Thematische Bibliographien / Cultural values

Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Cultural values“

Autor: Grafiati
Veröffentlicht am 4. Juni 2021
Zuletzt aktualisiert am 1. August 2024

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Zeitschriftenartikel zum Thema "Cultural values"

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Wallacker, Benjamin E., Benjamin Schwartz und Benjamin I. Schwartz. „China's Cultural Values“. Journal of the American Oriental Society 106, Nr. 3 (Juli 1986): 609. http://dx.doi.org/10.2307/602151.

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Khairullah, Durriya H. Z., und Zahid Y. Khairullah. „Dominant Cultural Values“. Journal of Global Marketing 16, Nr. 1-2 (21.01.2003): 47–70. http://dx.doi.org/10.1300/j042v16n01_03.

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Kim, Soyeon, Izumi Mori und Abd Rahman Abdul Rahim. „Cultural values matter“. International Journal of Cross Cultural Management 18, Nr. 1 (05.03.2018): 87–103. http://dx.doi.org/10.1177/1470595818759570.

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As the economic footprint of developing countries increases, talent management grows in importance for foreign multinational companies in emerging markets. Multinational companies, however, face fierce competition for local talent, and competitive recruiting calls for practical knowledge about the personal traits of job applicants. The present study applies a cross-cultural perspective to this issue, exploring how individually held cultural values influence the attractiveness of Japanese companies in Malaysia. Drawing on similarity-attraction theory and person–organization fit theory, the study quantitatively analyses data from a paper-based survey of 245 prospective jobseekers. The findings indicate that an individual cultural value fit with the foreign company’s country of origin is significant predictors of employer attractiveness. Specifically, the study finds that potential Malaysian jobseekers who are lower in power distance and higher in risk aversion and long-term orientation view Japanese companies as attractive future employers and have higher job-pursuit behavior. Based on this finding, the study discusses theoretical and practical contributions to corporate employment strategies.
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Baranyiné Kóczy, Judit. „Cultural conceptualizations of sight and cultural values“. Cognitive Linguistic Studies 10, Nr. 2 (17.11.2023): 313–41. http://dx.doi.org/10.1075/cogls.00103.bar.

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Abstract The relationship between visual experience and cognition manifested in the thinking/knowing/understanding is seeing metaphor, is claimed to be the primary vision metaphor in various languages. However, only a few studies considered its extension to less central domains such as cultural values. The paper seeks to understand how the figurative usages of Hungarian vision verbs refer to the cultural values of morality, respect, and hospitality. Three verbs of vision are invesitaged employing Cultural Linguistic and cognitive semantic analyses, namely, néz ‘look/watch’, lát ‘see’, and tekint ‘look/glance’. It is demonstrated that visual perception in Hungarian has a significant role in moral reasoning; however, there are substantial differences in the ways these vision verbs relate to them. To find a motivational explanation for these differences, the semantic properties of the verbs are identified through contrastive analysis and by observing their semantic profiles within the vision scenario. As a result, a cultural model of each verb is reconstructed. The study gives a refined view on the linkage of sight and cultural values in Hungarian, furthermore, the proposed methodology can be effectively applied to various areas of perception research in a cultural context.
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Hofmeister Tóth, Ágnes, und Léna Simányi. „Cultural Values in Transition“. Society and Economy 28, Nr. 1 (01.04.2006): 41–59. http://dx.doi.org/10.1556/socec.28.2006.1.3.

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Ratanakul, Pinit. „Thailand: Refining Cultural Values“. Hastings Center Report 20, Nr. 2 (März 1990): 25. http://dx.doi.org/10.2307/3562609.

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Kao, Henry S. R., Durganand Sinha und Bernhard Wilpert. „Management and Cultural Values“. Global Business Review 3, Nr. 2 (August 2002): 288. http://dx.doi.org/10.1177/097215090200300211.

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Imada, Toshie, und Steven R. Yussen. „Reproduction of Cultural Values“. Personality and Social Psychology Bulletin 38, Nr. 1 (22.09.2011): 114–28. http://dx.doi.org/10.1177/0146167211421938.

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Keim, Marybelle C. „CROSS‐CULTURAL FACULTY VALUES“. Community Junior College Research Quarterly of Research and Practice 16, Nr. 3 (Januar 1992): 261–69. http://dx.doi.org/10.1080/0361697920160305.

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Smith, Timothy B. „Cultural values and happiness.“ American Psychologist 55, Nr. 10 (2000): 1162. http://dx.doi.org/10.1037/0003-066x.55.10.1162a.

