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Etableringshinder på den ryska respektive tyska marknaden : En fallstudie av IkeaForsman, Lotta, Albrecht, Matilda January 2007 (has links)
<p>Syfte: Syftet med denna uppsats är att undersöka och inhämta information om den ryska och den tyska marknaden, både vad gäller lagar och restriktioner samt kulturskillnader, för att på så sätt få fram information som kan vara till nytta för svenska företag som funderar på att etablera sig på någon av dessa marknader.</p><p>Metod: Studien är kvalitativ och resultat har erhållits genom en fallstudie av Ikea och de problem företaget upplevde vid etableringen i Ryssland och Tyskland. Intervjuer, såväl personligen som via mail, har genomförts med anställda inom Ikea i respektive land. Till detta har sekundärdata inom det valda området studerats och analyserats.</p><p>Teoretiska perspektiv: Uppsatsens teoretiska syntes bygger på Porters sju etableringshinder, teorin om tariffära och icke-tariffära handelshinder och teorin om regional ekonomisk integration samt Hofstedes dimensionsmodell över nationella kulturer och teorin om hög- och lågkontextkulturer.</p><p>Resultat: Resultaten av undersökningen visar bland annat att de konkreta handelshinderna, såsom statlig politik och höga tullar, upplevs vara de största svårigheterna vid en etablering på den ryska marknaden, medan kulturella skillnader ses som det största etableringshindret på den tyska marknaden. Detta beror på Tysklands EU-medlemskap, då EU i stort sett reducerat de konkreta handelshinderna mellan medlemsländerna.</p> / <p>Purpose: The purpose of this thesis is to investigate and obtain information about the Russian and the German market regarding laws and restrictions as well as cultural differences, to elicit useful facts for those Swedish companies thinking about an establishment in both or one of these countries.</p><p>Methodology: This thesis is based on a qualitative approach containing a case study of Ikea. Interviews with employees at the company in both Russia and Germany have been made, as well as a literature study within our study field.</p><p>Theoretical perspectives: The frame of reference is based on the theory of Porter concerning trade barriers, the theory about tariff and non-tariff barriers as well as the one about regional economic integration. It also contains cultural theories, viz. Hofstede’s theory about national culture differences and the theory about high and low context cultures.</p><p>Results: Our results show that trade barriers such as national politics and customs tariffs appear to cause the greatest problems when Swedish companies establish themselves on the Russian market, whereas cultural differences seem to be the most prominent barrier on the German market. The reason for this is the EU-membership of Germany, since EU has reduced most of the trade barriers between its members.</p>
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What to do with the Chinese?Jansson, Carl, Lemoine, Karl January 2010 (has links)
<p>Today, the Peoples Republic of China (PRC) is a fast growing economy, which is still in a developing phase. According to this fact, many Western companies are expanding and establishing in China nowadays. When expanding to foreign markets and foreign cultures, adapting to the local values is something which needs to be considered by foreign managers. A vital aspect is how to motivate the employees. The way employees want to be motivated may differ a lot from one country to another due to cultural differences. Since not much research has been performed on Swedish companies established in China and how they motivate their Chinese employees, this dissertation tries to fill that gap.The purpose of this dissertation is to explore the gap between Western management practices and motivation of Eastern employees. To find out if there are different needs and wants of employees in developing countries as opposed to developed ones. A deductive research approach is used in this dissertation.A two perspective study has been performed, qualitative case studies and a quantitative survey. On one side, Western managers views on how to motivate their Eastern employees as case studies. On the other side, a survey performed on a Chinese population and their view of important motivation factors. Some concepts were tested in order to investigate if the Western managers and the Chinese population have the same views on motivation and how to overcome cultural differences. First, results have shown that the “third culture” as a management tool will have an influence on employee motivation. Second, clear goals and rules will have an influence on employee motivation. However, the use of cooperative goals for Eastern employees was not confirmed to be useful, according to the results of this study. As a conclusion, the findings from this study indicate that there is a gap between Western managers and Eastern employees’ beliefs regarding motivation. However, to overcome cultural differences when operating in cross-cultural settings it is necessary to create a “third culture”. This study has strengthened the theory of the “third culture”.Analysis and conclusions from this dissertation may be of some value for Swedish managers. The value in this dissertation lies in that it can give a “hint” regarding motivation to managers of companies which operate in China. Some theories studied in this dissertation have not been confirmed. Therefore, managers should consider theories, but also try to adjust them in order to make them fit to their specific business.</p>
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A study of cultural differences in cross-border Mergers & Acquisitions : Case studies review in Swedish companiesCao, Vu, Li, Rusi January 2010 (has links)
