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Emmanuel, Thinethavone Emmanuel. "Patriotism and National Culture". Thesis, University of Oxford, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.517338.
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Tosi, Philippe. "La notion française de trésor national". Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM1005/document.
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Notre sujet de thèse a pour objectif d'éclairer le sens de la notion française de trésor national, catégorie spécifique de biens culturels qui échappent aux principes de la libre circulation des marchandises au sein de l'Union européenneThe aim of our thesis is to enlighten the sense of the French notion of national treasure, a specific category of cultural goods, which are not submit to the classical rules of the free movements of goods in the European Union
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Harding, Tobias. "Nationalising Culture : The Reorganisation of National Culture in Swedish Cultural Policy 1970–2002". Doctoral thesis, Linköping : Department for Studies of Social Change and Culture, Linköping University, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-9896.
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Cook, Danielle N. "Public space and nation| Constructing national culture after independence". Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1527908.
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In this thesis, I use the cities of Yamoussoukro, Cote d'Ivoire; Phnom Penh, Cambodia; and Montreal, Canada as case studies to analyze the connection between architecture, nationalism, and the influence of colonialism. Each of these cities was directly influenced by French urban development as these cities were reshaped in order to change the people, history, or culture of specific geographies. As these countries gained independence from France they used architecture as a way to express national identity to local populations in order to collectivize them, as well as a way to express this "unified" identity to the international community. This is rooted in the urban policies of the European colonizers which focused on teaching indigenous populations European morality, aesthetics, and rational use of space, but also in the creation of maps, drawings, and other material to express the colonial identity of these territories.
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Friedman, Rebecca E. "National Culture and Internal Control". Scholarship @ Claremont, 2013. http://scholarship.claremont.edu/cmc_theses/738.
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How does National Culture impact the Financial Risk of a company? To begin answering this question, it is important to look at culture and risk. By understanding the opponents of both, through analysis of cultural aspects as well as cultural theory, it is shown that the National Culture effects the financial representation of a company. This has a very strong effect on Multinational Companies that must balance the culture of their headquarters with that of their regional locations.
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Nestingen, Andrew K. "Why nation? : globalization and national culture in Finland, 1980-2001 /". Thesis, Connect to this title online; UW restricted, 2001. http://hdl.handle.net/1773/6585.
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Dwyer, Thomas Sean. "National culture, organizational culture, and personal value influences on personal selling practices : a five-nation study /". Ann Arbor, MI : UMI, 1997. http://aleph.unisg.ch/hsgscan/hm00076909.pdf.
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Rinta-Jouppi, Matti, i 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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Lee, John 1957 Dec 10. "Effective global teams : impact of organizational culture change and national culture differences". Thesis, Massachusetts Institute of Technology, 2000. http://hdl.handle.net/1721.1/9200.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2000.Also available online on DSpace at MIT.
Includes bibliographical references (leaves 54-55).
The concept of dispersed teams is widely applied in industry today. This thesis explores the experience of one remotely located team of a U.S. based multinational in the automotive industry based in Japan. It begins by reviewing the literature on the subject, followed by a general discussion of the concept of organizational culture change and the impact of national culture differences in working globally dispersed. The automotive team that is the basis for this study is successful in the marketplace but sometimes faces conflicts working with the Headquarter and other business units in its efforts to meet the specific requirements of the Japanese market. The differences in priorities and business practices often serve to cause the members in the Japan based remote team to feel isolated and misunderstood in their role as the "front-line" soldiers" with a defined mission of growing the Japanese market. What emerges from the study is the fact that a major culture change in the home organization coupled with diverse cultural differences between Japan and the U.S. makes it difficult for the entire organization to move in sync with the shared visions of the senior management as quickly as necessary in the fast changing marketplace. Although the directions are clear and the future path seem rational, entrenched ways of doing business caused by old habits and existing systems seem to get in the way. There also appears to be no fast and clear-cut solutions to this dilemma. It takes more time to build trust, develop a shared vision and mitigate the cultural gulfs that are inevitable. For management, it means greater efforts to communicate about where the organization needs to move and resolving differences in perceptions between the remote team and the home organizations.
by John Lee.
M.B.A.
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Widiyanto, Okky. "The Culture of Leadership : The relationship between national culture and leadership models". Thesis, Försvarshögskolan, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-4035.
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The objective of this thesis is to discuss the influence of national culture in leadership within military organizations and also to explore the effectiveness of a specific leadership model in a multinational context. Developmental leadership (DL) is a model used by the Swedish Armed Forces (SAF) since 2003. However, the aim is not to answer the question of if a certain leadership model has an effect or not and therefore legitimize or discard the use of it. It rather raises the question of why this leadership model has been chosen to become such an integral part of an organization. This thesis analyzes DL by classifying its components using Hofstede’s theory of cultural dimensions as a basis and compares the results with Sweden’s cultural dimensions to find a correlation. The results show a high correlation between DL and Sweden, but DL does not correlate with Belgium’s cultural dimensions. Sweden’s characteristics are also complemented by empirical data collected for the purpose of this thesis. According to this interview study with Swedish officers, even though DL is not consciously applied to their leadership styles, it coincides with the characteristics of their vision of an ideal leader. Moreover, DL consists of components that are suitable foundations for an effective multinational leadership.
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Chiba, Manoj Dayal. "Are national and organisational cultures isomorphic? HQ-subsidiary relations". Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29463.
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Cultural differences between countries are widely acknowledged, and these differences manifest in HQ-subsidiary relations of MNCs. Central to the strategies that MNCs implement outside their home countries is the understanding of the dynamic nature of culture. While studies exist on the HQ-subsidiary relations these studies fall short in understanding the impact on individuals employed by MNCs. Thus, understanding if common differences between MNCs from different countries exist and how these manifest at the individual level may provide valuable insight into the nature of culture. 404 responses from 12 MNCs representing 5 countries was collected and analysed. Analysis included principle component analysis, ANOVA, correlation co-efficients and the cultural distance index. Results indicate that individual and organisational cultures are weakly correlated to home and host country national cultures; and individual culture is correlated to organisational culture. Common differences exist between MNCs with HQ in different countries. MNCs from South Korea are the most accommodating to the subsidiary organisational culture, while the Netherlands the least accommodating. Unintentionally results indicated that the perception of cultural distance is different to what is predicted. Culture is elastic and evidence exists for individuals holding an in-culture and out-culture. MNCs should understand the impact of culture at the individual level rather than only at the national level.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Hall, Frederick Leonard. "Australians in a corporate culture the national characteristics, are they intrinsic? : a study of cultural behaviour of Australian employees in a multi national [sic] corporation : a measure of change of national culture over time and it's relevance to corporate culture in Australia /". Master's thesis, Australia : Macquarie Universityc, 1989. http://hdl.handle.net/1959.14/23256.
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Thesis (MA)--Macquarie University, Graduate School of Management, 1989.Introduction -- Values and culture -- The four dimensions -- Australia survey 1984/85 -- Methodological debate -- Literature reviews -- Outcome in terms of our national culture -- Transition to corporate culture -- Results of survey 1984/85 -- Appendix.
Bibliography: final [7] leaves (Appendix 4).
Mode of access: World Wide Web.
49 leaves ill. +
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Zhao, Chengqian. "Impact of National Culture Dimensions on Scrum Implementations". Thesis, Blekinge Tekniska Högskola, Institutionen för programvaruteknik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2109.
