Dissertationen: „Cultural change“

1

Beltramini, Sara <1995&gt. „Cultural organizations and cultural change: two cases compared“. Master's Degree Thesis, Università Ca' Foscari Venezia, 2019. http://hdl.handle.net/10579/15809.

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Organizational culture represents an important factor which characterize every type of enterprises. Understanding how internal culture origins and changes, helps in explaining how new rules and routines are adopted within the organization. Cultural enterprises are flourishing because of being an important resource in driving innovation and digitalization. Among all the cultural enterprises, a significant contribution on Italian economy is given by public museums. Public museums have been recently reformed, and this implied the arrival of new directors, selected with an international call. New museum directors must deal now with increased autonomy: they have to administrate their organization and budgets, following some financial and fiscal constraints. These new directors are now becoming “cultural entrepreneurs”. The focus of this thesis is to investigate how the organizational culture of two important public museums (the Pinacoteca di Brera in Milan and the Gallerie dell’Accademia di Venezia) have changed after this transformation.

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2

Garcia-Lorenzo, Luica. „Cultural transitions : organisational change and its impact in culture“. Thesis, London School of Economics and Political Science (University of London), 2001. http://etheses.lse.ac.uk/120/.

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This thesis explores, from a cultural perspective, the organisational change process resulting from a string of take-overs within Blazehard, a tyre manufacturing company in Spain. It looks at the effects of these changes in the way people reconstruct the organisation and their role as its employees through the stories they share. The first part of the thesis elaborates on the uses of culture as a conceptual tool for observing organisations and, especially, on the need to account for the complementary processes of continuity and change in social experience. The thesis proposes historical recollections, as cultural manifestations, as a vehicle that reproduces and challenges a cultural order through their reproduction and generation within that order. They articulate a space where the new and the uncertain can be made safe through their integration into the traditional and the known, thereby providing possibilities for permanence and security as well as for innovation. The research combines different methods of data gathering - interviews, documents and group discussions - and of analysis - narratives and discourses to facilitate the exploration of both the commonalties and the diverse interests and perspectives existing among Blazehard employees. The exploration of the stories shows how they compose a collectively reproduced narrative that guides -and therefore constrains- employees' historical recollections. This referential narrative is the vehicle through which people reproduce but also challenge their cultural order in the organisation. As such, storytelling is presented as the constant process of reformulation that opens possibilities for individual development within the cultural constraints that the organisation imposes on its members. The results suggest when people try to make sense of a change situation both turn to their own experiential resources and use the symbols that their cultural environment provides. It is in the tension between the two, that the conditions of fluidity and ambiguity required for a cultural transition can be created.

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3

Visanich, Valerie. „Generational differences and cultural change“. Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/10876.

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Young people are arguably facing complex life situations in their transition into adulthood and navigating their life trajectories in a highly individualised way. For youth in post-compulsory education, their training years have been extended, their years of dependency have increased and they have greater individual choice compared to previous youth generations. This study develops an understanding of the process of individualisation applied to youth in late modernity and explores it in relation to the neo-liberal climate. It compares the life situation of this youth generation with youth in the early 1960s, brought up with more predefined traditional conditions, cemented in traditional social structures. The processes that led to generational changes in the experiences of youth in the last forty-five years are examined, linked to structural transformations that influence subjective experiences. Specifically, the shifts of the conditions of youth in post-compulsory education are studied in relations to socio-economic, technological and cultural changes. This study discusses the Western Anglo-American model of changes in youths life experiences and examines how it (mis)fits in a more conservative Catholic Mediterranean setting. The research investigates conditions in Malta, an ex-colonial small island Mediterranean state, whose peculiarities include its delayed economic development compared to the Western setting. The core of the research comprises of primary data collection using in-depth, ethnographical interviews, with two generations of youth in different socio-historical context; those who experienced their youth in the early 1960s and youth in the late 2000s. This study concludes that the concept of individualisation does indeed illuminate the experiences of youth in late modernity especially when compared to the experiences of youth forty-five years ago. However the concept of individualisation is applied in a glocalised manner in line with the peculiarities of Malta that has lagged behind mainstream developments in Western Europe and still retained traditional features. Building on the individualisation concept, I use an empirically grounded concept of compromised choices to describe the increase in the bargaining of choice happening at different fronts in the life experiences of youth, especially in the life biography of women, choices in education and the job market and choices in consumption.

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4

Akehurst, Jessica Marie. „Culture, cultural discontinuity and the need for change : understanding Canadian and Chinese cultures of learning“. Thesis, University of British Columbia, 2012. http://hdl.handle.net/2429/40274.

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The purpose of this thesis is to examine sources of potential cultural discontinuity between Chinese students and Canadian teachers at an International school in China. Cultural discontinuity is a school-based process whereby culturally-based learning preferences and practices of students are discontinued at school (Ogbu, 1995). Since curriculum and classroom practices at International Schools are rooted in mainstream Western cultural values and worldviews, this dominant ideology may result in the discontinuance of cultural, value-based learning behaviours by Chinese students. This thesis delineates some of the issues that illustrate the incongruence between primary culture (home-based values) and secondary culture (school-based cultural values) and the implications for teaching and learning in British Columbian Offshore Schools. Conceptions of teaching and learning, the value and use of questioning, the issues of silence and plagiarism, and the role of the teacher and students are examined.

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5

Coupland, Gary. „Prehistoric cultural change at Kitselas Canyon“. Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/27059.