<p>Among the challenges that companies may face during the post M&A phase, cultural integration can be seen as one of the trickiest tasks. Cultural differences which are inevitable in any deal are always there. The link between how people from autonomous groups live together and the deal result is an interesting topic that needs to be investigated. Since we have an interest in developing the understanding of cultural differences during integration process in cross-border M&As, the research question “How do cultural differences arise in cross-border M&As during the integration process and do they impact the deal result?” is formulated.</p><p>This thesis presents a model that demonstrates elements of cultural differences from three levels, national, organizational and personal. In this model, these levels can be seen as interrelated to each other in which the inner layer is impacted by the outer one. As a result, personal culture, as the most inner layer, is doubly impacted by the other two, national and organizational levels. Given that the scope of our thesis is for cross-border M&As, after investigating these three levels of culture, we found that organizational and personal differences are real in any M&As no matter domestic or cross-border deals. Differences at national level, on the contrary, are the first element that should be mentioned as a root of cultural differences in companies from different nationalities.</p><p>From the understanding about emergence of cultural differences, we further study to see if they leave any effect on the deal result. In the empirical section, from the cultural gap analysis of each case, it was surprising to see that the relationship between cultural gap and deal result of two of four cases, are opposite to Rankine´s theory. At this point, we can see that M&As between companies similar in culture is not always successful or that failure between organizations having significantly different cultures is not always true, and then the empirical study on the acculturation dynamics made the further explanation that cultural differences are not the critical factor leading to success or failure, but rather how participants in integration perceive and respond to the cultural differences will impact the deal result.</p>
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The Effects of Family Race/Ethnicity and Socioeconomic Status on Quality of Services and Family Outcomes for Families Participating in Part C Early Intervention ProgramsLalinde, Paula Sue 09 April 2008 (has links)
This study investigated the association between family socioeconomic status, family race/ethnicity, quality of services and the impact of those services on the family for families who had participated in a northeastern state's IDEA, Part C Early Intervention Program. Data for this study came from 1,108 families who responded to a survey distributed by the state's Early Intervention Program. The survey contained two Rasch-based measurement scales designed to yield measures of family perceptions of the quality of early intervention services they had received and the impact of those services on their family. Results of the study indicated that measures of quality of services were significantly and positively related to family outcomes. However, neither family race/ethnicity nor socioeconomic status was associated with quality of services. Results related to the strong association between quality of services and positive family outcomes are interpreted in light of previous research on the outcomes of family-centered care models. Results related to the parity of service quality across racial/ethnic and socioeconomic groups are interpreted in relation to two important characteristics of high-quality programs: cultural competency and service coordination.
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Does culture moderate the relationship between awareness and internalization of Western ideals and the development of body dissatisfaction in women?Warren, Cortney Soderlind 30 September 2004 (has links)
The sociocultural model of eating disorders suggests that awareness of a thin physical ideal directly affects internalization of that ideal, which in turn, directly affects body dissatisfaction. The current study evaluated the general accuracy of the sociocultural model and examined the potential for ethnicity to protect against eating disorder symptomatology by moderating the relationships between awareness and internalization and between internalization and body dissatisfaction. Spanish (n = 100), Mexican American (n = 100), and Euro-American (n = 100) female participants completed various questionnaires measuring sociocultural attitudes towards appearance and body dissatisfaction. Analysis of covariance with tests of homogeneity of slope and path analysis using maximum likelihood with robust standard errors tested the two relationships by ethnic group. Results supported the sociocultural model: there was strong evidence for the mediational effect of internalization on the relationship between awareness and body dissatisfaction. Furthermore, ethnicity moderated the relationships such that both relationships were significantly stronger for Euro-American women than for Mexican American or Spanish women. Within the Mexican American group level of acculturation also moderated these relationships. Taken together, the results of this study highlight how ethnicity can protect against the development of eating disorder symptoms. Denouncing the thin ideal, minimizing appearance as an indicator of female value, and emphasizing personal traits other than appearance as determinants of worth are important in protecting against the development of body dissatisfaction and more severe eating pathology.