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Context. Scrum is one of the most common used Agile method. It is based on empiricism. Scrum only provides a framework but the detailed implementations in practice are very different. and the environment has a big influence on it. National culture is proven to have an impact on Agile methodology. The implementation of Scrum practices should be influenced by national culture as well. Objectives. This paper reveals the relationship between national culture and Scrum implementation. It explores in which aspects that national culture has an influence on the implementation of Scrum practices and how the different national culture dimensions affect the implementations. Methods. A literature review is used to build a theoretical framework. This framework includes the potential relationships between national culture and Scrum practices, which are our hypotheses. Afterward, interview is used in a company that has Scrum teams in both Sweden and China. Their implementations of Scrum practices are interviewed and analyzed based on our hypotheses. Results. A framework of deducted relationship between Hofstede’s national culture dimensions and Scrum practices is built. National culture is found to have an influence on the implementations of five Scrum practices. Conclusions. National culture is found to have an influence on Scrum implementations. National culture through power distance dimension has the most impact on implementations of no title practice, manage burn down chart practice and no interference practice. National culture differences in the aspect of individualism dimension also affect the practice like no title in teams. Uncertainty avoidance degree in different nations also has the most impact on Scrum implementation such as using burn down chart practice and time-boxed dimensions. Moreover, influence from national culture in China makes the Scrum implementations more consistency than the influence from national culture in Sweden.
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Alajmi, Salman. "The effect of national culture on service provision". Thesis, Brunel University, 2011. http://bura.brunel.ac.uk/handle/2438/5344.
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Purpose This research is to investigate the effect of national culture on service provision. Hence, the researcher aims Firstly to investigate the differences in national culture between any two different countries share some attributes like language, religion or geographic location. Secondly, it aims to find whether the differences in national culture of two countries associated with differences in service provision. Finally, the researcher aims to propose a framework that shows how differences in national culture may associate with differences in service provision. Design /Methodology/ Approach This research will quantitatively develop and examine a conceptual framework that is designed to test the effect of national culture on service provision within the context of Takful industry. A total of 463 respondents completed the survey based questionnaire from two different countries (Kuwait and Egypt) which are identified as being related to the same cluster that is, the Arab clusters. The context of the research happened to be within the context of Takaful (Islamic insurance industry) due to the uniqueness of the sector to the cluster. The data was statistically tested using SPSS and AMOS programming system as the primary statistical technique to build structure equation modelling that allows testing the proposed conceptual framework Findings Results have shown that the differences in national culture of power distance and uncertainty avoidance have an effect on service provision through service delivery gaps. Results indicated that the service delivery gaps of information gap, specification gap and performance gap partially mediate the effect of national culture on service provision in terms of information flow, style of management, control, communication policy, specification driver and boundary system. The findings also indicate that there are differences in national culture between Kuwait and Egypt despite the commonality of language and religion. The findings are in contrary to Hofstede’s findings in which he argues that Arab cluster have an identical national culture dominated by Islam. Finally, results provide strong evidence that the researcher cannot disconfirm the theory after being statistically tested in which result support the validity of the theory. Limitations The research studied only two dimensions of national culture against three service gap attributed to the theory followed by the research, however they were found strongly linked in previous research. Also the research has addressed only one sector of service industry in two countries, but since the industry (Takaful) stemmed from the religion of the context to which previous research assumes homogeneity of Arab national culture based on the power of the religion. Hence, generalizability of the findings can be extended to any national culture of two countries from the similar cluster share similar attributes of religion and language. Contributions: Contribution to theory This research confirmed the findings of previous researches as to what extent national culture effect service provision associated with service delivery gaps. It confirmed previous research findings on the underlying relationships between national culture and service provision and how this might be associated with service delivery gaps. An important contribution to theory is the ability of power distance and uncertainty avoidance in predicting national culture differences in service provision between any two countries. Further, the study found that the national culture dimensions do not equally influence service provision as it varies cross culturally. In addition, the research contributes to the theory by providing a conceptual framework that can cultivates the seed in the body of knowledge to enrich the soil for researchers to study the effect of national culture on service provision. Another contribution stems from the findings that opposes Hofested’s claim regarding the homogeneity of Arab countries. Finally, the research proposes a data driven model stems from the collected data. Contribution to Practice The findings of this research assist service providers of Takaful in particular, and services sector providers in general, to improve their service quality as it identifies and explains some key insights that might help in dealing with various service delivery gaps. Therefore, it is very important for marketers to understand the effect of national culture differences on service delivery gaps which in turn effect the mechanisms of service provision. Contribution to Policy The research has contributed to the policy with which delivery processes can be systematically enhancing the excellence of service delivery for organizations. Policies of organizations can be set taking in consideration the role of national culture. Organizations may bridge the service delivery gap if they comprehend the effect of national culture on the delivery of their services. Information gap, specification gap and performance gap can be reduced or eliminated if provider understands the effect of national culture on those gaps and how they policies for Information flow, Style of management, Control, Communication policy, Specification driver and Boundary System. These polices may apply differently in different cultural settings as policies applicable in one culture may not be valid for other culture. On the other hand, differences in power distance and risk acceptance may shape provider’s policy to adapt to the pertinent environment. Hence, this research provides policy makers understand the role of culture on service provision. Contribution to method This research is significant in drawing support from cultures which is different from Anglo cultures (Hofstede, 1980) which in most researches provide evidence to the management literature. On the foundation of the literature review, the research has contributed to method by using a unique context that related directly to the studied national cultures. The method was the adoption of national culture of countries that belong to the same cluster and study the differences/similarities of this national culture with a unique context that related to the dimension to which they were clustered upon like religion and language. Moderation effect of national culture was not appropriate as the conventional methodology when using structural equation modelling in cross cultural studies. However, mediation effect has been found valid and appropriate in exploring the effect of national culture on service provision. results revealed that the method of testing mediation effect was successful in highlighting the effect of national culture drawn from similar cluster countries on service provision mediated by service quality gaps with which a new addition has been added to the body of the literature.
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Rial, M. Alberto. "National culture and socioeconomic development : the Venezuelan case". Thesis, Massachusetts Institute of Technology, 1986. http://hdl.handle.net/1721.1/39498.
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Thesis (M.S.)--Massachusetts Institute of Technology, Sloan School of Management, 1986.MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY.
Bibliography: leaves 222-225.
by Alberto Rial M.
M.S.
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Le, Thanh, i Luz Bruno Picasso Wejrot. "Global competitiveness, human capital, and Hofstede’s cultural dimensions: Does culture influence national competitiveness?" Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-13238.
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National economic competitiveness is a major concern to governments, firms, and individuals in an increasingly globalised world. Culture is known affect economic competitiveness, but there is little existing research that links Hofstede’s cultural dimensions with the Human Capital Indicators in the World Economic Forum’s Global Competitiveness Index. U-blox is an international firm with offices around the world. The firm has grown through acquisitions and has become a key player in the wireless communication and positioning semiconductors business. The chosen topic will study the cultural aspects of a selected group of u-blox subsidiaries. The values in a workplace are in fact influenced by culture and by their human capital. Using Hofstede’s dimensions to analyse the cultural factors, it is possible to study the international context of the human capital in each subsidiary by using reliable international indicators provided in the Global Competitiveness Index.
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Apostle, Alisa Catharine. "The view from the hill, national park culture and Gatineau Park, 1920-1960". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq20602.pdf.
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Kotze, Theo. "The effect of national culture on customer satisfaction in call centres across national borders". Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/23069.