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Dissertationen zum Thema "Cultural values"

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Schiefer, David [Verfasser]. „The Value of Cultural Values Reinvestigating the Relationship Between Culture-Level Values and Individual-Level Psychological Phenomena / David Schiefer“. Bremen : IRC-Library, Information Resource Center der Jacobs University Bremen, 2013. http://d-nb.info/103526742X/34.

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Wang, Yajiao. „Changing media, changing cultural values - Chinese young adults' micro-blog usage and cultural values“. Scholarly Commons, 2013. https://scholarlycommons.pacific.edu/uop_etds/209.

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This study investigated the relationship between Chinese young adults' usage of micro-blog and their cultural values. Data was collected from a group-administered survey, which was constituted by 484 students aged from 17 to 30 in variety majors in five colleges in Beijing. Results answered two research questions, indicating that there is a strong relationship between traditional cultural values' changes in Chinese young adults and micro-blog usage. The results also indicated that the more Chinese young adults engaged in micro-blog usage, the more likely they would show distinctive features in both Eastern and Western cultural values. In other words, highly active Chinese micro-blog users have crossed the Eastern and Western cultural boundaries and are developing bicultural identity due to globalization in media environment.
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Yau, O. H.-M. „Consumer satisfaction and cultural values“. Thesis, University of Bradford, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.371491.

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Kunkel, Joseph F. „Culture, community, place sustaining cultural values: past, present, & future /“. College Park, Md.: University of Maryland, 2009. http://hdl.handle.net/1903/10034.

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Thesis (M. Arch.) -- University of Maryland, College Park, 2009.
Thesis research directed by: School of Architecture, Planning and Preservation Architecture . Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Okoli, Emmanuel Chinyeaka. „Reconciling cultural values through drama education“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq20798.pdf.

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Zhu, Bo. „Chinese Cultural Values And Chinese Language Pedagogy“. The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1228349636.

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Shin, Jaejoon. „Dilemmas of cultural values and organisational effectiveness“. Thesis, University of Cambridge, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.368606.

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Zhang, Chenyi. „Cultural values reflected within Chinese children's stories“. Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5723.

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Thesis (M.S.)--University of Missouri-Columbia, 2008.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 19, 2009) Includes bibliographical references.
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Rinta-Jouppi, Matti, und Chrysanthos Grigoriadis. „Transferring of organizational culture across national borders : Case Elekta and Sandvik in India“. Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-19469.

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The aim of this study is to analyze the impact of national culture on organizational culture across borders from a cultural dimension approach. In order to find out how the national culture of a company's host-country impacts the organizational culture throughout the company, we examine Swedish companies that have established business in a culturally distant nation, namely India. A multiple case study is used for this research that includes qualitative data gathering from 7 interviewees from the Swedish companies Sandvik AB and Elekta AB. The main criterion of selecting the interviewees was to find people who have first-hand experience from both the Swedish and the Indian working environment. The study shows that national cultural values seem to be an unchangeable, nontransferable property, but that organizational culture practices can be learned, adopted, and thus transferred. The research indicates that personal interaction could be the key element in adopting foreign culture element; in this case, supervisor-subordinate relationship styles and attitudes towards rules. This study contributes to the literature by shedding light on the process, how elements from a company's home-country national culture can be transferred to overseas facilities through company practices and personal interaction. Future studies are recommended to address the topic in different settings and also by using longitudinal quantitative methods.
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Muniz, Elizabeth Jimenez. „The Role of Cultural Values in Organizational Attraction“. Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3855.

