Introduction: Communication is said to be one of the most important yet most challenging aspects of leadership. Today's globalized world creates new dimensions, requirements and higher demands are placed on managers' internal communication in order to be able to handle different cultural aspects and employees. Managers may face a myriad of challenges such as language barriers, cultural diversity through different values, behavioral patterns of team members and way of thinking. Previous research on communication shows that the focus has been on external communication, there has been limited connection between cultural impact and internal communication, and the concept of communication channels within internal communication, from a managerial perspective, is still rather unexamined. Purpose: By examining managers' understanding of cultural aspects in internal communication in multicultural settings, we aim to increase the understanding of what is required of managers, when communicating internally, so that the message is interpreted and understood by the various employees in a multicultural team. By adding the perspective of communication styles and communication channels into internal communication in multicultural settings, a broader understanding of the important tools for effective communication can be understood. Research methodology: The study is a case study based on a qualitative research method with an inductive approach. Twelve recorded semi-structured interviews with six main questions, and several sub-questions, were conducted with twelve various managers who lead multicultural teams in six different global companies. The theoretical framework is, from the empirical material, based on four themes- the importance of leadership, internal communication and communication style, the influence of culture and communication channels. Result and analysis: The result from the study shows that the role of leadership, internal communication and communication style, the influence of culture and communication channels are important aspects for managers to have knowledge of, in order to handle internal communication and successfully lead multicultural teams. Conclusion: The role of leadership, knowledge of culture, adaptation and the most beneficial communication channels are important factors for managers to have knowledge of for the effectiveness of internal communication. Culture plays an important role for communication,and it is essential to understand the meaning of culture. At the same time, the individual’s personality behind the culture has significance as well. It is therefore important for managers to be able to look beyond culture and also be able to navigate from other aspects. Keywords: Leadership, Communication, Internal communication, Multicultural teams, Culture, Communication channels, Communication style, Cultural diversity, Management

Denna studie grundar sig i en förskolas variation angående deras utbud av barnlitteratur. Undersökningen utgår ifrån en kvalitativ samt kvantitativ metodansats, där den kvalitativa delen står för en djupare analys medan den kvantitativa delen står för statistik på ett antal bilderböcker. Det har gjorts en text- och bildanalys där ett normkritiskt perspektiv har intagits där fokus är genus och kulturell mångfald. Syftet är att kritiskt granska utbudet och dess variation i hur genus och kulturell mångfald representeras i förskolans bilderböcker, om det är stereotypiskt eller normöverskridande. För att få svar på detta har en analys gjorts utifrån Nikolajevas (2017) mall om vad som är typiskt kvinnligt respektive manligt inom karaktärsdrag, samt två av Salmsons (2021) mallar som beskriver etnisk tillhörighet samt religion och tro. En egen mall har tagits fram utifrån hur Josefsson (2005) samt Yoldas (2019) beskriver vad som är typiskt kvinnligt respektive manligt i dess utseende. Resultatet visar att stereotypa böcker finns kvar men inte i lika stor utsträckning, att utbudet av normkritiska böcker inom både genus och kulturell mångfald där karaktärerna är normöverskridande börjar bli alltmer vanligt. Det visas en skillnad mellan de äldre respektive de nyare böckerna; som innefattar ett mer normkritiskt perspektiv. Karaktärer deltar numera mer på lika villkor, oavsett könstillhörighet eller kulturellt ursprung. Forskningsfrågorna har blivit besvarade på ett positivt sätt, för att utbudet av normkritiska böcker är stort och att det finns variation när det gäller genus och kulturell mångfald. / This study examines the variety and diversity of children’s literature within preschools. It is based on a methodological approach, focusing on both the quality and quantity of an assortment of picture books. Deeper analysis was used for the qualitative aspect of the books, whilst a statistical approach was taken for the quantitative side. An analysis of both text and imagery was performed, which applied a norm-critical focus on portrayals of gender and culture. In order to gain insight, an analysis based on Nikolajeva's (2017) model of typical gender traits, as well as two of Salmson's (2021) models that describe ethnicity, religion and belief was performed. Furthermore, a model of our own was developed based on how Josefsson (2005) and Yoldas (2019) describe the typical physical appearance of females and males respectively. The result shows that although stereotypical books remain, such books are no longer as prevalent as in previous findings. In addition, it is becoming increasingly common to find diverse characters appearing in the range of norm-critical books including topics of gender and culture. There is a definite distinction between the past and the modern books, revealing that the latter includes a more norm-critical perspective. Characters are now shown to participate on more equal terms, regardless of gender or cultural origin. The research questions have been answered, producing the positive finding that range of norm-critical books is now vast, and that there is good variety depicting gender and cultural diversity.