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This study investigates the prehistoric transition from egalitarian to ranked social structure at Kitselas Canyon, Skeena River, British Columbia. It contributes to archaeological theory by developing and testing a model of the evolution of cultural complexity. A culture historical contribution is also made in the development of a prehistoric local sequence for Kitselas Canyon. The theoretical model argues that cultural change at Kitselas Canyon occurred as a deviation amplifying process. Beginning with an initial condition of environmentally limited access to the critical salmon resource, the cultural response was to impose further access restriction by placing control of the resource in the hands of fewer and fewer individuals. An important stage in this process is the formation of corporate groups, initially organized along egalitarian lines. It is argued that ranked corporate groups emerged from egalitarian corporate groups, not as a response to subsistence-related stress, but rather as a means of consolidating control over the most productive resource locations. This model is tested against archaeological data from Kitselas Canyon. The historic period is described to elucidate the ethnographic model, which represents the comparative base for the study of prehistoric social change. Data from the Paul Mason Site at Kitselas Canyon is presented. Three cultural components at this site are identified through multivariate quantitative analysis. These results are then integrated with the existing sequence from the nearby Gitaus site to establish a five-phase prehistoric cultural sequence for Kitselas Canyon. This constitutes the temporal framework for the investigation of prehistoric social change. Social change is investigated in terms of a series of variables - residential permanency, storage, population aggregation, household variability, and status goods. Much of the investigation focusses on the Paul Mason Phase, dated at ca. 3000 B.P. This phase represents the development of salmon intensification, residential permanency, large-scale storage, and substantial population aggregation. However, there is no evidence of ascribed status differentiation, as seen historically among the Skeena River groups. This pattern is attributable to the formation of egalitarian corporate groups. This study demonstrates the importance of egalitarian corporate groups in the evolution of Northwest Coast society. Identification of such a group at Kitselas Canyon during the Paul Mason Phase supports the proposition that social ranking evolved as a deviation amplifying process with respect to resource access.
Arts, Faculty of
Anthropology, Department of
Graduate

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6

Ilyukhina, Oxana, und Anna Stathopoulou. „Cultural effect on the change management“. Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Informatik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-45088.

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AbstractChange is incorporated in our personal and professional lives and there is no argument about that. In today’s era of constant technological and economical evolution, businesses are forced to adapt to the new circumstances by leveraging efficiency, decreasing time of adaptability in order to gain competitive advantage and survive. For this reason, the change management field’s role is considered to be crucial for all organizations in all industries. The change management process obtains multiple components among others, communication, leadership and resistance to be the most significant but at the same time the most challenging and problematic. It is widely recognized that organizational culture does play a substantial role in the overall change management process, however culture is being defined by another attribute too; nationality. Thus, the purpose of this thesis is to investigate which cultural factors influence and challenge change management. Furthermore, this research intends to investigate how masculinity versus femininity as a dimension in Hofstede’s cultural framework is reflected in the change management process.In order to address there two research questions, a qualitative multiple case study took place by obtaining data from two international companies operating in Sweden and Greece. The results of this research indicated that national culture has an impact on the change management process throughout multiple dimensions of Hofstede’s cultural framework. Last but not least, masculinity versus femininity appeared throughout all the examined change management processes. Participation and inclusion are concepts substantial for the feminine cultures whereas competition and individual benefits for the masculine ones. All these concepts for each culture should be taken into account in order to reduce change resistance and enhance the leadership efficiency. Overall, companies should take into consideration the national characteristics of the country they operate when forming strategies and applying processes in order to work an efficient and beneficial way for their employees.

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7

Graham, Barbara. „Changing cultures, changing teachers, a study of structural and cultural change“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ37707.pdf.

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8

Aaltio-Marjosola, Iiris. „Cultural change in a business enterprise : studying a major organizational change and its impact on culture /“. Helsinki : Helsinki School of Economics and Business Administration, 1991. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=005951583&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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9

Jeffries, Fiona Margaret. „Health promotion and Hutterite cultural change, individual and group change processes“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq21912.pdf.

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10

Fahy, Anna Louise. „Borderland Chinese community identity and cultural change /“. online access from Digital Dissertation Consortium, 2006. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?1439475.

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11

Craig, David Latch. „Artifice and wear : cultural meaning and change“. Thesis, Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/36206.

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12

Puchan, Heike. „Adventure sport, media and social/cultural change“. Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/19359.

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The turn of the millennium has heralded an explosion in the popularity of adventure sports often also referred to as alternative lifestyle sports or extreme sports. These are offering both new avenues and potential challenges to the traditional ways of conceptualising and practicing sport. This thesis analyses the development of adventure sports, in particular climbing and kayaking, as a subculture. It delivers a socio-economic history of climbing, analyses the role of the media in its development, its participation and its lived experience. Further it investigates the impact of globalisation, commercialisation and consumerism on adventure sports, and considers to what extent they are being brought into the mainstream as a result. The economic impact of participation in adventure sports is reviewed along with a study of how the make up of its participants has changed as the activities have become more accessible. Particular focus is placed on the analysis of the gender order, specifically looking at the experiences of women in adventure sports. For this purpose the sports culture found in climbing and kayaking is examined and the implications for the reconstruction of gender relations are considered. This study employs an ethnographic approach including both semi-structured and structured interviews with both adventure sports experts and participants, document and media analysis, participant observation and the more recent nethnography approach. One of the significant contributions of this thesis has been to provide a comprehensive review and analysis of the social, cultural and media environment of arguably one of the most popular lifestyle sports in the UK. It has also shown the strong interrelationship that exists between the media and adventure sports, and has demonstrated how the increased commercialisation and commodification of the activity has resulted in economic development particularly in some remoter parts of the UK through the packaging and provision of the climbing experience. At the same time some participants see this is ‘selling out’. This research has demonstrated how women’s participation in adventure sports has been subject to marginalisation, sexualisation and trivialisation similar to other mainstream sports. However, this work has also highlighted that there is room for optimism as new discourses of femininity contrary to the traditional male hegemony are emerging. Further research opportunities have been identified concerning issues of ethnicity and participation; the social, cultural and economic relationships between adventure sportspeople and rural communities. Emerging feminist discourses also warrant further investigation.

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13

Grant, Laurence (Laurence Edward) Carleton University Dissertation Anthropology. „Museum policy, museum practices and cultural change“. Ottawa, 1991.

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14

Fellner, Robert O. „Cultural change and the Epipalaeolithic of Palestine /“. Oxford : Tempus reparatum, 1995. http://catalogue.bnf.fr/ark:/12148/cb357980002.

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15

Yeranossian, Tzovinar. „Changing Countries, Changing Cultures : A Qualitative Study of Cultural Change After Migration“. Thesis, Uppsala universitet, Sociologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-322920.