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The United States' (U.S.) workforce is more diverse than in previous decades in terms of race, gender, and native language (Fay, 2001). Such demographic shifts have changed how organizations attract applicants and how they motivate, reward, and retain employees (McAdams, 2001). Furthermore, organizations benefit from diversity by: (a) attracting the best talent available in the workforce (Cox, 1993), (b) increasing their product marketability to customers (Deshpande, Hoyer, & Donthu, 1986; Redding, 1982), and (c) fostering creativity, innovation, problem solving, and decision making in employees (Thomas, 1999; Thomas, Ravlin, & Wallace, 1996; Watson, Kumar, & Michaelsen, 1993). Given such benefits, organizations should attend to initiatives that facilitate the attraction of applicants from diverse backgrounds. Research has demonstrated that applicants use information about human resource systems, such as rewards, to form judgments about the perceived fit between them and the organization (Bretz & Judge, 1994; Schneider, 1987). For instance, organizations with policies accommodating work and family issues attract applicants preferring such benefits. Because reward systems influence applicants' opinions about the relative attractiveness of organizations (Lawler, 2000), it is important to determine the factors that influence such preferences. Motivation theories, such as the Theory of Reasoned Action, suggest that preferences toward reward systems are guided by individuals' values (Fishbein & Ajzen, 1975; Vroom, 1964). Such values, in turn, cause differences in reward preferences and organizational attraction. The purpose of this study was to investigate the relation of individuals' cultural values to the attraction of organizations offering different kinds of reward systems. More specifically, it sought to test three hypotheses. Hypothesis 1 predicted that there would be a two-way interaction between collectivism and the type of organization on organizational attraction. Hypothesis 2 predicted that there would be a two-way interaction between individualism and the type of organization on organizational attraction. Hypothesis 3 predicted that there would be a positive relation between collectivism and subjective norms used in organizational attraction. To test the three hypotheses, data from 228 participants were analyzed to evaluate their level of attractiveness to two different types of organizations (i.e., career-oriented vs. family-oriented). Findings for the test of Hypothesis 1 indicated that there was a joint effect between collectivism and the type of organization on organizational attraction. The slopes of the regression lines for each type of organization (i.e., family-oriented and career-oriented) differed as a function of collectivism. The slope of the regression line for the family-oriented organization was steeper than the slope of the regression line for the career-oriented organization. Results for the test of Hypothesis 2 indicated a joint effect between individualism and the type of organization on organizational attraction. The slopes of the regression lines for each type of organization (i.e., family-oriented and career-oriented) differed as a function of individualism. The slope of the regression line for the career-oriented organization was steeper than the slope of the regression line for the family-oriented organization. Findings for the test of Hypothesis 3 showed that collectivism was related to subjective norms. Results indicated that the more collective the individual, the higher the subjective norms. In addition, supplementary analysis showed that individualism was not related to subjective norms. Taken together, results from the tests of the three hypotheses support components of the Theory of Reasoned Action, and the premise that values are a factor related to an individual's attraction to a particular organization. The current study showed that the cross-cultural values of individualism and collectivism help predict organizational attraction. Based on these results, practical implications, contributions to theory, study limitations, and future research are discussed for designing organizational attraction strategies for a culturally diverse workforce.
Ph.D.
Department of Psychology
Sciences
Psychology PhD
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Bücher zum Thema "Cultural values"

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Nahnfeldt, Cecilia, und Kaia S. Rønsdal. Contemporary Christian-Cultural Values. Herausgegeben von Cecilia Nahnfeldt und Kaia S. Rønsdal. Abingdon, Oxon ; New York, NY : Routledge, 2021.: Routledge, 2021. http://dx.doi.org/10.4324/9781003046646.

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International Alvar Aalto Symposium (4th 1988 Jyväskylä, Finland). Architecture and cultural values. Herausgegeben von Kärkkäinen Maija und Jyväskylä (Finland). [Jyväskyla, Finland]: The Symposium, 1991.

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Amaegwu, Onyeka-Joe. Globalization vs African cultural values. [Enugu?]: Onyeka-Joe Amaegwu, 2013.

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Gyekye, Kwame. African cultural values: An introduction. Philadelphia, PA: Sankofa Pub. Co., 1996.

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Hays, Priya Venkatesan. Science, cultural values and ethics. Champaign, Illinois, USA: Common Ground, 2013.

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Theerasak, Thanasankit, Hrsg. E-commerce and cultural values. Hershey, PA: Idea Group Pub., 2003.

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Loek, Halman, und Nevitte Neil, Hrsg. Political value change in western democracies: Integration, values, identification, and participation. Tilburg, The Netherlands: Tilburg University Press, 1996.

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Pethiyagoda, Kadira. Indian Foreign Policy and Cultural Values. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-54696-0.

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1939-, Doty William G., Hrsg. Picturing cultural values in postmodern America. Tuscaloosa: University of Alabama Press, 1995.

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editor, Dhokalia Vivek, Hrsg. Human rights, values, and cultural ethos. Kala Amb, Distt. Sirmour, H.P: Arya Publishing Company, 2018.

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Buchteile zum Thema "Cultural values"

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Noronha, Carlos. „Value, Culture, and Chinese Cultural Values“. In The Theory of Culture-specific Total Quality Management, 40–59. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1057/9780230512351_3.