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The present study explores how children of Hispanic immigrants (CHIs) perceive life in the U.S., and how they view cultural diversity. Questionnaires were given to 92 non-U.S. born CHIs and one of their non-U.S. born Hispanic immigrant parents (HIPs) who have lived in the U.S. between 1 and 17 years (M yrs = 8.43); their views of the U.S. were assessed along with their acceptance of diversity, acculturative stress, and levels of acculturation. In this study, I found that CHIs generally hold positive views of the lives in the U.S. and also hold favorable views toward cultural diversity. Furthermore, this study hypothesized that HIPs significantly influence their CHIs attitudes toward both the U.S. and toward cultural diversity. Overall, my findings validated the theoretically based expectation that demonstrates the power of parental attitudes on their children’s attitudes. A significant correlation was found between HIPs’ attitudes toward the U.S. and their children’s attitudes, as well as, CHIs’ attitudes toward the U.S. correlating significantly with their perceptions of their parents’ attitudes toward the U.S. Multiple and stepwise regressions further confirmed the importance of parental attitudes toward their children’s attitudes toward the U.S. and their openness to cultural diversity. Findings from this study provide implications for future research.

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No / Despite advances in technology and medicine, death itself remains an immutable certainty. Indeed, the acceptance and understanding of our mortality are among the enduring metaphysical challenges that have confronted human beings from the beginning of time. How have we sought to cope with the inevitability of our mortality? How do various cultural and social representations of mortality shape and influence the way in which we understand and approach death? To what extent do personal beliefs and convictions about the meaning of life or the notion of an afterlife affect how we perceive and experience the process of death and dying? Steve Paulson, executive producer and host of To the Best of Our Knowledge, moderated a discussion on death, dying, and what lies beyond that included psychologist Lani Leary, professor of philosophy and religion Jeffrey J. Kripal, and sociologist Allan Kellehear. The following is an edited transcript of the discussion that occurred February 5, 7:00-8:30 pm, at the New York Academy of Sciences in New York City.

Mémoire numérisé par la Direction des bibliothèques de l'Université de Montréal / Le Québec a toujours connu un fort taux d’immigration. Cependant, depuis quelques années, la composition de la population issue de l’immigration semble changer et se composer beaucoup plus de minorités visibles. Toutefois, cette population a tendance à rencontrer certaines difficultés dans son intégration sur le marché du travail, c’est pour cette raison, que le gouvernement québécois a adopté le programme d’accès à l’égalité (PAE) pour limiter les effets de la discrimination et du racisme en emploi, en exigeant des employeurs que les obstacles à l’embauche et à l’emploi des membres des groupes discriminés soient levés. Une des modalités d’application des PAE est représentée par l’obligation contractuelle qui exige l’instauration d’un tel programme par chaque entreprise québécoise de 100 employés et plus recevant un contrat du gouvernement ou une subvention, de 100 000 $ et plus. A travers notre étude, nous tentons d’examiner s’il existe une voie complémentaire de sensibiliser et d’intéresser les entreprises à s’impliquer davantage sur la question de l’égalité à travers la gestion de la diversité culturelle. L’objectif premier de toute entreprise étant de faire des profits, nous tentons donc de voir si cette voie complémentaire serait liée à la recherche de bénéfices de marché issus de la diversité. La question qui se pose alors est de savoir si l’adoption de bonnes pratiques de gestion de la diversité culturelle peut avoir des répercussions sur la performance organisationnelle et la rentabilité économique. A cette fin, nous avons analysé deux catégories d’entreprises : une qui est « passive »en matière de gestion diversité et l’autre plutôt « active ». Nos résultats ont indiqué qu’en effet, il existerait un lien entre les initiatives de diversité, l’intégration des minorités et les profits commerciaux des entreprises. Ceci appuie