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Characteristics of national cultures have frequently been claimed to influence service quality perception and customer satisfaction. This inquiry investigates this claim by analysing a multinational company’s call centre servicing two markets across national borders. Hypotheses are derived which relate the cultural and customer characteristics of age, gender and socio-economic status to customer satisfaction and perceived service quality within each country.Using multiple regression and CHAID models as well as Mann-Whitney and Kruskal-Wallis tests, the hypotheses are tested by analysing call centre service feedback data on 245 customers in the South African and 201 customers in the British market. Empirical support for the effect of national culture on perceived service quality and customer satisfaction is found.Empirical proof that females report higher levels of satisfaction than males is found while the importance customers place on service quality constructs are proven to vary by age and gender. A call centre management model integrating culture and customer characteristics, which provides a richer perspective of the mechanics of value creation, is suggested.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Lee, Park Camila Hyeun. "Cultural strategies: how do national cultures impact the operations strategy?" reponame:Repositório Institucional do FGV, 2015. http://hdl.handle.net/10438/15044.
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Through the assessment of the fourth round of the High Performance Manufacturing (HPM) project and the introduction of Hofstede’s Cultural Classification, the present work aims to deepen the comprehension of the impact of National Cultures on firms’ Operations Strategy. The ANOVA comparisons of four Operations Strategy elements in countries with different industrialization and development backgrounds (e.g. Germany, China, Brazil and South Korea) suggest that while Integrating Leadership and Implementation of Manufacturing Strategy are affected by the cultural levels of Power Distance, Individualism vs. Collectivism and Uncertainty Avoidance, the other two elements of Operations Strategy, Functional Integration and Formal Manufacturing Strategy, show effects of the degree of Individualism vs. Collectivism and Long-Term Orientation. The results of the study are expected to offer new perspectives on the planning and implementation of strategic and operations management for both practitioners and academics. More specifically, the analysis of cross-cultural influence over operations strategy may contribute to a better understanding of how cooperative behavior may lead firms to generate higher rents through the strengths and weaknesses of their relations, particularly in terms of global supply chains.
Pela análise da quarta rodada do projeto High Performance Manufacturing (HPM) e com a introdução da Classificação Cultural de Hofstede, o presente trabalho objetiva aprofundar a compreensão do impacto de Culturas Nacioais nas Estratégias de Operações das empresas. As comparações de ANOVA de quatro elementos de Estratégia de Operações em países com diferentes passados de industrialização e desenvolvimento (e.g. Alemanha, China, Brasil e Coréia do Sul) sugerem que enquanto Liderança Integrativa e Implementação de Estratégia de Produção são afetadas por níveis culturais de Distância de Poder, Individualismo vs. Coletivismo e Aversão à Incerteza, os outros dois elementos de Estratégia de Operações, Integração Funcional e Estratégia Formal de Produção, mostram efeitos do grau de Individualismo vs. Coletivismo e Orientação de Longo-Prazo. Espera-se que os resultados do estudo ofereçam novas perspectivas no planejamento e na implementação da gestão estratégica e de operações tanto para práticos quanto para acadêmicos. Mais especificamente, a análise da influência multi-cultural na estratégia de operações pode contribuir para um melhor entendimento de como o comportamento cooperativo pode levar organizações a gerar maiores rendas através de forças e fraquezas de suas relações, particularmente em termos de cadeias de suprimentos globais.
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Nejad, Salim Ashkan, i Jabar Said Jalil Said. "Influence of National Culture on Business & Organizational Culture in Iran and United Kingdom". Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26628.
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Ragupathy, Rajkumar. "National Cultures in Strategy Management : Product Strategy Formulation". Thesis, University of Gävle, Department of Business Administration and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-3847.
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Aim: The aim of this research is to formulate India market product strategy for the global multinational corporate Vodafone Inc.,
Investigate the influence of national cultures in strategy formulation. Applying cultural synthesis in the strategy formulations for target markets.
Method: The main methods of data collection are individual interviews and discussions and group cultural training. A computer online questionnaire is used past the interview for correlation and analysis of responses. Two sets of interviews pre-cultural training and post-cultural training are conducted. The results are presented, analysed, reflected and related to the research. The research is applied to deliver a reformulated product strategy for Vodafone Inc.,
Result & Conclusion: This research bought out the implications of national cultures in strategy formulation and how strategy can be delivered by infusing culture as one of the parameter in strategy formulation. The end result is strategy that is closer to local market customer needs and wants aligned with organization business objectives. The conclusion is that global multinationals could deliver better strategy that applies globally to each of the local subsidiaries by embedding ethos of the regional markets in the strategy formulation.
Suggestions of future research: The research focussed on strengthening strategy formulation by embedding culture as parameter. The theme could be extended to strategy implementation in future research.
Contribution of the thesis: This research has added value to the strategy formulation, by proposing a new model, where the strategy team comprehends the national culture value of target markets and blends them as one of the parameters in the information’s and data. Thus the final interpretation of the information and data is a collective reflection of own national culture values and the target market cultural values.
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Kravariti, Foteini. "National and organisational cultural impact on talent management implementation : case studies from Greece". Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/national-and-organisational-cultural-impact-on-talent-management-implementation-case-studies-from-greece(355f5242-6ba1-4a3a-8af7-5b744b478d51).html.
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Organisations today are investing in the efficient management of their talented workforce, known as talent management (TM) in order to bear fruitful outcomes in terms of corporate sustainability. Some businesses choose to include all employees in their TM strategy-inclusive TM-whilst others only include the highest-performing employees-exclusive TM. It has been suggested that no matter which TM strategy they implement, contextual factors such as culture seem to drive the degree of their application. Thus, the rationale for this research is in determining the cultural factors that trigger the exercise of TM.This study's aim is to analyse the extent to which TM strategies are impacted by national and organisational culture. In addition, it seeks the critical exploration of TM in the context of key human resource practices (HRPs); the critical investigation of TM's application; the critical examination of national and organisational culture; and finally, the degree to which both types of culture affect TM's application. This study follows a conceptual framework which sets national culture as the independent variable, organisational culture as the mediating variable, and TM as the dependent variable. The body of theory overviewed is relevant to TM's concepts and its interrelation to both human resource management (HRM) and human resource development (HRD). Predominant national and organisational cultural frameworks are also overviewed. This research's sample includes six case studies from northern, central and southern Greece and adopts a mixed-methods approach using primary data collected through questionnaires and interviews, and analysed through SPSS and thematic analysis. Among the key findings is that national culture indirectly drives the adoption of specific TM modes through the development of certain corporate cultures. Additional findings shed light on the contemporary conception of 'talent' and 'TM,' as well as on the association between national and corporate culture. This study significantly contributes to knowledge by bringing in evidence from the business environment while also discussing implications for practitioners regarding the parameters that influence both their decisions and actions.
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Isojärvi, J. (Jussi). "The influence of national culture on management control systems". Master's thesis, University of Oulu, 2014. http://urn.fi/URN:NBN:fi:oulu-201411121985.
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This master’s thesis aims to point out if national culture has an influence on the use of management control systems. The focus in on studying possible differences found in cultural attributes between Finland and USA. Identified differences are then compared against differences found in management control systems and practices used in these two countries.
Geert Hofstede’s original typology of four cultural dimensions is utilized as a basis for identifying and interpreting cultural differences between Finland and USA. Cultural dimensions which are used to identify cultural differences include power distance, individualism, masculinity, and uncertainty avoidance. Management control alternatives are examined by dividing them into four groups: results controls, action controls, personnel controls, and cultural controls, based on the work of Merchant and Van der Stede. The study presents assumptions between possible relations of cultural attributes and the control alternatives.
The empirical part of the study was conducted in spring 2014. In order to give the thesis a Finnish view of American culture, four Finnish individuals, who all have worked in the United States for two years or more, were interviewed. The interviews focused on perceptions made at work in US organizations. The interviewees were inquired of their experiences considering differences in national culture, and differences identified between management practices between Finland and USA.