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Robbins, Joel. „Cultural Values“. In A Companion to Moral Anthropology, 115–32. Chichester, UK: John Wiley & Sons, Ltd, 2012. http://dx.doi.org/10.1002/9781118290620.ch7.

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Rodriguez, Héctor. „Cultural Values“. In Encyclopedia of Quality of Life and Well-Being Research, 1406–8. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_645.

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Rodriguez, Héctor. „Cultural Values“. In Encyclopedia of Quality of Life and Well-Being Research, 1559–60. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17299-1_645.

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Davison, Robert M. „Cultural Values“. In The Humble Art of Journal Editing, 27–43. Cham: Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-52323-6_3.

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Fei, Xiaotong. „Rethinking Cultural Values“. In China Academic Library, 133–47. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-46648-3_13.

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Pethiyagoda, Kadira. „Which Cultural Values?“ In Indian Foreign Policy and Cultural Values, 13–103. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54696-0_2.

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Arosemena Díaz, Graciela, Almyr Alba und María Sánchez de Stapf. „Cultural Landscapes Values“. In Urban Development and the Panama Canal Zone, 139–65. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-38770-8_5.

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Barrett, Richard. „Measuring Cultural Health“. In The Values-Driven Organization, 101–8. Second Edition. | New York, NY : Routledge, 2017. |: Routledge, 2017. http://dx.doi.org/10.9774/gleaf.9781315558530_9.

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Peacock, Alan. „Economics, Cultural Values and Cultural Policies“. In Cultural Economics, 9–20. Berlin, Heidelberg: Springer Berlin Heidelberg, 1992. http://dx.doi.org/10.1007/978-3-642-77328-0_2.

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Konferenzberichte zum Thema "Cultural values"

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García Ramírez, William. „Paisajes en movimiento: metodología para la identificación de paisajes culturales en las plazas de mercado de Bogotá“. In Seminario Internacional de Investigación en Urbanismo. Barcelona: Curso de Arquitetura e Urbanismo. Universidade do Vale do Itajaí, 2016. http://dx.doi.org/10.5821/siiu.6356.

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El reto que plantea esta investigación es comprender los distintos paisajes culturales presentes en las plazas de mercado de Bogotá, a través de la historia de la primera plaza de mercado cubierta de Bogotá y del país: La plaza de mercado de la Concepción. La reconstrucción de este paisaje cultural tiene un contexto físico: Bogotá, y un contexto temporal: la transición entre siglo XIX y Siglo XX (1.864-1.953). La propuesta de investigación se sustenta en la siguiente hipótesis: Los valores patrimoniales contenidos en el paisaje cultural de las plazas de mercado, no dependen de la existencia de la arquitectura que los alberga, sino de la permanencia de los ritos, costumbres, tradiciones que escapan a las formas espaciales, por lo que muchos de estos valores prevalecen hasta hoy como manifiestos de una cultura en las plazas de mercado bogotanas. Es por ello, que la identificación de los paisajes culturales manifestados en esta plaza de mercado, permitirá detentar los principales tipos de paisajes culturales actuales y sus valores patrimoniales, como testimonios del permanente encuentro entre las culturas del campo y de la ciudad. The challenge of this research is to understand the different cultural landscapes present in the market places of Bogota, across the history of the first marketplace covered of Bogota and of the country: The marketplace of the Concepcion. The reconstruction of this cultural landscape has a physical context: Bogota, and a temporary context: the transition between 19th century and 20th century (1.864-1.953). This proposal is sustained in the following hypothesis: The patrimonial values contained in the cultural landscape of the marketplaces, do not depend on the existence of the architecture that shelters them, but of the permanency of the rites, customs, traditions that escape to the spatial forms, for what many of these values prevail up to today as manifests of a culture in the of Bogotá marketplaces. It is for it, that the identification of the cultural landscapes demonstrated in the marketplace, will allow to hold the principal types of cultural current landscapes and his patrimonial values, as testimonies of the permanent meeting between the cultures of the country and the city.
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Janičić, Radmila. „Strategic Marketing Planning in Development of Arts and Cultural Institutions“. In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.25.