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In a time of globalization and multiculturalism, the discourses on migration and social issues have become increasingly focused on culture. Although cultural changes are considered an important part of integration processes, there is uncertainty about what these changes actually are, and how they come about. The purpose of this study is to examine how migrants define and experience culture and cultural changes, and how they construct these changes. Starting from an elaborated version of Ann Swidler’s concept of culture as a toolkit, and through interviews with 19 people who have migrated to Sweden, the study shows that people experience culture as permeating all aspects of their life, intimately linked to their social lives. They also actively use culture as a tool to negotiate between cultural preservation, and integration into a new society. In the process of cultural changes, culture is both the subject of change, and the method for their construction.

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16

Frübing, Judith. „The third generation of Indians in Britain : cultural identity and cultural change“. Master's thesis, Universität Potsdam, 2008. http://opus.kobv.de/ubp/volltexte/2010/4266/.

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Over the last decades Britain´s ethnic minorities have successfully established themselves in a multicultural society. In particular, Indian – Hindu communities generally improved their social and economic situation. In this context, the third generation of British Indians is now growing up. In contrast to the previous generation of the Indian diaspora, these children grow up in an established ethnic community, which learned to retain its religion, traditions and culture in a foreign environment. At the same time, these children are part of the multicultural British society. Based on the academic discussion about the second generation of immigrated ethnic communities, when the youth often suffered from cultural differences, racism and discrimination and therefore rejected aspects of their culture of origin, this paper assumes that the loss of the culture of origin further increases in the third generation. This thesis follows the main theories about the connection between generation and integration. It is believed that the preference of western culture influences the personal, ethnic and cultural identity of young people. This leads to the rejection of traditional bonds. Before introducing this thesis various theoretical concepts are discussed which are inevitable for the comprehension of the diasporic situation in which British Indian youngsters grow up. As part of the worldwide Asian Indian diaspora Indian families in Britain maintain manifold links to Indian communities in various countries. Particularly, the link to India plays a decisive role; the subcontinent is referred to as an abstract homeland, especially by the first generation. While the grandparents strongly adhere to their Indian culture and Hindu religion, the second generation already generated cultural change. In this process various cultural values of the Indian ethnic community have been questioned and modified. Further, the second generation pushed the integration into the British society by giving up the dependence on the ethnic network. This paper is based on a hybrid and fluent definition of culture. This definition also applies to the underlying understanding of identity and ethnicity. Due to migration, cultural contact and the multilocality of the diaspora, diasporic and post-diasporic identities and cultures are characterized by hybridity, heterogeneity, fragmentation and flexibility. Particularly, in the younger generation – though dependent on a number of social and structural factors - cultural change and mixture happen; in this process new ethnicities and identities evolve. In the second and third part of this paper the thesis of loss of culture of origin is refuted on the basis of findings from empirical research. British - Indian youngsters in London have been questioned for the study. Half of the youngsters are related to a sampradaya, a Hindu sect. This enables the author to compare youngsters who do not belong to a particular religious group with those who are included into a religious and / or ethnic community through a sampradaya. The analysis of the findings which are based on qualitative and quantitative social research shows that the young people have great interest in their culture of origin and that they aim to maintain this culture in the diaspora. They identify as Indian and are proud of their cultural differences. In this, they differ from the second generation. In contrast to the generation of their grandparents the Indian identity of the third generation is not based on nostalgic memories. They confirm and emphasize their postdiasporic difference in a western multicultural society. The findings from the survey hereby exceed the thesis from Hansen’s theory about the rediscovery of the culture of origin in the third generation. The comparison of both groups shows that in the context of the differentiation of postmodern and postcolonial communities also ethnic groups become increasingly differentiated. Therefore, the Indian heritage and culture does not play the same role for every young British Indian.
In den letzten Jahrzehnten haben sich Großbritanniens Minoritäten zunehmend in einer multikulturellen Gesellschaft etabliert. Insbesondere die indisch-hinduistischen Gruppen haben dabei ihre soziale und ökonomische Situation größtenteils verbessert. So wächst nunmehr die dritte Generation von Indern in Großbritannien heran. Im Gegensatz zu den vorhergehenden Generationen der indischen Diaspora wachsen diese Kinder in einer etablierten ethnischen Gemeinschaft auf, die es gelernt hat ihre Religion, Tradition und Kultur in der fremden Umgebung zu erhalten. Gleichzeitig sind sie Teil der multikulturellen britischen Gesellschaft. Ausgehend von der Diskussion der Literatur über die zweite Generation in immigrierten ethnischen Gemeinschaften, deren Jugendliche oft unter den kulturellen Gegensätzen, Rassismus und Diskriminierung litten und daher verschiedene Aspekte ihrer Herkunftskultur ablehnten, geht diese Arbeit von der These aus, dass sich der Verlust der Herkunftskultur in der dritten Generation verstärkt. Diese Annahme folgt gängigen Theorien über den Zusammenhang zwischen Generation und Integration. Dabei wird weiterhin angenommen, dass sich die Präferenz der westlichen Kultur auch auf die persönliche, ethnische und kulturelle Identität der Jugendlichen auswirkt, was zu einer Abkehr von traditionellen Bindungen führt. Hinleitend auf diese These werden zunächst verschiedene theoretische Konzepte diskutiert, die für das Verständnis der diasporischen Situation, in der britisch-indische Jugendliche aufwachsen, unumgänglich sind. Als eine der Größten umspannt die indische Diaspora die Welt. Dies bedeutet, dass Familien vielfältige Verknüpfungen zu indischen Gemeinden in verschiedenen Ländern unterhalten. Insbesondere aber die Verbindung nach Indien spielt eine herausragende Rolle, als dass der Subkontinent in vielen Familien als abstrakte Heimatreferenz erhalten bleibt, die besonders von der ersten Generation konserviert wird. Während die Großeltern stark an der indischen Kultur und hinduistischen Religion festhalten, bewirkte bereits die zweite Generation einen kulturellen Wandel. Dabei wurden verschiedene kulturelle Werte der ethnischen Gemeinde in Frage gestellt und modifiziert. Weiterhin trieb die zweite Generation die Integration in die britische Gesellschaft voran, indem sie die Abhängigkeit von einem ethnischen Netzwerk aufgab. In der vorliegenden Arbeit wird von einem hybriden und nicht-statischen Kulturbegriff ausgegangen. Diese Definition trifft auch für das Identitäts- und Ethnizitätsverständnis zu, von denen in dem vorliegenden Text ausgegangen wird. Aufgrund von Migration, Kulturkontakt und der Multilokalität der Diaspora sind diasporische und postdiasporische Identitäten und Kulturen geprägt von Hybridität, Heterogenität, Fragmentierung und Flexibilität. Besonders in den jüngeren Generationen kommt es abhängig von verschiedenen sozialen und strukturellen Faktoren zu kulturellem Wandel und Vermischung, wobei neue Ethnizitäten und Identitäten entstehen. Im zweiten und dritten Teil wird die These des Verlustes der Herkunftskultur auf Grundlage empirischer Forschungsergebnisse widerlegt. Dafür wurden indisch-stämmige Jugendliche in London untersucht. Etwa die Hälfte der Jugendlichen ist an eine sampradaya, eine hinduistische Sekte, gebunden. Dies ermöglicht einen Vergleich zwischen nicht religiös-gebundenen Jugendlichen und solchen die über eine sampradaya in eine ethnische und / oder religiöse Gemeinde eingebunden sind. Die Analyse der auf qualitativer und quantitativer Sozialforschung basierenden Ergebnisse kommt zu dem Ergebnis, dass die Jugendlichen ein sehr großes Interesse an ihrer Herkunftskultur und deren Erhalt in der Diaspora haben. Sie fühlen sich als Inder und sind stolz auf ihre kulturelle Differenz. Darin unterscheiden sie sich von der zweiten Generation. Im Gegensatz zur Generation ihrer Großeltern, basiert die indische Identität der dritten Generation jedoch nicht auf nostalgischen Erinnerungen. Sie betonen und bestätigen ihre postdiasporische Andersheit in einer westlich multikulturellen Gesellschaft. Die Ergebnisse der Untersuchung gehen dabei über die These von Hansens Theorie über die Wiederentdeckung der Herkunftskultur in der dritten Generation hinaus. Durch den Vergleich der unterschiedlichen Gruppen wird deutlich, dass es im Rahmen der Ausdifferenzierung postmoderner und postkolonialer Gesellschaften auch zu einer Ausdifferenzierung der ethnischen Gruppe kommt. Die indische Herkunft und Kultur spielt daher nicht für jeden jungen British Inder die gleiche Rolle.