Findings from the interviews are then compared against Hofstede’s cultural dimensions, in order to see if a correlation to Hofstede’s results can be identified. Management control alternatives are discussed in the light of the findings, in order to point out whether differences in management control practices are visible. Based on the results it can be stated, that the influence of national culture is visible when comparing management control systems used in Finland and USA.
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Alexander, Edward. "Locating the national in Croatian film culture, 1980-2009". Thesis, University of Southampton, 2016. https://eprints.soton.ac.uk/399701/.
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In this thesis I propose a new methodology for constructing national cinemas, using reception studies, which aims to better convey the plurality of identities present within a national context. Existing national cinemas overwhelmingly rely upon homogenous national identities dictated by scholars who opaquely play judge and jury over inclusion. Each national cinema ostensibly provides a superior representation of a particular nationhood than its predecessors. I argue that filmic nationhood is less absolute and the role of the national cinema scholar should be in communicating the significance of various existing interpretations within a national context. National audiences do not watch films as blank canvasses but rather are conditioned by the context in which they consume them. This necessitates these audiences’ disaggregation according to their various collective identities which enact ingroup favouritism and outgroup discrimination. These identities’ filmic reception is accessed through press materials such as magazines and newspapers which address their particular readership appropriately. Analysis of this reception over an extended period of time constructs a national cinema network and reveals both the complexity and contradictions of filmic nationhood. Croatian film culture from 1980 to 2009 serves as the medium through which I implement my preferred methodology in this thesis. Analysing the varied receptions of six films, I construct a Croatian national cinema which is significantly more nuanced than those which have preceded it. Nationhood is shown to be the most significant collective identity in Croatian film culture, often conditioning the depiction and reception of other national and non-national identities. Nevertheless, this was neither a static nor an exclusive nationhood. What it meant to be Croatian in film culture was concurrently understood in different ways and Croatian imaginings were always supplemented by Yugoslav alternatives.
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Parathur, Kesavan Deepak. "Exploring the Impact of National Culture on Logistics Performance". DigitalCommons@CalPoly, 2019. https://digitalcommons.calpoly.edu/theses/1982.
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The increased logistics complexity due to supply chain globalization requires a deeper understanding of a country’s logistics performance. This performance is usually captured through infrastructure, services and procedure elements and understood in operational and economical terms. This thesis adds a social view to understand logistics performance variation across countries through focusing on their national culture dimensions. Using secondary data from the international Logistics Performance Index (LPI) report as well as the scores from Hofstede’s national culture dimension surveys, the impact of national culture on logistics performance was explored. Statistical results showed Power Distance and Uncertainty Avoidance dimensions were found to have a negative correlation with the LPI while Individualism as well as Long Term Orientation were both positively correlated to the LPI. This cultural understanding adds to the growing social literature research on logistics performance and can guide logistics managers in their decisions regarding where and when to locate their resources.
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Rossberg, Max A. E. (Max Alexander Ernst) Carleton University Dissertation Management Studies. "An examination of cross-national differences in organizational culture". Ottawa, 1989.
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Chiegil, Robert Joseph. "Impact of national culture on aid effectiveness in Nigeria". Thesis, Sheffield Hallam University, 2017. http://shura.shu.ac.uk/21515/.
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For nearly 60 years since rich countries started channeling foreign aid resources to Nigeria, aid effectiveness is still being contemplated. This study sought to determine the impact of national culture on aid effectiveness, in order to develop frameworks for aid effectiveness in Nigeria. A combination of the Geert Hofstede’s dimensions of national culture; the Paris Declaration’s principles of aid effectiveness as well as the Easterly and Pfutze’s best practices of aid were used to underpin the study. The analytic survey research design was adopted. Data was collected through computerized self-administered Qualtrics web-based survey, using Likert scale questionnaire. The questionnaire was distributed to all 846 aid workers that composed the sampling frame across the six geographic regions of Nigeria. Out of this number, 416 were returned valid and analyzable. Descriptive (frequencies) and inferential (Chi-square and ANOVA) statistics were utilized for data analysis. In order to increase statistical rigor and control for biases, the Kruskal Wallis test of variance and Mantel-Haenszel procedures were conducted. Of the five principles deployed in this study, participants perceived aid effectiveness in four principle areas. That is, aid alignment to country systems, managing aid for results, country ownership of aid, and mutual accountability of aid. Harmonization of aid emerged from this study as ineffective. Of the four principles of aid effectiveness that were perceived to be effective, country ownership of aid had significant relationship with national culture. Therefore, culture sensitive institutional framework, as well as a conceptual framework for aid effectiveness were proposed for implementation to improve the effectiveness of aid; particularly, promoting culture sensitive ownership and harmonization of aid in Nigeria.
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Altwaijri, Ahmad Saleh. "Marketing strategies and national culture : an empirical investigation of customers' acceptance of the online banking channel in the context of Saudi national culture". Thesis, Brunel University, 2015. http://bura.brunel.ac.uk/handle/2438/13835.
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Technology and the development of the Internet has led to greater awareness among organisations of the role the Internet can play in improving services through online channels. Banks, financial institutions and the relevant government authorities in the Kingdom of Saudi Arabia (KSA) have made great progress towards improving their e-services; however, these efforts came with a lack of theoretical background concerning the main challenge, which is to encourage customers to accept Online Banking (OB). This research has explored these concerns, with the aim of providing better understanding of the salient factors affecting people's acceptance and adoption of OB technology within the specific national cultural context of Saudi Arabia. The literature suggests numerous factors as determinants of people's technology adoption in general and OB in particular. This study employs a qualitative approach to narrow down and identify factors that did not emerge in the literature, to arrive at the most appropriate ones. The qualitative stage of the research involved a combination of two focus groups (14 participants) and eight semi-structured interviews. After accomplishing the first stage, a model was proposed to explain the factors affecting user acceptance of technology in the context of OB in Saudi Arabia comprising eight constructs (Perceived Usefulness, Resistance to Change, Perceived Trust, Perceived Usefulness, Social Influence, Perceived Quantity, Uncertainty Avoidance and Perceived Image). A cross-sectional survey was developed and distributed, resulting in 945 responses for use in the data analysis (using SPSS 20.0), for descriptive and exploratory factor analysis to extract constructs of the model. To finish, the proposed model and its hypotheses were examined by applying two-stage structural equation modelling. The conceptual model was found to be of value in explaining the role of the chosen factors that affect user acceptance of technology. The research found the seven direct predictors of BI to use OB explained 84.5 percent of BI variance. From the findings, it was found that the most significant predictor of BI was UA, followed by RC then PU. This research contributed to knowledge by providing a new e-service adoption model involving the impact of national culture. The newly proposed factors (PQ and UA as determinants) helped understand users‟ e-behaviours in KSA where research is seriously under-developed. The research limitations and recommended further efforts are finally presented.
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Wiratama, Basiswanto. "Performance-Based Budgeting and the National Culture of Indonesia: How Good is the Fit?" Thesis, The University of Sydney, 2020. https://hdl.handle.net/2123/24673.
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PBB represents an important dimension of public administration. A significant problem arises from tensions between the values of PBB, which originated from developed countries, and the cultural context of developing countries. If PBB cannot be adapted to the societal culture, it is likely to be resisted, and implementation will likely be ineffective. Nevertheless, PBB may transform budgeting culture because there is a bi-directional relationship between culture and PBB.