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The paper present theoretical and practical aspects of strategic marketing planning in development of arts and cultural institutions. Focus of the paper is on developing theoretical aspects of strategic marketing planning in development of arts and cultural institutions. The theoretical part of the paper is based on modern literature in the field of strategic marketing planning, brand building, arts and culture. The key hypothesis of the paper is that development of arts and cultural institutions have to be based on strategic marketing planning, on strategic marketing analysis, implementation of marketing strategies and strategic marketing control. The special aspect of the paper are strategies of brand building of arts and cultural institutions. In the empirical research the paper will present case studies about implementation of strategic marketing planning in development of arts and cultural institutions. The empirical research will include results of questionnaire research about perception of arts and cultural institutions as brand, about approaches of experiences about arts and cultural institutions, about identity and image of arts and cultural institutions, about specific strategies that could develop arts and cultural institutions. The research in the paper will be qualitative and quantitative, with primary and secondary data. The empirical research will analyze impact of experience marketing, emotional branding strategies and traditional brand strategies in development of arts and cultural institutions brand. In the case studies the paper will present good examples of strategic marketing planning in development of arts and cultural institutions. The results of empirical research will lead to further theoretical and practical analysis of development of arts and cultural institutions. The paper present modern ways of development of arts and cultural institutions. The paper will analyze impact of social media on brand building of arts and cultural institutions. The paper will analyze new professions in arts and culture and new brand strategies that could be implement in digital environment. The paper will analyze connection between traditional strategies of brand building of arts and cultural institutions and strategies of brand building of arts and cultural institutions in digital environment. Special aspect in the paper will be given on synergy of traditional and digital marketing strategies in brand building of arts and cultural institutions.
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Gajda, Kinga Anna. „CULTURAL RECEPTION OF VALUES“. In 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM2017. Stef92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/hb61/s7.02.

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Albert, Isabelle, Gisela Trommsdorff und Lieke Wisnubrata. „Intergenerational Transmission of Values in Different Cultural Contexts: A Study in Germany and Indonesia“. In International Association of Cross Cultural Psychology Congress. International Association for Cross-Cultural Psychology, 2009. http://dx.doi.org/10.4087/lhqa6582.

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The aim of this study1 is to investigate cultural similarities and differences in the transmission of general and domain-specific value orientations (individualism/collectivism, and value of children) within German and Indonesian families. Supposing that both cultures differ with respect to developmental pathways of independence and interdependence, we asked if the extent of intergenerational transmission of values within families differs between Germany and Indonesia, and we studied possible cultural differences in intergenerational transmission with respect to different value contents. More precisely, we asked if there is a difference in transmission of values that are highly versus not highly endorsed by the members of the respective culture. The sample is part of the cross-cultural study “Value of Children and Intergenerational Relations” and included altogether 610 German and Indonesian motheradolescent dyads as well as altogether 200 triads of maternal grandmothers, mothers, and adolescents. Results showed intergenerational transmission of values between adjacent generations both in the German and the Indonesian sample, but transmission of individualistic values was higher in the Indonesian sample. The results are discussed under a theoretical framework of cultural specifics of intergenerational transmission.
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Muntean, Reese, Alissa N. Antle, Brendan Matkin, Kate Hennessy, Susan Rowley und Jordan Wilson. „Designing Cultural Values into Interaction“. In CHI '17: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/3025453.3025908.

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Sahertian, Pieter, und Umiati Jawas. „Cultural Values and Leadership Excellence“. In 2nd Annual Conference on Social Science and Humanities (ANCOSH 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210413.071.

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Jones, Carol, und Matthew MacLean. „Reclaimed landscapes — incorporating cultural values“. In Eighth International Seminar on Mine Closure. Australian Centre for Geomechanics, Cornwall, 2013. http://dx.doi.org/10.36487/acg_rep/1352_37_jones.

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Osadchaia, Valeriia Petrovna, Olga Lvovna Ivanova und Elizaveta Iosifovna Getman. „Cross-Cultural Communication Issues of Educating Bicultural Students“. In All-Russian research-to-practice conference with international participation. Publishing house Sreda, 2020. http://dx.doi.org/10.31483/r-75019.

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The article is devoted to the importance of incorporating of a foreign culture learning, acquiring cross-cultural communication and cultural awareness skills in a foreign language teaching. The authors point out that teaching culture in foreign language teaching context should include cultural knowledge, cultural values, cultural skills and behavior. The author also emphasize that attitudes to teaching culture in the process of foreign language teaching involve, on the one side, considering teaching culture as teaching the fifth language skill along with speaking, listening, reading and writing, implying teaching cultural sensitivity and cultural awareness or the behavior in certain cultural situations, and on the other side, regarding language as social practice being defined by culture in which culture becomes the core of language teaching with cultural awareness viewed as enabling language proficiency. Cultural awareness is the foundation of communication; it helps to understand cultural values, beliefs, and perceptions of the other culture. Training of both bilingual and bicultural students at higher educational institutions is of primary significance. Intercultural awareness presumes a number of skills, improving students’ native culture and other cultures’ awareness and understanding. The authors come to the conclusion that intercultural awareness skills imply overcoming misinterpretations and accepting differences.
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Kroshneva, M. Y., und E. A. Kutuzova. „FEATURES OF COLOR VALUES IN THE CONTEXT OF DIFFERENT CROPS“. In Культура, наука, образование: проблемы и перспективы. Нижневартовский государственный университет, 2021. http://dx.doi.org/10.36906/ksp-2021/10.