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17

Zimmerman, Paul. „Cultural Tradition and Cultural Change in Postcommunist Poland| A Secondary Data Analysis“. Thesis, Grand Canyon University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3617584.

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Nations sharing similar historical, linguistic, and social backgrounds tend to cluster around the same cultural values systems. However, changing socioenvironmental conditions drive cultural values systems to change over time. This study compared changing cultural values in Poland in the postcommunist era with values in the Czech Republic and Slovenia, using factorial ANOVA of published data from the European Values Survey and World Values Survey. The hypotheses were: (a) cultural values in Poland have moved from traditionalist values toward secularism; (b) Poland's rate of cultural values movement was more moderate than either the Czech Republic or Slovenia; and (c) the higher degree of religiousness in Poland mirrored the slower rate of movement toward secularism. The study participants were 20,038 adults from the Czech Republic, Poland, and Slovenia. Findings showed 10 of 19 cultural values in Poland showed moderate movement toward secularism, confirming that traditional cultural values in Poland had decreased. However, the findings also showed cultural migration in Poland preserved strong traditional family and religious values despite the influence of far reaching social, economic, and political changes. This study revealed two important points: (a) as cultural values within groups of nations change, cultural values in similar clusters of nations tend to move in the same direction, and (b) deeply held traditional values tend to preserve the differentiation between nations, even as process of cultural values change continues.

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Callaghan, Gillian. „Young people and social change in Sunderland : de-industrialisation and cultural change“. Thesis, Durham University, 1998. http://etheses.dur.ac.uk/975/.

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19

Woolf, Gregory Duncan. „Cultural change in central France under Roman rule“. Thesis, University of Cambridge, 1991. https://www.repository.cam.ac.uk/handle/1810/251495.

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20

Bradbury, Teresa Ann. „Textured imprints, images, social change, and cultural memory“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ29144.pdf.

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21

Du, Venage Jeremy. „Surrender to Krishna : religious conversion and cultural change“. Master's thesis, University of Cape Town, 2000. http://hdl.handle.net/11427/10352.

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Bibliography: leaves i-viii.
The major purpose of this dissertation is to examine core ideas relating to theories of conversion into New Religious Movements and assess whether such can be broadened in respect of issues of individual and 'Wider cultural change, and in doing so consider the connections between religious experience as a cultural expression and other patterns of belief and meaning 'Within the total human experience. This is realised through the use of qualitative conversion narratives of four Hare Krishna devotees obtained in unstructured 'free attitude' interviews (conversations), and participational observations of that movement geared towards gaining an explorative, and where possible an indigenous picture of the life-world of Hare Krishna and assessing whether considerations of conversion, identity, meaning and belief evident in popular theory have any hold on that reality. On this basis it is suggested that conversion models do not adequately deal 'With questions of meaning and present a one dimensional picture of passive individuals being 'pushed' into conversion by social-psychological 'predispositions' or situational organisational and interactive forces, outside their control. It is argued that more emphasis needs to be paid to the specific belief systems and general 'ideological positioning' of both group and individual during conversion, in terms of the causal dynamics behind individual life-choices and the negotiated relationship between both parties over time, and that, if one employs such a shift, conversion becomes more recognisable as a site of self-transformation, and can accordingly be linked to micro as well as macro cultural change in modernity.

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Chao, Yah-Lee. „Communication and cultural change in China : 1949-1985 /“. The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487261553059262.

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23

Carter, Rodney William. „Cultural change and tourism : towards a prognostic model /“. [St. Lucia, Qld. : s.n.], 2000. http://adt.library.uq.edu.au/public/adt-QU2001.0016/index.html.

