en lien cette action publique et les enjeux de la valorisation de la culture ? De quels instruments axiologiques et juridiques disposons-nous aujourd’hui pour réconcilier les politiques publiques en Afrique avec leurs bénéficiaires et ce faisant, donner à ces derniers les « capabilités » leur permettant de choisir et de construire leurs voies propres ? Tels sont les principaux questionnements de cette thèse qui rassemble les outils internationaux à la lumière du cadre malien. La thèse utilise une approche interdisciplinaire des droits fondamentaux et place la valorisation de la culture comme une exigence pour l’Etat. Elle propose une approche transversale de la culture dans la conception et la mise en oeuvre de l’action publique afin de construire de « vraies » démocraties<br>The African State, since the independences hasn’t ever been short of qualifiers. Sometimes it has been qualified of « soft », sometimes of « dictatorial » of state « stomach », of State « acculturéd » or « déculturized ». Facing the failures of the public action in Africa, the development of an « apathy culture » in the populations, how can we tie in this public action to the differents issues (polical, economic and social) of culture valorization ? Which axiological and legal tools do we have at our disposal today to help reconcile the public policies in Africa with their beneficiaries, there by give them the "capabilités" allowing them to choose and to construct their own ways ? Such are the main questionnements of this thesis that gathers the international tools for the purpose of the Malian case’s study. The thesis uses an interdisciplinary approach of the fundamental rights and set culture valorization as a state’s requirement . It proposes a transversal integration of culture in the conception and the implementation of public policy to construct an « true » democracies