notre hypothèse de départ selon laquelle, une vaste gamme de meilleures pratiques visant la diversité va de pair avec des bénéfices tant pour l’entreprise que pour les membres des minorités visibles. Nous ne sommes toutefois pas parvenu à prouver de façon directe et significative le lien qui existe entre la performance organisationnelle et les pratiques de gestion de la diversité culturelle, à cause des nombreux facteurs autant externes qu’internes aux entreprises pouvant influencer ce lien. La prise en compte de ces différentes conditions d’émergence des bénéfices de la diversité culturelle constitue une importante avenue de recherches futures. / Quebec aiways knew a high immigration rate. However, for a few years now, the make up of the population resulting from immigration seems to have changed and to be composed much more of visible minorities. Yet, this population tends to encounter certain difficulties in its integration on the labor market, it is for this reason, that the Québec government adopted the program of access to equality (PAE) to limit the effects of discrimination and racism in employment, by requiring employers that the obstacles at the time of recruitment and during the employment of the members of the discriminated groups be lified. One of the methods of application of the PAE is represented by the contractual obligation which requires the introduction of such a program by each Québéc company of 100 employees and more receiving a govemment contract or a subsidy, of 100 000 $ and more. Throughout our study, we try to examine whether there is a complementary way to sensitize and to interest the companies to be more involved on the question ofthe equality through the management ofcultural diversity. The main objective of ail companies being to turn a profit, we thus try to see whether this complementary way would be related to the search for market benefits resuiting from diversity. The question which arises then is to know if the adoption of good managerial practices of cultural diversity can have effects on the organizational performance and the economic profitability. For this purpose, we analyzed two categories of companies: one winch is ‘passive” as regards to diversity management and the other, rather “activ&’. Our resuits indicated that indeed, there would be a link between the initiatives of diversity, the integration of the minorities and the commercial profits of the companies. Tins supports our starting hypothesis according to winch, a vast range of better practices aiming at diversity goes hand in hand with the benefits as much for the company as for the members of the visible minorities. Nevertheless, we did not manage to prove in a direct and significant way the relation that exists between the organizational performance and the administrative practices of cultural diversity, because of the many factors, as much extemal as internai to the companies, able to influence tins relation. The taking into account of these various conditions of emergence of the benefits of cultural diversity constitutes an important avenue of future research.

Thesis (MMus (Music))--University of Stellenbosch, 2009. / The goal of this study is to explore three different models that three selected university choirs chose to accommodate diversity: two choirs with different identities existing independently alongside each other on one campus (model A), one choir, implementing diversity (model B) and one choir with a Eurocentric character (model C). Each university was treated separately, collecting qualitative data to provide historical insight into the choir, to determine profiles of the relevant conductor(s) and choristers and to determine the management body’s views regarding the role of the choir(s) within the institution. Information on repertoire indicates preference for musical styles, favouring an African or Western perspective or showing measures of cultural adaptability. Data was collected from choristers, conductors, organisers and university representatives by questionnaires and personal interviews as well as historical data in the form of concert programmes of the selected university choirs. The research findings indicated that the three universities concerned chose to handle their cultural diversities in completely different ways, resulting in creating unique choral identities which are evident in aspects such as repertoire, choristers’ experience and the support from the institution.