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24

Williams, James Michael. „Habitat matching and cultural change in chaffinch song“. Thesis, University of St Andrews, 1992. http://hdl.handle.net/10023/15070.

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The acoustic adaptation hypothesis was reviewed. This predicts that the sounds used by birds singing in a dense habitat should be of lower frequency than those in a more open habitat, and that sounds should be spaced out more in time in denser habitats to avoid degradation by reverberations. These predictions were tested by recording chaffinch (Fringilla coelebs) songs in open scrub, coniferous plantations, and a natural Scots pine forest, but the results obtained gave little support to the predictions made. Transmission of white noise and the songs of blue (F. teydea) arid Canary Islands chaffinches (F. c. tintillon) through laurel and Canarian pine forests on Tenerife revealed a sound window of less excess attenuation than expected in both habitats at frequencies of 2-3kHz. The song of the blue chaffinch appears to be better adapted for transmission through both habitats. Computer simulations of the formation of dialects by random copying of the songs possessed by neighbours predicted a strong effect of both the number of neighbours available to learn from, and the repertoire size, upon the songs' longevity and the number of birds sharing a particular song type. If the song type which was commonest amongst those sung by neighbours was learnt, larger groups of birds were found to share song types. At low copying error rates these groups approached the size of those described for the white-crowned sparrow (Zonotrichia leucophrys). A computer program which uses the dynamic programming algorithm to compare objectively shapes digitised from sonagrams was developed and tested with syllables from chaffinch songs.

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Ağlamaz, Fatma Sibel. „Understanding the dynamics of cultural stratification: the case of Spain“. Doctoral thesis, Universitat Pompeu Fabra, 2021. http://hdl.handle.net/10803/672392.

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Advanced societies have witnessed unprecedented socioeconomic and technological changes in the last 50 years. The growth of the service sector has transformed the class structure, and social mobility has increased for younger cohorts. Massive urbanization has altered social interactions; educational expansion has raised people’s cognitive abilities, and the spread of the mass media and new information technologies has facilitated contacts between different cultures. These social transformations have been accompanied by deep cultural changes at the individual and societal levels. This thesis explores the many different manifestations of cultural change and investigates the underlying mechanisms through which social change has promoted differentiation in cultural consumption and the multiplication of social connections. Using data from Spain, a society that experienced one of the fastest modernization processes in the second half of the 20th century, I examine three dimensions of culture that are central to the literature on the sociology of culture: cultural tastes, omnivority, and social capital. The findings of this thesis highlight the persistent importance of structural factors such as education and social class in explaining the differences in cultural manifestations. However, the results also suggest that cultural preferences may be becoming more socially heterogeneous and individualistic over time due to the levelling role of public education, urbanization, social mobility, and the spread of new communication technologies. The thesis's main conclusion is that to study the relationship between social and cultural change it may be necessary to adopt a pluralist perspective that considers the role of both social structure and individuals’ actions in shaping culture.
Las sociedades avanzadas han presenciado cambios socioeconómicos y tecnológicos sin precedentes en los últimos 50 años. El crecimiento del sector de servicios ha transformado la estructura de clases y la movilidad social ha aumentado para las cohortes más jóvenes. La urbanización masiva ha alterado las interacciones sociales; la expansión educativa ha aumentado las capacidades cognitivas de las personas; y la difusión de los medios de comunicación y las nuevas tecnologías de la información han facilitado los contactos entre diferentes culturas. Estas transformaciones sociales han ido acompañadas de profundos cambios culturales a nivel individual y social. Esta tesis explora las diferentes manifestaciones del cambio cultural e investiga los mecanismos subyacentes a través de los cuales el cambio social ha promovido la diferenciación en el consumo cultural y la multiplicación de contactos sociales. Utilizando datos de España, una sociedad que experimentó uno de los procesos de modernización más rápidos en la segunda mitad del siglo XX, examino tres dimensiones de la cultura que son centrales para la literatura sobre la sociología de la cultura: los gustos culturales, la omnivoridad cultural y el capital social. Los resultados de la tesis resaltan la importancia continuada de los factores estructurales como la educación y la clase social para explicar las diferencias en las manifestaciones culturales. Sin embargo, los resultados también sugieren que las preferencias culturales pueden volverse más socialmente heterogéneas e individualistas con el tiempo debido al papel democratizador de la educación pública, la urbanización, la movilidad social y la difusión de las nuevas tecnologías de la comunicación. La principal conclusión de la tesis es que para estudiar la relación entre cambio social y cultural puede ser oportuno adoptar una perspectiva pluralista que considere el papel tanto de la estructura social como de las acciones de los individuos en la configuración de las manifestaciones culturales.

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Simpson, Kelly M. „Measuring Culture Change as an Evaluation Indicator: Applying Cultural Consensus Analysis to Cultural Models of Lymphatic Filariasis in Haiti“. [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002744.

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Harris, Cory Dalton. „Organizational change and intellectual production the case study of Hohokam archaeology /“. Tucson, Ariz. : University of Arizona, 2006. http://etd.library.arizona.edu/etd/GetFileServlet?file=file:///data1/pdf/etd/azu%5Fetd%5F1489%5F1%5Fm.pdf&type=application/pdf.

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Harriss, Chris J. „Transculturals as Agents of Change“. Thesis, The George Washington University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10743321.

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With operations involving global interindividual interactions and strategic organizational change, organizations face a human resource problem. Today, human resources departments seek individuals capable of interacting across and beyond sociocultural boundaries and sometimes in volatile, uncertain, complex, and ambiguous settings. The literature has identified that organizations underutilize a specific pool of employees with extensive international life-work experience. This study was designed to explore the phenomenon of the transcultural individual from a humanistic perspective. To be a transcultural individual is to have successfully integrated two or more cultures into their worldview. The study also examined transculturality, designating transcultural traits or characteristics, as a positive attribute to being an agent of change in the workplace. Three underlying premises drove this study: first, human relations are malleable; second, transcultural individuals are naturals in interindividual intercultural interactions; and third, change is continuous.