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The perception of color depends on many factors, one of which is culture. The interpretation of color may differ depending on the cultural and historical context. The specificity of the perception of color in different cultures causes various nuances and subtleties in the work of a graphic designer. This article discusses the difference in interpretations of colors in different cultures using the example of white and black and highlights the main meanings of these colors.
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Broström, Tor, und Karin Svahnström. „Solar Energy and Cultural-Heritage Values“. In World Renewable Energy Congress – Sweden, 8–13 May, 2011, Linköping, Sweden. Linköping University Electronic Press, 2011. http://dx.doi.org/10.3384/ecp110572034.

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Berichte der Organisationen zum Thema "Cultural values"

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Wescott, Konstance L., Jennifer M. Abplanalp, Jeff Brown, Brian Cantwell, Merrill Dicks, Brian Fredericks, Angie Krall et al. San Luis Valley - Taos Plateau Landscape-Level Cultural Heritage Values and Risk Assessment. Office of Scientific and Technical Information (OSTI), Oktober 2016. http://dx.doi.org/10.2172/1347580.

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Warnock, Linda. Changing Values: A Study of the Shift in Cultural Values and Perceptions of U.S. High School Students Following Orientation and Exposure to Russian Culture. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.6758.

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García Canclini, Néstor, Ronald Inglehart, Wayne E. Baker und Camile Herrera. Cultural Capital and its Impact on Development: Modernization, Cultural Change, and the Persistence of Traditional Values: Culture Industries and the Development Crisis in Latin America. Inter-American Development Bank, Oktober 2001. http://dx.doi.org/10.18235/0007946.

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Camilo Herrera (1975-), Colombian sociologist and economist, founding director of the Center for Cultural Studies for Political, Economic and Social Development in Bogotá. Ronald Inglehart (1934-), North American political scientist, Director of Institute for Social Research at University of Michigan; and Wayne E. Baker, Faculty Associate. Néstor García Canclini (1939-), distinguished Argentine philosopher and anthropologist, Casa de las Americas Prize (1981), and Director of Urban Culture Studies at UNAM.
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Choi, Young Mi. An Investigation of the Cultural Values and Beliefs in English Textbooks in Korea. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.1714.

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Khomenko, Tetiana, und Yuriy Kolisnyk. Втрати української культури у російсько-українській війні: культурно-інформаційний спротив. Ivan Franko National University of Lviv, März 2023. http://dx.doi.org/10.30970/vjo.2023.52-53.11749.

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The authors explored the activity of mass media and cultural organizations aimed at clarification of the current problematic issue – preservation of Ukrainian cultural heritage under the conditions of the full-scale invasion of Russia into Ukraine. The authors emphasize that occupants not only destroy historic buildings, i.e. material objects, but also steal art values, destroy library and archive funds; their actions are aimed at destruction of our spirituality, identity and history. It is pointed out that there are the main streams in the work of journalists, experts, and culture figures, namely: fixation of losses, propaganda of the Ukrainian culture in the world, expert evaluation of the restitution possibilities, and filling of the culture material with patriotic sense. The full-scale invasion of Russia into Ukraine on the 24th of February 2022 led to the numerous loss of life, ruination of the military, civil and infrastructure objects. But the state-aggressor destroys and robs our culture in this war. Since the beginning of the war mass media have been actively informing about the situation in the regions, which happened to be at the line of the Russian troops attack. The information was in particular about the fact that different educational establishments, libraries and their funds, museums with valuable collections, theatres, religious buildings and historic buildings had been ruined. To tell the truth the information was incomplete due to the limited opportunities to monitor the situation. However, later it has been systematized. The work of journalists and experts contributed to this since they stated the criminal acts of Russia, informing about the ruination facts of historic, sacral, cultural monuments, devastation of many museum collections, destruction of library and archive funds. Digitalization of the Russian war crimes against Ukrainian culture became one more important work aimed at preservation of the Ukrainian cultural heritage. It was done by means of interactive maps of the Ukrainian cultural losses and it enables documenting crimes of the occupant army and spreading this information at the international level. Key words: culture, cultural front, cultural losses, cultural values, cultural heritage, war, media.
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Woo, Hongjoo, und Byoungho Jin. Apparel Brands’ Corporate Social Responsibility: Influences of Consumers’ Cultural Values and Impacts on Brand Loyalty. Ames: Iowa State University, Digital Repository, 2013. http://dx.doi.org/10.31274/itaa_proceedings-180814-849.