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A study of cultural differences in cross-border Mergers & Acquisitions : Case studies review in Swedish companiesCao, Vu, Li, Rusi January 2010 (has links)
Among the challenges that companies may face during the post M&A phase, cultural integration can be seen as one of the trickiest tasks. Cultural differences which are inevitable in any deal are always there. The link between how people from autonomous groups live together and the deal result is an interesting topic that needs to be investigated. Since we have an interest in developing the understanding of cultural differences during integration process in cross-border M&As, the research question “How do cultural differences arise in cross-border M&As during the integration process and do they impact the deal result?” is formulated. This thesis presents a model that demonstrates elements of cultural differences from three levels, national, organizational and personal. In this model, these levels can be seen as interrelated to each other in which the inner layer is impacted by the outer one. As a result, personal culture, as the most inner layer, is doubly impacted by the other two, national and organizational levels. Given that the scope of our thesis is for cross-border M&As, after investigating these three levels of culture, we found that organizational and personal differences are real in any M&As no matter domestic or cross-border deals. Differences at national level, on the contrary, are the first element that should be mentioned as a root of cultural differences in companies from different nationalities. From the understanding about emergence of cultural differences, we further study to see if they leave any effect on the deal result. In the empirical section, from the cultural gap analysis of each case, it was surprising to see that the relationship between cultural gap and deal result of two of four cases, are opposite to Rankine´s theory. At this point, we can see that M&As between companies similar in culture is not always successful or that failure between organizations having significantly different cultures is not always true, and then the empirical study on the acculturation dynamics made the further explanation that cultural differences are not the critical factor leading to success or failure, but rather how participants in integration perceive and respond to the cultural differences will impact the deal result.
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What to do with the Chinese?Jansson, Carl, Lemoine, Karl January 2010 (has links)
Today, the Peoples Republic of China (PRC) is a fast growing economy, which is still in a developing phase. According to this fact, many Western companies are expanding and establishing in China nowadays. When expanding to foreign markets and foreign cultures, adapting to the local values is something which needs to be considered by foreign managers. A vital aspect is how to motivate the employees. The way employees want to be motivated may differ a lot from one country to another due to cultural differences. Since not much research has been performed on Swedish companies established in China and how they motivate their Chinese employees, this dissertation tries to fill that gap.The purpose of this dissertation is to explore the gap between Western management practices and motivation of Eastern employees. To find out if there are different needs and wants of employees in developing countries as opposed to developed ones. A deductive research approach is used in this dissertation.A two perspective study has been performed, qualitative case studies and a quantitative survey. On one side, Western managers views on how to motivate their Eastern employees as case studies. On the other side, a survey performed on a Chinese population and their view of important motivation factors. Some concepts were tested in order to investigate if the Western managers and the Chinese population have the same views on motivation and how to overcome cultural differences. First, results have shown that the “third culture” as a management tool will have an influence on employee motivation. Second, clear goals and rules will have an influence on employee motivation. However, the use of cooperative goals for Eastern employees was not confirmed to be useful, according to the results of this study. As a conclusion, the findings from this study indicate that there is a gap between Western managers and Eastern employees’ beliefs regarding motivation. However, to overcome cultural differences when operating in cross-cultural settings it is necessary to create a “third culture”. This study has strengthened the theory of the “third culture”.Analysis and conclusions from this dissertation may be of some value for Swedish managers. The value in this dissertation lies in that it can give a “hint” regarding motivation to managers of companies which operate in China. Some theories studied in this dissertation have not been confirmed. Therefore, managers should consider theories, but also try to adjust them in order to make them fit to their specific business.
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Being a Swedish Expatriate in Spain : A Study of Cultural CollisionsGöransson, Maria, Bijedic, Aida January 2010 (has links)
Background Expatriate failure can be a devastating consequence for both an enterprise and the expatriate himself. An expatriate is a person who resides outside his native country for working purposes. Moving to a foreign country implies many challenges and problems. One of the challenges is the new culture. Culture shock and problems with the acculturation process can jeopardize the international assignment: adaptation problem for expatriates is one of the reasons for expatriate failure. Nevertheless, culture shocks can be provided against by preparing the expatriate for the new culture. Knowledge about the other culture will increase the expatriate’s cultural competence, and hence facilitate the adaptation process, which will provide against expatriate failure. Purpose The thrust of this Bachelor Thesis was to analyze which important cultural differences a Swedish expatriate can encounter in Spain on an international assignment. The aim was to establish a check-list for future Swedish expatriates who are going to Spain, in order increase their cultural competence. We approached the cultural differences from a Swedish expatriate’s point of view. Methodology A qualitative study was conducted. The empirical data was collected through five semi-structured interviews with Swedish expatriates that are, or have been, working in Spain. All the interviewees work at companies who operate within the high-tech business trade. A frame of reference was elaborated in order to interpret and analyze the results obtained from the empirical data. Conclusions We found relevant cultural differences for Swedish expatriates going to Spain within four cultural aspects. Organization: organizations in Spain are more hierarchical and the manager more authoritarian compared to Sweden. The purpose of meetings is to inform or make decisions, rather than discuss and decide by consensus. Long working days are normal, and efficiency is not highly prioritized. Small talk before meetings is used more extensively than in Sweden. Time: Spaniards perceive time as fluid, which leads to less rigid agendas and schedules. Punctuality is a minor issue since time is approximate. Communication: The culture is expressive. Spaniards are emotional in their way of communicating, which is classified as an expressive culture. Moreover, frequent interruptions are seen as commitment to, and engagement in, the conversation. Indirect language is preferred over the direct, the context is more important than the words used. Social life: Spaniards prefer to meet up outside. The Spaniard’s private zone is bigger and includes more persons, compared to the Swede’s. Furthermore, respect is only shown people the Spaniard knows and cares about.