Using Hofstede’s theory of culture as its analytical starting point, this thesis advances the understanding of not only budgeters’ preferences in implementing PBB as a manifestation of culture, but also culture’s relationship to PBB as the ‘best practice’ recommended by intergovernmental organisations (IGOs). The thesis also examines how Indonesia’s Ministry of Finance, as the designer of PBB, adapts PBB to suit the Indonesian cultural context.
The thesis has two main findings. First, the budgeters value strong hierarchies and generally prefer centralisation over the decentralisation recommended by IGOs’. Secondly, the budgeters generally embed ‘collectivism’ and group-based reward and sanction systems rather than individually based systems. However, with regard to Hofstede’s other cultural indicators—status, symbolism, security and stability in budgeters’ orientation to performance management and flexibility—the data were nuanced. These values did not strongly influence the budgeters’ preferences for performance measurement and flexibility.
In relation to adaptation of PBB principles, PBB designers did not generally adapt their practices and procedures to suit Indonesia’s dominant societal culture. The main implication for the Indonesian government is that its PBB approach should favour top-down and group-based rewards and sanctions, if PBB is to gain greater acceptance among implementers.
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Yang, Hsin-Yen. "Re-interpreting Japanomania: transnational media, national identity and the restyling of politics in Taiwan". Diss., University of Iowa, 2010. https://ir.uiowa.edu/etd/765.
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This dissertation offers a historical and cultural analysis of the highly controversial Japanomania (ha-ri) phenomenon in East Asia with a special focus on post-authoritarian Taiwan. Despite its colonial relations with Japan and its relatively small population of twenty-three million, Taiwan has become the largest market for Japanese trendy dramas outside Japan in the late 1990s and early 2000s. Attracted by these Japanese idol dramas, pop music and fashion, many Taiwanese youths became loyal to anything Japanese. The Japanomania phenomenon in Taiwan aroused stringent public condemnation for being detrimental to national pride and was commonly regarded as a social pathology. I offer my intervention into this debate by arguing that Japanomania consumption has little to do with nostalgia towards Japanese colonization. Rather, Japanomania is best understood as a response to the particular, lived conditions of the generation of Taiwanese who came of age in the 1990s. Given the prevalence of Japanomania among this generation, and given the fact that this was the same generation of young voters who were key to the election of the first opposition party President in 2000, it is remarkable that the connections between these two significant youth movements have been overlooked in existing scholarship. Based on my research and on my own lived experience and participation in both of these movements, I argue that Japanomania discourse in fact played a crucial role in Taiwan's democratization and nation-building in the 1990s.
To de-mystify the intensive consumption of Japanese popular culture in Taiwan, I critically analyze interviews, online Bulletin Board Systems (BBS), historical archives, Japanese TV dramas, and political campaign materials. Such mediated forms give us access to the fluid and mobile field of subject formation in a transitional society. I conclude that transnational culture serves as a medium for Taiwanese politics, and for the current fourth generation in particular. In addition, I suggest that transcultural consumption has political potential not only in Taiwan but also in other contexts such as the United States, Latin America, Europe, and Southeast Asia. This dissertation tackles some of the most fundamental questions in communication studies: the influence of media on politics and the role that people play in making meaning in the context of democratization and globalization. By creating a dialog between this East Asian cultural phenomenon and Western critical theories of culture and globalization, my research also contributes to the development of a multilevel and multicultural approach to discourse, audience studies and globalization studies.
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Nguyen, Thi Kim Chung, i Le Linh Nguyen. "Cultural adaptation of Unilever in Vietnam". Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-15292.
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The purpose of this study is to describe and analyze (1) how Vietnamese business culture resembles and differs from Unilever corporate culture, (2) what advantages and disadvantages are resulted from these similarities and differences, and (3) how the company made use of the advantages and overcome the disadvantages. This thesis also aims at (4) indicating some shortcomings in Unilever‟s adaptation strategy and providing some recommendations. This research work is qualitative in nature and is based upon a case study. Both primary and secondary data are used for the case analysis. Primary data are collected by semi-structured interviews. As a Western company entering Vietnam – an Eastern market, Unilever has encountered both challenges and benefits from the differences and similarities between its global core values and Vietnamese culture. With its global vision: “We have local roots with global scale”, the company made a number of changes to accommodate the differences and took advantage of the similarities. Its adaptation strategies not only build up a strong and appropriate culture but also act as a source of competitive advantage, which contributes to Unilever impressive success in theVietnamese market. However, there are still some shortcomings that need to be taken into consideration.
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Pépin, Dominique. "Caractérisation de la culture organisationnelle d’une entreprise multinationale : le cas du groupe Saint-Gobain". Thesis, Paris 2, 2018. http://www.theses.fr/2018PA020059.
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Comment caractériser la culture organisationnelle d’une entreprise multinationale tout en prenant en compte l’impact des cultures nationales des pays où elle opère ? Telle est la problématique que nous traitons à partir de l’exemple du groupe Saint-Gobain. Nous nous appuyons sur la méthodologie préconisée par Schein dans une démarche apparentée à la Grounded Theory. Nous avons identifié trois dimensions fondamentales principales s’appuyant sur une quatrième dimension complémentaire : - La première dimension porte sur les relations entre les personnes qui se caractérisent par un respect de la personne, un esprit de collaboration, un souci de développement des personnes et un profond respect de la hiérarchie. Nous avons reprise l’image de la famille pour caractériser Saint-Gobain ;- La deuxième dimension est l’action et la relation au monde. Saint-Gobain se caractérise par son esprit d’entreprise, sa prudence et son souci de conformité, son innovation, son attachement à la décentralisation, sa culture industrielle, un sens émergent du client, et sa responsabilité sociale. Nous la caractérisons comme une communauté d’entrepreneurs solidaires et prudents ;- La troisième dimension est la relation au temps : un temps long, ancré dans l’histoire et marqué par la durabilité. Une quatrième dimension complémentaire apparait, relative au respect des cultures nationales et à la prégnance de la culture française Nos travaux confirment la pertinence de la méthodologie de Schein comme le modèle de gestion français caractérisé par d’Iribarne. Par ailleurs les trois dimensions fondamentales que nous avons identifiées rejoignent la typologie de Hampden-Turner & TrompenaarsHow to define the organizational culture of a multinational corporation whilst taking into account the impact of the local cultures of countries where it operates? This question introduces the problematic nature of our study focused on the Saint-Gobain Group. Our research is based on Schein’s methodology in an approach related to the Grounded Theory. We have identified three main fundamental dimensions supported by a complementary fourth dimension:- The first dimension concerns relations among people which can be characterized by respect for people, team spirit, a concern for peoples’ development and profound respect for the hierarchy. To represent Saint-Gobain, we used the metaphor of the family;- The second dimension is the action and relation towards the world. Saint-Gobain is characterized by its entrepreneurial spirit, its prudence and its concern for conformity, its innovation, its commitment to decentralization, its industrial culture, an emerging sense of the customer, and its social responsibility. We characterize it as a community of supportive and prudent entrepreneurs; - The third dimension is the relation to time: a long time carved in history and marked by sustainability.The fourth complementary dimension, in respect of national cultures and the importance of French culture, appears either explicitly or through the practices of leaders and managers who have shaped the organization over time. Our work allows us to validate the relevance of Schein’s methodology and to confirm the French management model characterized by d’Iribarne. Moreover, the three identified fundamental dimensions correspond with the typology of Hampden-Turner & Trompenaars
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Alam, Md Mahbub. "The impact of national culture on the organizational culture: Multinational companies doing businesses in developing countries". Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24731.