The study population included five women and four men located in Washington, D.C., and Paris, France. The study used a qualitative interpretive inquiry design and a transdisciplinary theoretical framework to explore the nine life stories. Semistructured interviews provided rich and thick descriptions for analysis. The results were threefold: the participants transcended their inherited culture to attain a degree of cultural freedom; a transcultural life lessens angst in the face of change; and self-perception of being a manager and/or leader of change seems normal to the participants.

The findings uncovered the transcultural life experience as a way of being and a way of knowing the world. Moreover, being transcultrual, from a human development and an existential transformative process, appears to predispose individuals to being proactive agents of change in the workplace. This study highlighted the positive humanistic perspectives, derived from being a transcultural individual, that organizations need from individuals with relevant knowledge to address cross-cultural challenges and complexified work settings due to a continuous state of change. The study also revealed a perception of change to be related to individuals’ prior life experiences with change, including emotional behaviors and coping mechanisms developed under such circumstances. Unforeseeably, conversations exposed personal the presence and role of temporalities in relation to personal perceptions of time in relation to change.change when revisiting and recollecting memories. In conclusion, recommendations for transcultural individuals and organizations are derived, and further research is suggested.

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Hammond, Julia Leanne. „Homelessness and the postmodern home: narratives of cultural change /“. view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1192191901&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.

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Thesis (Ph. D.)--University of Oregon, 2006.
Typescript. Includes vita and abstract. Includes bibliographical references (leaves 224-233). Also available for download via the World Wide Web; free to University of Oregon users.

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McAra, James Stewart. „Sahtudene recreation, cultural identity and change in 1991-1992“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq22542.pdf.

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Mills, Josephine Mary. „Public occupations, art theory, cultural methodology, and social change“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape8/PQDD_0015/NQ47692.pdf.

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Repoux, Charles. „Leading change management projects in international cross-cultural settings“. Thesis, Massachusetts Institute of Technology, 2014. http://hdl.handle.net/1721.1/90735.

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Thesis: S.M. in Management Studies, Massachusetts Institute of Technology, Sloan School of Management, 2014.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 71-73).
In an increasingly complex world for Multinational Companies, it is difficult for managers to keep a firm grasp over the global projects they are tasked to implement. Many of them lead teams operating across country borders, creating a need to increasingly take diverse national cultures into account in their operations. This extra dimension of International culture adds a layer of complexity that has been well studied in the past, though never in the context of Change Projects. This paper aims to look at how national cultural considerations should factor in when implementing discreet change projects in an organization. The paper first lays out the historic work that has been carried out in cross-cultural organization research, to create a foundation for the definitions related to national culture. Then, using Kotter's widely used framework for "Leading Change", it examines how assumptions were initially built into the theory, and how cultural considerations can help to rectify implementation of this framework. Finally, the paper takes a look at how two comparable alliances - between Nissan and Renault and between Mitsubishi Motors Company and Daimler Chrysler - used distinct approaches to cultural understanding in the context of the Kotter framework. This paper reveals that in the case of the Renault-Nissan alliance, executives were sensitive to the Japanese culture and were successful at leveraging certain of its aspects to turn the company around. In the contrasting case, executives imposed Daimler Chrysler's management principles to lead the turnaround. They disregarded many aspects such as the need for teamwork and reverence of hierarchy in the Japanese culture, and failed to generate buy-in from their counterparts. Thanks to this analysis this paper concludes that National culture is a key element to take into account when implementing Change Projects across borders. In addition, this case comparison does show that it is not only possible to manage National cultural differences, but it is far more exciting and rewarding to leverage them. Although this is not a radical
by Charles Repoux.
S.M. in Management Studies

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Dragasvic, Dolja. „Meyerhold, Director of Opera : cultural change and artistic genres“. Thesis, Goldsmiths College (University of London), 2005. http://research.gold.ac.uk/10907/.

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This dissertation on Meyerhold situates his theatre practice, and, notably, his work on opera in the context of the changing political and cultural climate in Russia during the period 1905 - 1939 and its impact on developing artistic genres. It studies the way different genres in his theatre interlocked with, anticipated or captured cultural changes in relation to the aesthetics of the World of Art group, Imperial Theatres and the Soviet Policy on the arts and theatre. Meyerhold's work encapsulated the main tendencies and problems of the Russian avant-garde at the time, and the educational role of the arts in relation to the goal of social progress. The newly developing relationship between art and Soviet society was complex, where artists learned from everyday life at the same time as the public learned from art. In this context, concepts such as proletarian culture and artistic synthesis, in respect of the role of the arts are of vital importance to the argument of the thesis. Scholarly research on Meycrhold has predominantly focused on the director's work in dramatic theatre, not on his work on opera, a field that is one of the most important aspects of his practice as a whole. Meyerhold wanted to bridge the gap between the spectator and the performer, to create a unified theatrical experience by utilising all the arts as epitomised in operatic performance. Despite each genre presenting its own problems, which resulted in treatments of staging relevant to it, Meyerhold sought to bring theatre and opera together into an integrated performance -a spectacle set to music. The cross pollination between the arts in the theatre established new ways of perceiving and creating performances. His rewriting of the score and libretto for dramatic purposes significantly opened up new possibilities for staging opera. Mcycrhold established new theatrical techniques drawn directly from musical terminology and structures. The director became an author of a production creating tightly constructed musical, theatrical and visual compositions on the stage, which sought to capture and commemorate the spirit of the age. This interdisciplinary research analyses the aesthetic principles of music, art and drama, which have usually been separated in academic study. The methodology applied consists of an empirical and analytic study.

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Li, Tania Joan Alexandra. „Cultural and economic change in the Singapore Malay community“. Thesis, University of Cambridge, 1987. https://www.repository.cam.ac.uk/handle/1810/283652.

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Newell, Deaneen M. „Women staging change dissimulation and cultural politics in Mexico /“. [Bloomington, Ind.] : Indiana University, 2005. http://wwwlib.umi.com/dissertations/fullcit/3162978.

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Thesis (Ph.D.)--Indiana University, Dept. of Spanish and Portuguese, 2005.
Title from PDF t.p. (viewed Dec. 2, 2008). Source: Dissertation Abstracts International, Volume: 66-02, Section: A, page: 0608. Chair: Catherine Larson.