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Thunø, Mette, und Jan Ifversen. Global Leadership Teams and Cultural Diversity: Exploring how perceptions of culture influence the dynamics of global teams. Aarhus University, Oktober 2018. http://dx.doi.org/10.7146/aul.273.

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In the 21st century, business engagements are becoming increasingly global, and global teams are now an established form of organising work in multinational organisations. As a result, managing cultural diver-sity within a global team has become an essential part of ensuring motivation, creativity, innovation and efficiency in today’s business world.Global teams are typically composed of a diversity of experiences, frames of references, competencies, information and, not least, cultural backgrounds. As such, they hold a unique potential for delivering high performance in terms of innovative and creative approaches to global management tasks; however, in-stead of focusing on the potentials of cultural diversity, practitioners and studies of global teams tend to approach cultural diversity as a barrier to team success. This study explores some of the barriers that cultural diversity poses but also discusses its potential to leverage high performance in a global context.Our study highlights the importance of how team leaders and team members perceive ‘culture’ as both a concept and a social practice. We take issue with a notion of culture as a relatively fixed and homogeneous set of values, norms and attitudes shared by people of national communities; it is such a notion of culture that tends to underlie understandings that highlight the irreconcilability of cultural differences.Applying a more dynamic and context-dependent approach to culture as a meaning system that people negotiate and use to interpret the world, this study explores how global leadership teams can best reap the benefits of cultural diversity in relation to specific challenging areas of intercultural team work, such as leadership style, decision making, relationship building, strategy process, and communication styles. Based on a close textual interpretation of 31 semi-structured interviews with members of global leader-ship teams in eight Danish-owned global companies, our study identified different discourses and per-ceptions of culture and cultural diversity. For leaders of the global leadership teams (Danish/European) and other European team members, three understandings of cultural diversity in their global teams were prominent:1)Cultural diversity was not an issue2)Cultural diversity was acknowledged as mainly a liability. Diversities were expressed through adifference in national cultures and could typically be subsumed under a relatively fixed numberof invariable and distinct characteristics.3)Cultural diversity was an asset and expressions of culture had to be observed in the situationand could not simply be derived from prior understandings of cultural differences.A clear result of our study was that those leaders of global teams who drew on discourses of the Asian ‘Other’ adherred to the first two understandings of cultural diversity and preferred leadership styles that were either patriarchal or self-defined as ‘Scandinavian’. Whereas those leaders who drew on discourses of culture as dynamic and negotiated social practices adhered to the third understanding of cultural di-versity and preferred a differentiated and analytical approach to leading their teams.We also focused on the perceptions of team members with a background in the country in which the global teams were co-located. These ‘local’ team members expressed a nuanced and multifaceted perspective on their own cultural background, the national culture of the company, and their own position within the team, which enabled them to easily navigate between essentialist perceptions of culture while maintain-ing a critical stance on the existing cultural hegemonies. They recognised the value of their local knowledge and language proficiency, but, for those local members in teams with a negative or essentialist view of cultural diversity, it was difficult to obtain recognition of their cultural styles and specific, non-local competences. 3Our study suggeststhat the way global team members perceive culture, based on dominant societal dis-courses of culture, significantly affects the understandings of roles and positions in global leadership teams. We found that discourses on culture were used to explain differences and similarities between team members, which profoundly affected the social practicesand dynamics of the global team. We con-clude that only global teams with team leaders who are highly aware of the multiple perspectives at play in different contexts within the team hold the capacity to be alert to cultural diversity and to demonstrate agility in leveraging differences and similarities into inclusive and dynamic team practices.
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Hood, Sula, Brittany Campbell und Katie Baker. Culturally Informed Community Engagement: Implications for Inclusive Science and Health Equity. RTI Press, Januar 2022. http://dx.doi.org/10.3768/rtipress.2023.op.0083.2301.