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Vad motiverar ungdomar till att börja idrotta och vad är det som hindrar dem? : en intervjustudie om skillnader och likheter mellan svenska ungdomar och invandrarungdomarJirevall, Emelie January 2009 (has links)
Föreningsidrotten ökar men fortfarande är det många ungdomar som inte är tillräckligt fysiskt aktiva. Många undersökningar har gjorts angående motivation hos aktiva idrottare, men forskningen kring vad det är som motiverar ungdomar att börja idrotta är inte alls lika stor. Syftet med denna studie var att undersöka vilka motivationsfaktorer som skulle få ungdomar att börja idrotta och vad det är som hindrar dem, samt se vilka skillnader och likheter det fanns mellan svenska ungdomars och invandrarungdomars svar. Genom att undersöka vad som skulle få ungdomar att börja idrotta och vad det är som hindrar dem, skulle detta kunna hjälpa idrottsföreningar i hur de ska rekrytera nya medlemmar. Det är också viktigt att undersöka om det är någon skillnad mellan svenska ungdomars och invandrarungdomars motivationsfaktorer och hinder. Enskilda intervjuer gjordes med svenska ungdomar och invandrarungdomar från två olika skolor. Intervjuerna som spelades in på band transkriberades, för att sedan analyseras utifrån en hermeneutisk ansats. Teman i form av inre och yttre motivation, samt inre och yttre hinder togs fram, därefter skapades kategorier utifrån de motivationsfaktorer och hinder som var särskilt betydelsefulla för ungdomarna. Resultatet visade att de faktorer som skulle motivera ungdomarna att börja idrotta var socialt stöd, tidigare positiva erfarenheter av idrott, bättre hälsa, att det var roligt och att de hittade en idrott som passade dem. Det som hindrade dem var tidsbrist, låg grad av self-efficacy, prestationskrav, den sociala miljön, andra preferenser, att det inte var roligt och jobbigt idrotta, samt att de inte hade hittat någon passande idrott. Det kunde inte urskiljas några större skillnader mellan de svenska ungdomarna och invandrarungdomarna, men de svenska ungdomarna motiverades av både inre och yttre faktorer medan invandrarungdomarna endast motiverades av inre faktorer.
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Företagsetableringar i främmande kulturer : En fallstudie på Kina / Business establishments in foreign cultures : A case on ChinaStrand, Veronica, Ipek, Ebru January 2007 (has links)
Syfte: Syftet med denna uppsats är att öka förståelsen för företags internationella etableringsstrategier och titta på vilka möjligheter och hinder som finns i etableringsprocessen. Metod: Uppsatsens forskningsstrategi har varit att göra en fallstudie på Kina och en surveyundersökning på svenska företag som idag är representerade på den kinesiska marknaden. Vidare kombinerar studien de två vetenskapliga angreppssätten kvalitativ och kvantitativ ansats. Både primärdata i form av surveyundersökningen och ett seminarium och sekundär data i form av olika litteratur såsom böcker, vetenskapliga artiklar och internet har använts för att knyta samman våra resultat. Resultat: Uppsatsen resulterar i att de största möjligheterna som finns för svenska företag på den kinesiska marknaden är att öka sin lönsamhet och sänka sina produktionskostnader. De största hindren är lagar och förordningar, kulturella skillnader, tullavgifter, skatter och piratkopiering. / Purpose: The purpose of this study is to increase the understanding of business-establishing strategies and to examine which opportunities and obstacles the process holds within. Method: The investigation strategy used for this essay was to perform a case study on China and a survey at Swedish companies which are currently represented in the Chinese market. The essay combines a qualitative and quantitative approach. Both primary data - in the form of a survey and a seminar - and secondary data - literature found in books, scientific articles and the internet - have been used to achieve our results. Results: The result of this essay is: the opportunities on the Chinese market for Swedish companies are to increase profitability and lower production costs. The biggest obstacles are laws and regulations, cultural differences, customs fees, taxes and bootlegging.
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