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Kohorn, Adam B. (Adam Benjamin) 1971. „Influencing process and cultural change in the aerospace industry“. Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/31081.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering; and, (S.M.)--Massachusetts Institute of Technology, Sloan School of Management, 1999.
Includes bibliographical references (p. 69).
Aerospace equipment manufacturers have expressed considerable frustration with the lack of success in implementing process and cultural change initiatives within their organizations. The objective of this report is to offer more successful methods of designing and executing change initiatives in the aerospace industry. This report provides an analysis of three particular change initiatives in execution at Pratt&Whitney Aircraft at the time of this writing. The successes and failures of three initiatives are analyzed and compared in the context of the major barriers to change faced by the industry. The arguments made in the discussion and in the following conclusions suggest that success depends on the application of entrepreneurial marketing and negotiations theories: 1. Solving a quantifiable, pressing source of pain for the customer 2. Results selling by providing a solution versus solely a technology 3. Focusing on a single customer with the budget and power to employ the new technology 4. Understanding the positions and interests of the parties involved 5. Establishing a bargaining range when faced with resistance 6. Enabling a give and take of concessions and tradeoffs in the bargaining process.
by Adam B. Kohorn.
S.M.

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Lindmark, Felicia, und Petra Nilsson. „Breaking the glass ceiling : How to change an organizational culture to increase the share of women at executive level“. Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-255863.

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This thesis investigates how an organizational change can lead to an increased share of women at top management positions. Based on interviews at Sandvik, an organization that has received extensive attention for its efforts to increase the share of female executives, the study aims to understand how an organizational culture is changed in a way that will lead to more women at top management positions. The study also aims to give an answer to how the change process is implemented and what kinds of changes in content that are needed. The empirical findings are analyzed using a theoretical framework based on change management literature and female leadership literature. The results of the study indicate that actions to increase gender diversity should be integrated in the overarching company strategy. There are further indications that it can be enough to have a personal conviction from a prominent leader within the organization to start the change process. Commitment and support from top management is thereafter vital. A final indication is that the changes in content should be aimed at changing the mindset of the employees throughout the organization.

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Britton, Garth Murray, und garth britton@netspeed com au. „On Reading Lines in Shifting Sands: making organisational culture relevant“. The Australian National University. College of Business and Economics, 2007. http://thesis.anu.edu.au./public/adt-ANU20071105.161653.

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Despite the ubiquity of the term organisational culture in both popular and scholarly management literature, it remains an ambiguous concept, whose practical application is recognised as being far from universally successful. Models which seem to be preferred by practitioners are often criticised as being static or mechanistic, while more dynamic scholarly approaches tend to discount the possibility of deliberately influencing organisations at the cultural level. This dissertation, instead of focussing on culture as some sort of objective or unchanging attribute of an organisation, treats it as a phenomenon emerging from social interaction and individual sense-making. It draws on, and extends, George Kellys Personal Construct Psychology to build a framework for understanding the production of meaning by individuals in their social context, and how this contributes to the establishment of the collective boundaries between which cultural effects are observed. This framework is applied to the case of a business school attached to a large university, which is first absorbed into its Commerce Faculty, and then dissolved into a new Department, as the overall university structure is modified. Grounded Theory methodology is used to develop an approach to the description of the cultural interaction and changes that occur, and to generate theory that goes some way to explaining how and why they do. The theory gives insight into how latent cultural distinctions become, or are made, salient and the different means by which divisions may be resolved or superseded, sometimes resulting in conflict. Implications are explored for the management of organisations undergoing change, particularly where this involves merging or restructuring organisational units, and for the training and development of managers who are to be involved in such activities. ¶ At a theoretical level, building on a constructivist and processual ontological base, the dissertation makes contributions to the understanding of behaviour in organisations and draws on pragmatic epistemologies such as those advanced by George Herbert Mead. It brings concepts from psychology, sociology and management disciplines to bear on the problem of cultural interaction, and suggests that integrating them in this way may enhance their value in this context. ¶ By focussing on culture as a phenomenon produced at the interface of collective constructions, the dissertation proposes that it be viewed as fundamentally dynamic once eloquently described as multiple cross-cutting contexts but, nevertheless, explains how it may be recognised more through its apparent intractability than its fluidity. Whilst rejecting managerialist approaches which would suggest that culture and, through it, people, can be manipulated at will to reliably produce desired effects, the dissertation suggests ways in which insight into cultural interactions might be generated for those who are participating in them, and options developed to influence these interactions that might otherwise not have been available. It therefore has potentially valuable implications for management practice.

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Godazgar, Hossein. „An analysis of social and cultural changes in rural Iran, with special reference to the impact of cultural factors on educational change“. Thesis, University of Warwick, 1999. http://wrap.warwick.ac.uk/1133/.

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The world was shocked by the Islamic Revolution of Iran in 1979 because it was unexpected and out of keeping with the deposed Shah's attempts at secular modernisation. This thesis attempts to make sociological sense of the implications of the Revolution for education in Iran in terms of ideological influences. The research reported in this thesis attempts to discover the nature of the social and cultural changes that occurred following the 1979 Revolution. Adapting Max Weber's interpretative approach, it focuses on the changing patterns of shared meanings and social relations in schools in one area of North West Iran. Taking a deliberately one-sided approach to educational change, this thesis isolates the impact of Islamic ideology on schools in the area where ethnographic fieldwork was conducted in 1995-96. Interviews, participant observation in schools, questionnaires and analysis of official documents were the chosen methods of research. The aim was to discover how Islamic ideology has been promulgated and how it has affected the day-to-day social relations of school teachers, pupils and administrators as well as their relations with parents and local authority officials. The main findings not only confirm the pervasiveness of Islamic ideology in Iranian schools but also document its influence over matters such as curriculum design and delivery, the segregation of the sexes in schools, and the teachers' conditions of work and professional development. Nevertheless, there is also evidence that the stated aims of educational reform were not always achieved and that some changes were ironic. The findings also showed that the recent history of change in Iranian schools calls for a flexible understanding of such notions as modernity, tradition, patrimonialism, and bureaucracy. Iran has certainly tried to modernise its educational system since 1979 but it has done so in ways which challenge much of the received wisdom about modernisation processes.