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Abstract Title: The impact of national culture on the organizational culture: Multinational companies doing businesses in developing countries Level: Final assignment for Master Degree in Business Administration (MBA) Author: Md. Mahbub Alam Supervisor: Dr. Ehsanul Huda Chowdhury Examiner: Dr. Maria Fregidou-Malama Day: 2017- May Aim: The aim of the study is to understand how national culture of Bangladesh is affecting the organizational culture of the multinational firms operating in Bangladesh. To understand the issue, Hofstede’s Cultural Dimensions are regarded as benchmark for analysis. Method: Qualitative study has been conducted whereby both primary and secondary data are used. Hereby, primary data have been gathered from ten employees of Grameen Phone a multinational working in Bangladesh. To collect data, face to face interviews has been conducted using Skype. Results & Conclusions: Finding of the study is the MNCs integration with national culture with the view to sustainable business operation. It has been demonstrated that national culture affects the organizational culture in the form of employee participation, collective working environment, collaborative work efforts, and knowledge sharing through continuous communication. Suggestions for future research: Further investigations on national culture’s impact on organizational culture can be undertaken by making a comparison between MNC and a purely local firm. Additionally, an analysis on a large number of MNCs operating in host country can add value for further researches. Contribution of the thesis: To the theoretical model, this study makes contribution on the ground of understanding how MNC adapt their business with local culture where cultural sensitiveness is high. Managerial implications: MNCs can ensure collaboration, support, and teamwork among employees as part of their attempt to integrate with local culture. This study reveals that local employees can be used as means of cultural carriers by managers which can promptly address the cultural differences to be mitigated. Keywords: Multi-national Corporations (MNCs), National Culture, Organizational Culture, Uncertainty Avoidance, Individualism vs. Collectivism, Power Distance
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Alshehabi, Ahmad. "The impact of national culture and institutions on goodwill-impairment practices across IFRS-adopting nations". Thesis, University of Birmingham, 2016. http://etheses.bham.ac.uk//id/eprint/6729/.
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This thesis investigates the factors that influence the magnitude of goodwill impairment losses as well as the value relevance of these losses using a sample of 2,466 companies, drawn from 17 countries in which IFRSs have been made mandatory for all their domestic listed companies. The study period is 2007-2013 and includes 14,898 firm-year observations. The results obtained from the Tobit regression analysis involving variables drawn from agency/positive accounting theory, Hofstede’s theory of culture, as well as different theoretical institutional models, reveal that goodwill-impairment amounts are not only driven by economic factors and managerial reporting incentives, but also by country-specific factors, such as cultural and institutional variables. The results also confirm that the strength of the equity market is still the single most influential factor contributing not only to differences in accounting practices but above all, to differences in institutional quality between countries. The results of a K-means cluster analysis reveal that there are two groups of countries, corresponding to strong equity-outsider and weaker equity-outsider clusters. By comparing the relative associations between goodwill-impairment amounts and economic factors and managerial reporting incentives across these two institutional clusters, estimation results reveal that firms in the strong equity-outsider cluster have recorded goodwill-impairment losses that are, on the one hand, strongly associated with economic factors, and on the other hand, weakly associated with managerial reporting incentives. Further analysis also showed that while results for the pooled sample did not indicate that goodwill impairment losses were value relevant this was not the case for firms in the strong equity-outsider cluster, which have recorded impairment losses that are, on average, more relevant and more timely than those recorded by firms in the weaker equity-outsider cluster.
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Haake, Sven. "The competitive advantage of cultures : an inquiry into the effects of national culture on industrial competitiveness". Thesis, University of Cambridge, 2000. https://www.repository.cam.ac.uk/handle/1810/265446.
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In the wake of increasing global competition growing public attention has been paid to issues of national competitiveness and national differences in industrial perfo1mance. In particular the success of .high-technology industries has preoccupied the public mind. In this context, authors like Porter (1990) have contended that national competitive advantage is industiy-specific, i. e. that national competitiveness should be analysed on the level of particular industries and not of the national economy. At the same time, the end of the Cold War has fostered an awareness for the different shapes 'Western capitalism' has taken in different countries. Furthermore, the economic rise of Japan with her very different cultural roots has spmTed an interest in the economic effects of national culture. However, so far little is known about the link between different national 'host cultures', national institutional environments and the success of firms in different industries. The thesis therefore tries to investigate this relationship. It is based on the proposition that particular countries enjoy a competitive advantage in particular industries and that this competitive advantage can be related to the national cultural setting within which these industries operate. To address this question, the study will conceptualise a theoretical relationship between national culture and industrial competitiveness and illustrate this theoretical relationship empirically with a pattern recognition exercise. The pattern recognition exercise tries to use existing empirical evidence to identify a number of explicit affinities between patterns of national culture, national business systems and industrial task environments. This may suggest the plausibility of a link between national culture and industiy-specific competitive advantage and allow to formulate some tentative propositions for further research. The theoretical relationship assumes that national culture is enacted in national business systems, which in tum are seen to entail a differing ability to deal with the task environments of particular types of industries. Industrial competitiveness is thus conceived to arise out of a fit between patterns of culturally grounded business systems and patterns of industrial task environments. The pattern recognition exercise will deal with four countries and one competitive industry for each of the four countries. The four countries are the United States, Japan, Germany and Britain. The industries selected are the motion picture industry in the case of the United States, the photocopier indushy in the case of Japan, the machine tool industiy in the case of Germany and the financial services industry in the case of Britain. The results of this research suggest a relationship between individualistic, transformative cultures and national competitive advantage in knowledge-intensive industries with a high transferability of knowledge, i.e. in industries in which firms rely more on their flexible openness towards new sources of knowledge. They also suggest a relationship between communitarian, transformative cultures and national competitive advantage in knowledge-intensive industries with a low transferability of knowledge, i.e. in industries in which firms rely more on the accumulation of organisation-specific knowledge. These relationships may define a new programme of research, but also have practical implications in terms of the evaluation of policies at the corporate, sectoral or national level.
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Martigny, Vincent. "Le nationalisme culturel français : récit national et usages politiques de la culture en France (1981-1995)". Paris, Institut d'études politiques, 2012. http://www.theses.fr/2012IEPP0003.