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Public health efforts seeking to reduce disparities and promote equity must be inclusive to reach their full potential. Interventions, programs, and initiatives designed to promote health equity among Communities of Color must be culturally informed. Communities and the cultural values and practices that shape them are closely intertwined, creating opportunities for a more intentional approach to community engagement. Yosso’s framework of Community Cultural Wealth (CCW) emphasizes six forms of capital that People and Communities of Color use to thrive and succeed: social, navigational, linguistic, familial, resistant, and aspirational. We anchor our approach—culturally informed community engagement—in the core tenets of CCW. This paper discusses CCW and its applicability and utility for facilitating culturally informed community engagement in health research. In our approach, asset-based frameworks intersect with community engagement, CCW, and principles of health equity. We discuss how applying CCW to conducting community-engaged research promotes health equity, inclusive science, and authentic relationships with community partners. Lastly, we provide applied examples of community-engaged interventions that leverage cultural assets in Communities of Color to reduce disparities and promote health equity.
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Michalak, Julia, Josh Lawler, John Gross und Caitlin Littlefield. A strategic analysis of climate vulnerability of national park resources and values. National Park Service, September 2021. http://dx.doi.org/10.36967/nrr-2287214.

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The U.S. national parks have experienced significant climate-change impacts and rapid, on-going changes are expected to continue. Despite the significant climate-change vulnerabilities facing parks, relatively few parks have conducted comprehensive climate-change vulnerability assessments, defined as assessments that synthesize vulnerability information from a wide range of sources, identify key climate-change impacts, and prioritize vulnerable park resources (Michalak et al. In review). In recognition that funding and planning capacity is limited, this project was initiated to identify geographies, parks, and issues that are high priorities for conducting climate-change vulnerability assessments (CCVA) and strategies to efficiently address the need for CCVAs across all U.S. National Park Service (NPS) park units (hereafter “parks”) and all resources. To help identify priority geographies and issues, we quantitatively assessed the relative magnitude of vulnerability factors potentially affecting park resources and values. We identified multiple vulnerability factors (e.g., temperature change, wildfire potential, number of at-risk species, etc.) and sought existing datasets that could be developed into indicators of these factors. To be included in the study, datasets had to be spatially explicit or already summarized for individual parks and provide consistent data for at least all parks within the contiguous U.S. (CONUS). The need for consistent data across such a large geographic extent limited the number of datasets that could be included, excluded some important drivers of climate-change vulnerability, and prevented adequate evaluation of some geographies. The lack of adequately-scaled data for many key vulnerability factors, such as freshwater flooding risks and increased storm activity, highlights the need for both data development and more detailed vulnerability assessments at local to regional scales where data for these factors may be available. In addition, most of the available data at this scale were related to climate-change exposures, with relatively little data available for factors associated with climate-change sensitivity or adaptive capacity. In particular, we lacked consistent data on the distribution or abundance of cultural resources or accessible data on infrastructure across all parks. We identified resource types, geographies, and critical vulnerability factors that lacked data for NPS’ consideration in addressing data gaps. Forty-seven indicators met our criteria, and these were combined into 21 climate-change vulnerability factors. Twenty-seven indicators representing 12 vulnerability factors addressed climate-change exposure (i.e., projected changes in climate conditions and impacts). A smaller number of indictors measured sensitivity (12 indicators representing 5 vulnerability factors). The sensitivity indicators often measured park or landscape characteristics which may make resources more or less responsive to climate changes (e.g., current air quality) as opposed to directly representing the sensitivity of specific resources within the park (e.g., a particular rare species or type of historical structure). Finally, 6 indicators representing 4 vulnerability factors measured external adaptive capacity for living resources (i.e., characteristics of the park and/or surrounding landscape which may facilitate or impede species adaptation to climate changes). We identified indicators relevant to three resource groups: terrestrial living, aquatic living (including living cultural resources such as culturally significant landscapes, plant, or animal species) and non-living resources (including infrastructure and non-living cultural resources such as historic buildings or archeological sites). We created separate indicator lists for each of these resource groups and analyzed them separately. To identify priority geographies within CONUS,...
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Hwang, Ja-young, Eulanda A. Sanders und Mary Lynn Damhorst. South Korean Fashion designers’ decision-making process: The influence of cultural values and personal experience in the creative process. Ames: Iowa State University, Digital Repository, 2014. http://dx.doi.org/10.31274/itaa_proceedings-180814-897.

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