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Turton, Katie. „The impact of participative communication on organisational cultural change: Two local government cases of change“. Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/1686.

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Managing change is of critical importance in organisations. Communication during the change process has been the subject of considerable and highly contested academic and managerial debate. In this study, The Impact of Participative Communication on Organisational Cultural Change: Two Local Government Cases of Change, communication during the change process was closely examined to see how, if at all, participative processes impact upon the adoption of change. As a result of this research a ‘Ladder of Employee Participation in Change Management’ was developed, to better understand the nature of participative communication and provide clarity for change practitioners who develop change communication plans. This study asked the question: ‘How does participative communication impact on change management receptiveness?’ It looked at the type and style of communication deployed during change, how it was disseminated, how it impacted on employees, and the overall effectiveness of the change management strategy. The study drew on Public Relations constructs of dialogical, two-way symmetrical communication, as well as participative decision-making processes, and analysed data obtained from two change management case studies in the local government sector. A mixed-methods approach was used for collecting data by means of interviews and a culture-assessment tool. This research adds to existing knowledge by providing a clearer understanding of the nature of participative communication during the change management process. The ‘Ladder of Employee Participation in Change Management’ will be of particular interest to change practitioners, who will find it a valuable tool for developing communication plans that align with change processes and enable dissemination of unified messages across the entire organisation.

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Mpondi, Douglas. „Educational change and cultural politics national identity-formation in Zimbabwe /“. Ohio : Ohio University, 2004. http://www.ohiolink.edu/etd/view.cgi?ohiou1088187882.

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42

Martindale, Andrew R. C. „The river of mist, cultural change in the Tsimshian past“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0001/NQ41231.pdf.

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43

Ackerman, Brenda Papakee. „The tradition of Meskwaki ribbonwork cultural meanings, continuity, and change /“. [Ames, Iowa : Iowa State University], 2008.

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McLaughlin, Judith Ann. „Leadership behaviors related to cultural change in a middle school /“. Access Digital Full Text version, 1986. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10648434.

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Brooks, Ian. „Professional change : an examination of nursing from a cultural perspective“. Thesis, Oxford Brookes University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.289126.

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Andrews, Ian S. „It's a man's game : English football and socio-cultural change“. Thesis, London School of Economics and Political Science (University of London), 2013. http://etheses.lse.ac.uk/696/.

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This thesis sets out to explain the limited representation of English players in Premiership football. As a nation, England appears to be producing an insufficient number of players who are believed capable of playing at the highest level of the game. Available data has suggested that less than 40% of footballers who started Premier League games in recent years are English. Why then are foreign players preferred to their English counterparts? One explanation to this question may be found in the historical development of the English game. As well as being a game, football is a form of cultural expression. From the earliest forms of ‘folk football’ played in the fourteenth century, a range of social forces have either independently or inter-dependently helped to promote a game largely based upon fitness and physicality. However, during the twentieth century, the football being played in other countries began to improve markedly; football began to shift from a traditional to a technical game. Following the formation of the Premier League in 1992, Premiership clubs began to recruit foreign players in increasing numbers, many of whom possessed the technical ability required to compete at the highest levels of the game. Much of English football, in contrast, has continued to promote a manly and physical game rather than a game based upon the development of technical skills. Unless a greater number of English players acquire a similar level of technical ability then the influx of foreign players is likely to continue.

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Chan, Fan, und 陳帆. „Structural and cultural change in a government service under commercialisation“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266344.

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Jackson, S. „A Cultural Theory Analysis of the Management of Technology Change“. Thesis, Queen's University Belfast, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.501282.

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Fuller, Sam. „Continuity and change in the cultural landscape of Table Mountain“. Master's thesis, University of Cape Town, 1999. http://hdl.handle.net/11427/9904.

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Includes bibliographical references.
Table Mountain is an inherently physical and natural landscape that also holds deep cultural meaning, symbolism and value for generations of Capetonians, past and present. The first detailed accounts and artistic representations of Table Mountain come from the early European discoverers, sailors and colonists who travelled to the Cape. These visitors, prejudiced by imperial rhetoric, were polarised in their perceptions of the Mountain between those who viewed it as a heavenly paradise and others who considered it a hellish purgatory. When science and logic eventually subdued the myths and mysteries associated with the ‘Dark Continent’ of Africa the polarised conception of Table Mountain’s cultural landscape was transformed into one of savagery and opportunity. indeed, from the sixteenth to eighteenth century, Table Mountain was effectively a microcosm for European attitudes, assumptions and evaluations of Africa. In the 1990’s Table Mountain's cultural meaning is still divided between those who seek to conserve and preserve its natural and spiritual integrity and those who believe that utilising the Mountain’s landscape as a material asset is the best means for ensuring and justifying its survival. A post-modern perspective highlights the broad range of economic, spiritual, ecological and community based values the Mountain holds for Capetonians and South Africans in general. Set against this viewpoint, Table Mountain, under the structured management of South Africa National Parks, is increasingly becoming a modernist cultural landscape governed by principles of universality, order and control. The ideological clashes that arise from these contrasting interpretations of the Mountain result in the defining characteristic of Table Mountain’s cultural landscape in the 1990’s being one of conflict and reproach. Ultimately by marrying the local and nationalised concepts within the South African landscape tradition to the broader frameworks of landscape study in wider geography, this thesis formulates an eclectic approach to studying a deeply meaningful and complex cultural landscape.

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Hughes, Rebecca C. „British missionaries in Barbados (1820-1834) : agents of cultural change /“. View abstract, 2001. http://library.ccsu.edu/ccsu%5Ftheses/showit.php3?id=1649.

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Thesis (M.A.)--Central Connecticut State University, 2001.
Thesis advisor: Louise Williams. " ... in partial fulfillment of the requirements for the degree of Master of Arts in History." Includes bibliographical references (leaves 93-99). Also available via the World Wide Web.

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Dissertationen zum Thema „Cultural change“

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