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Cette thèse analyse l’évolution du récit national élaboré par les acteurs politiques à travers les discours publics, les représentations et les usages politiques de la culture durant les deux septennats de François Mitterrand (1981-1995). Pour comprendre la relation entre culture et récit national, les éléments étudiés séparément par les politistes, les sociologues et les historiens de la culture d’une part ; et du nationalisme d’autre part, ont été assemblés pour former un seul et même objet d’étude, désigné par le concept de nationalisme culturel. A travers une analyse de discours intellectuels et politiques croisée avec une étude des politiques publiques et des parcours biographiques d’acteurs clés de la période, la thèse propose de comprendre comment la culture est devenue un enjeu politique majeur au début des années 1980, jusqu’à être considérée de manière consensuelle comme la composante principale de l’identité nationale par les élites politiques, culturelles et intellectuelles françaises. L'analyse de la construction de ce consensus culturel conduit à étudier particulièrement la notion d’exception culturelle, considérée comme l'incarnation de cette conception. Quatre parties structurent cette réflexion. La première explore l’importance croissante prise par la culture dans le système politique à partir de 1959 jusqu’à l’élection de François Mitterrand en 1981. La seconde analyse les spécificités du nationalisme culturel socialiste mis en place entre 1981 et 1986. La troisième souligne les reformulations successives du nationalisme culturel à partir de 1986, et fait le bilan des luttes partisanes qui ont mené à la formulation d’un consensus culturel au début des années 1990. La quatrième partie, thématique, interroge la place de la culture américaine comme adversaire et comme anti-modèle durant la périodeThis dissertation analyses the evolution of the ‘national narrative’ elaborated by French political elites during the two mandates of François Mitterrand (1981-1995) through a study of the politics of culture. In order to explore the relation between national identity and culture in France, it rephrases the flag-concept of cultural nationalism. Combining the literature on the politics of culture on the one hand and nationalism on the other hand, this work examines public discourses, public policies as well as political strategies of a selected number of French political and cultural elites in order to explain how culture has become a major political stake at the beginning of the 80s. It also outlines the successive steps that led to the emergence of a consensus on culture within the French intelligentsia, across political parties, hinging on the idea that French national identity lies essentially in its culture. It is claimed that the concept and policy precept of "cultural exception" that emerged in the public debate at the beginning of the 90s best illustrates and embodies this consensus. This dissertation is divided into four parts. The first part explores the rising importance of culture in the political system from 1959 to the election of François Mitterrand in 1981. The second part details the specificities of socialist cultural nationalism between 1981 and 1986. The third part enlightens its successive reformulations after 1986, and analyses the partisan battles that allowed for the emergence of a cultural consensus in the 90s. The fourth part, more thematic, questions the role of American culture in the elaboration of French cultural nationalism during this period
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Rodrigues, Grace Kelly Marques. "Culturas regionais no Brasil: um estudo sobre as percepções mútuas de gaúchos e baianos no ambiente de trabalho". Universidade Federal da Bahia, 2008. http://www.adm.ufba.br/sites/default/files/publicacao/arquivo/grace_k_m_rodrigues_dissertacao_jun_2006.pdf.
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A realidade brasileira é constituída por uma construção histórico-social que reúne uma profusão de tradições, de línguas, etnias, costumes, visões de mundo e de comportamentos, os quais expressam modos de ser e de se relacionar distintos, identificando a pluralidade cultural como uma das grandes características do país. Nesse contexto, esta dissertação analisa a interação entre culturas regionais no Brasil, procurando evidenciar as diferentes percepções existentes entre as culturas gaúcha e baiana durante o convívio no ambiente de trabalho de uma organização gaúcha instalada na Bahia há mais de dez anos. A revisão teórica sobre cultura, cultura organizacional, estudos da cultura nacional e a formação das culturas regionais gaúcha e baiana subsidiou o trabalho empírico e as análises dos resultados obtidos. Por meio de entrevistas semi-estruturadas com gaúchos e baianos foram verificadas diferenças na maneira como estes, embora pertencentes a uma mesma cultura nacional, percebem a si e ao outro grupo cultural distinto. Verificou-se, também, que, na percepção dos entrevistados, a organização, ambiente deste convívio intercultural, tende a uniformizar tal diversidade, não atentando em suas decisões para a relevância das diferenças presentes dentro ou fora dos limites da organização.
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Reis, Paula Félix dos. "Políticas culturais do governo Lula: análise do sistema e do plano nacional de cultura". Programa de Pós-Graduação em Cultura e Sociedade da UFBA, 2008. http://www.repositorio.ufba.br/ri/handle/ri/10812.
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Através dessa pesquisa, pretende-se discutir as Políticas Culturais no Brasil, analisando as ações desenvolvidas pela gestão do Presidente Lula e o Ministro da Cultura Gilberto Gil, em especial ao que se refere à implantação do Sistema Nacional de Cultura e o Plano Nacional de Cultura, enquanto propostas de governo que se destacam entre as apresentadas para o setor cultural como potenciais políticas públicas de Estado a longo prazo.
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Sim, Marc. "Effects of national culture on group decision making by auditors /". [St. Lucia, Qld.], 2003. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17629.pdf.
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xinjing, chen, i pan simin. "The influences of national culture on new product development collaboration". Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-15566.
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To ensure success in the rapid pace of globalization, it is crucial for companies to understand the management practice within and outside national boundaries. This study investigates the influences of national culture on new product development (NPD) collaboration between China and Sweden. By applying the qualitative approach with a single case, the study shows that national culture influences on NPD collaboration by means of organizational culture and work values regarding six national culture dimensions between China and Sweden. Concerning organizational culture, power distance and masculinity versus femininity dimensions of national culture have impacts on NPD collaboration. In terms of work values, the influences of power distance and uncertainty avoidance are ranked at first place, whereas individualism and collectivism, masculinity versus femininity, harmony and long-term versus short-term orientation are relative weak comparing with first two dimensions. However, the results also show that some organizational characteristics including uncertainty avoidance, long-term versus short-term orientation and harmony have barely effects on NPD collaboration. This implies that there could be context-specific factors that affect performances of NDP collaboration regardless of in which country the NPD project takes place.
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Scheppink, A. A. J. "Board Gender Diversity and Firm Performance: TheEffect of National Culture". Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-347192.
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This paper examines the moderating effect of national culture on the relationship betweenboard gender diversity and corporate financial performance. To test the hypotheses, FixedEffects regression is used in combination with a sample of 1,499 firms from 23 countries and7,125 firm-year observations over a time frame of seven years. This paper provides evidencefor a significant positive effect of board gender diversity on firm performance if there are atleast three females seated on the board. Furthermore, a significant moderating effect ofnational culture on the relationship between board gender diversity and firm performance hasbeen found.
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Collins, Richard. "Culture, communication and national identity : the case of Canadian television". Thesis, University of Strathclyde, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314576.
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Jwijati, Ihssan Maamoun. "Exploring the influence of national culture on performance management systems". Thesis, Heriot-Watt University, 2017. http://hdl.handle.net/10399/3358.
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Globalisation has resulted in the increase of internationalisation for large and small organisations alike. Since Performance Management Systems (PMS) are vitally used by top management to make them aware of their attainment of the planned organisational goals, their use has become widespread in most companies (Speckbacher et al., 2003). At the same time, the expansion of organisations outside their birthplaces has compelled top managers to use their home developed Performance Management Systems in different cultures. Each national culture has its unique combination of National Culture dimensions, which had originally emerged from the anthropology field (Nardon & Steers, 2009, House et al., 2004). This phenomenon prompted scholars to call for the investigation of the impact of national culture on performance management systems (Otley, 2003). Therefore, the aim of the study is to investigate the impact of national culture on the design and use of Performance Management Systems. The researcher first reviewed published literature in performance measurement and management control systems, but found it to be scarce and fragmented; an inductive case study design was employed to collect data from four diverse national cultures to bridge the knowledge gap. Four national cultures were tested: China, Italy, Qatar and the UK. The researcher used Hofstede’s (1980) framework of national culture to map the relationship between the design and use of Performance Management System in different national cultures. The research findings confirmed that national culture dimensions of Power Distance (PD) and Uncertainty Avoidance (UA) impact the design and use of Performance Management Systems individually or combined. PD dimension influence starting a balanced PMS, the degree of collaboration in Performance Management Systems’ design, the intended aim of Performance Management Systems’ implementation, type of performance measures employed, Performance Management Systems’ adoption and the frequency of Performance Management Systems’ use. While UA dimension influences information accessibility and collaboration patterns in PMS use. The research also identified different moderators that affect the action of national culture dimensions such as leaders’ age, and education and innovation based goods.
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Barbier, Brooke C. "Daughters of Liberty: Young Women's Culture in Early National Boston". Thesis, Boston College, 2009. http://hdl.handle.net/2345/3746.
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Thesis advisor: Cynthia LyerlyMy dissertation examines the social, cultural, and political lives of women in the early Republic through an analysis of the first women's literary circle formed in the United States after the Revolution, the Boston Gleaning Circle. The Gleaners, as the women referred to themselves, instead of engaging primarily in charitable and religious work, which was the focus of other women's groups, concentrated on their own intellectual improvement. The early Republican era witnessed the first sustained interest in women's education in North America and the Gleaners saw women as uniquely blessed by the Revolution and therefore duty-bound to improve their minds and influence their society. My study builds on, and challenges, the historiography of women in the early Republic by looking at writings from a group of unmarried women whose lives did not fit the ideal of "republican motherhood," but who still considered themselves patriotic Americans. The Gleaners believed that the legacy of the American Revolution left them, as young women, a crucial role in American public life. Five of the Gleaners had a father who was a Son of Liberty and participated in the Boston Tea Party. Their inherited legacy of patriotism and politics permeated the lives of these young women. Many historians argue that the Revolution brought few gains for women, but the Gleaners demonstrate that for these young Bostonians, the ideas of the Revolution impacted them. Making intellectual contributions was not easy, however, and the young women were constantly anxious about their Circle's place in society. By the 1820s, the opportunities that the Revolution brought women had been closed. Prescriptive literature now touted a cult of True Womanhood told women that they were to be selfless, pious, and submissive. These ideas influenced the Gleaners and by the 1820s they no longer met for their literary pursuits, but for charitable purposes. No place in society remained for women in a self-improvement society. Instead, women had to work to improve others, demonstrating the limited opportunities for women in the antebellum period
Thesis (PhD) — Boston College, 2009
Submitted to: Boston College. Graduate School of Arts and Sciences
Discipline: History
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Thomas, Geraint Llyr. "Conservatives and the culture of 'National' government between the wars". Thesis, University of Cambridge, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.609335.
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Liu, Chaoyun. "The Compatibility of National Culture in International Mergers and Acquisitions". ScholarWorks@UNO, 2012. http://scholarworks.uno.edu/honors_theses/27.
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This paper examines the relationship between national culture differences and five-day cumulative abnormal returns of acquirers around cross-border merger announcements. The sample consists of 1,200 cross-border deals by frequent acquirers from emerging countries for the period of January 1, 1985 to June 30, 2008. The main objective is to analyze the relation between the difference in Hofstede (1984)’s four cultural dimensions --- power distance, individualism, masculinity, and uncertainty avoidance and the merger performance. The results imply the compatibility of some cultural dimensions, individualism in particular, that result in gains in merger. The results also show that the cultural effects vary with the firm size. In addition, the evidence provides support for the hubris hypothesis by Roll (1986).
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Lebovic, Anna Rachael. "American in vogue: refashioning national and transnational culture, 1945-1980". Thesis, The University of Sydney, 2014. http://hdl.handle.net/2123/11982.
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This dissertation is a micro-history of America’s pre-eminent fashion magazine, Vogue, which serves to tell the larger history of American culture during the postwar period. By examining Vogue’s commercial and editorial content between 1945 and 1980, I argue that new dynamics emerge in America’s national and transnational life. I demonstrate that postwar issues of Vogue reveal: a persistent preoccupation with imported, European sartorial culture which complicates monocultural notions of the American Century; new divisions, as well as overlooked harmonies, within America’s blossoming consumer culture; and the broader nature of pivotal debates over individualism and women’s rights. Through a close analysis of Vogue, this dissertation seeks to re-examine, and complicate, the history of gender, class, and national identity within America’s postwar consumer culture. Focusing on articles, adverts and photographs that appeared within the magazine, and contextualizing this content by drawing on the memoirs of contemporary fashion designers and magazine editors, this dissertation provides the first academic history of American Vogue in the postwar period. In using Vogue to profitably re-encounter postwar America through the underexplored lens of fashion, this dissertation also demonstrates the validity of fashion magazines as sources for historical enquiry more generally.
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Ali, Tauha Hussain. "Influence of National Culture on Construction Safety Climate in Pakistan". Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366047.
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Safety in the construction industry has always been a major issue. Wherever reliable records are available, construction is found to be one of the most dangerous on safety and health criteria, particularly in developing countries. Though much improvement in construction safety has been achieved, the industry still continues to lag behind most other industries with regard to safety. In developing countries, safety rules usually do not exist; if any exist, the regulatory authority is usually very weak in implementing such rules effectively. Further, work hazards at the construction workplace are either not perceived at all, or perceived to be less dangerous than what they actually are. The safety climate of any organisation consists of employees' attitudes towards, and perceptions of, health and safety behaviour. Construction workers' attitudes towards safety are influenced by their perceptions of risk, management, safety rules and procedures. Although research into safety climate has continued for more than two decades, there is still no universally accepted theory of safety climate. Nevertheless, positive correlation exists between workers' safe behaviour and safety climate in construction site environments.
Workers' attitudes and behaviours discernible in safety climate, could be regarded as the micro-elements of an organisation, which themselves are determined by macro-elements of safety management systems and practices. Thus, it could be argued that management safety systems and practices permeate down through the organisation to the workforce. Classic construction safety management functions (such as recruitment, training, supervision, etc.) are determined by different conceptions of the role and nature of management effectiveness. These conceptions are underpinned by related cultural values. Therefore, national culture can be a key characteristic that may manifest itself in varying approaches to the safe work behavior.
Pakistan is a developing country that is currently enjoying a relatively strong growth in construction activities. Unfortunately, Pakistan's construction industry suffers from poor safety and health conditions. The framework of the existing occupational and health conditions is fragmented and inadequately enforced, making construction sites more hazardous. It may even be argued that relevant regulations are outdated and irrelevant in day-to-day construction operations. This thesis is broadly concerned with national culture and its influence on safety climate in the construction industry in Pakistan. More specifically, it investigates the safety perceptions, attitudes, and behaviour of Pakistani construction workers and management safety practices. It presents the empirical results of a number of questionnaire surveys administrated in Pakistan targeting construction workers, and managers with safety management responsibilities. Based upon the survey analysis results, this study demonstrates that the majority of Pakistani construction workers have a good degree of risk awareness and self-rated competence, and a relatively high degree of safety awareness. Further it was found, empirically, that overall workers' intentional behaviour seems to be best explained by workers' attitudes towards their own and managements' safety responsibilities, as well as their perception of the risk they are generally exposed to in their workplace environment. The study also showed that workers are more collective, feminist, believe in less power distance and opt for higher uncertainty avoidance in their attitudes. The analysis of the interrelationship between workers' behaviour and national culture revealed that the more workers working in a collective, feminist, and higher uncertainty avoidance environments, the more they are going to exhibit safer behaviour. The management safety practices survey analysis showed that managers' safety management preferences are being influenced by their cultural trends. Their safety related decisions, whether being developed in head office or on site, are influenced by their high collectivistic, feministic, power distance and uncertainty avoidance attitude. This study thus establishes a statistically significant positive relationship between the factors of workers' perceptions, attitudes and safe work behaviour, and management practices. Finally, this study gauges empirically the influence of cultural dimensions on workers' perceptions, attitudes, and safe work behaviour and managers' safety practices. The analysis showed that managers' operational practices on site have the most statistically significant relationship with workers' attitudes and perceptions. It was also found that the more collectivistic and higher uncertainty avoidance attitude of workers, the stronger their safety attitudes and perceptions will be.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Engineering
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Sabri, Hala Majdi. "The impact of national culture on organizational structure and culture : an examination of the culture bound and culture free hypotheses in a Jordanian context". Thesis, University of Leeds, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408469.
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Lin, Pei-Yin. "Culture, colonialism and identity : Taiwanese literature during the Japanese occupation period". Thesis, SOAS, University of London, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.249751.
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