La version intégrale de ce mémoire est disponible uniquement pour consultation individuelle à la Bibliothèque de musique de l'Université de Montréal (www.bib.umontreal.ca) / Les musiciens étrangers installés au Québec ont contribué à l’édification et au développement de la vie culturelle, et leur influence sur le milieu musical est loin d’être négligeable. Mais que connaît-on des conditions d’intégration socioculturelle et professionnelle de ces musiciens immigrants ? Quels obstacles rencontrent-ils, quelles stratégies développent-ils pour poursuivre leur carrière professionnelle dans un nouveau contexte social et artistique ? Cette recherche aborde un des aspects de la vie musicale québécoise à travers la problématique de l’intégration socioculturelle et professionnelle d’interprètes immigrants de musique savante occidentale (ou musique classique). S’appuyant sur le parcours de musiciens installés à Montréal depuis trente-cinq ans et moins, l’étude s’articule autour de quatre axes : l’impact de l’immigration sur les interprètes étrangers; leur processus d’intégration; l’influence du contexte socioculturel et musical sur les stratégies d’adaptation développées par ces musiciens; leurs apports au milieu musical québécois. Basée sur une approche sociomusicologique à partir d’une méthodologie mixte – étude théorique et enquête de terrain –, cette recherche se présente comme une enquête exploratoire visant à dresser un tableau général des situations rencontrées par les interprètes immigrants dans leur trajectoire d’intégration. Un cadre théorique a tout d’abord été bâti afin d’exposer, d’une part, les particularités du métier d’interprète (apprentissage et professionnalisation) et, d’autre part, les diverses étapes de l’immigration et de l’intégration et leurs spécificités. Ensuite, en replaçant dans ce cadre théorique les données recueillies sur le terrain, l’étude plus approfondie de cinq cas particuliers a permis d’appréhender la problématique à travers l’expérience des interprètes immigrants, et d’observer les stratégies qu’ils ont développées en réponse aux situations rencontrées; un de leurs plus grands défis étant de trouver un équilibre entre leurs codes culturels et musicaux et ceux de la société d’accueil. L’étude de cas s’appuie sur la mise en parallèle du cheminement d’interprètes installés à Montréal depuis trente-cinq ans et moins, l’objectif étant de mesurer les incidences des changements survenus dans le milieu musical sur le processus d’intégration socioprofessionnelle de ces musiciens. L’analyse des données recueillies révèle que ce n’est pas grâce à leur formation en musique classique que les interprètes immigrants réussissent à intégrer rapidement le milieu professionnel actuel, mais grâce à leur pratique parallèle de la musique traditionnelle de leur pays d’origine. Cette nouvelle dynamique d’adaptation, favorisée par les politiques de valorisation de la diversité culturelle, entraîne un glissement progressif de l’intérêt des organismes de soutien au développement artistique vers les musiques traditionnelles ou métissées. S’oriente-t-on vers un changement de paradigme conduisant à la perte graduelle de la prédominance du répertoire classique chez les interprètes immigrants, au profit du répertoire traditionnel ? / Foreign musicians living in Quebec contributed to build and develop cultural landscape, and their influence on the musical world is far from negligible. However, what do we know about sociocultural and professional conditions of integration for these immigrant musicians? What challenges do they encounter? What strategies do they develop to move on with their professional career in a new artistic and social context? This research addresses one of the aspects of Quebec’s musical life through the problematic of the sociocultural and professional integration of immigrant performers of (learned) Western art music (or classical music). Based on the career of musicians living in Montreal since thirty five years or less, this study revolves around four axes: the impact of immigration on immigrant performers; their integration process; the influence of the sociocultural and musical context on the adaptation strategies these musicians developed and their contribution to Quebec’s musical world. Based on a sociomusicologic approach from a mixed methodology – theoretical study and field survey - this research is presented as an exploratory survey aiming to draw a general picture of the situations encountered by the immigrant performers in their integration. A theoretical framework was first prepared in order to expose, on one hand, the peculiarities of the work of performer (learning and professionalization) and, on the other hand, the different steps of immigration and integration, as well as their specificities. Then, by placing in this theoretical framework the data collected on the field, a more in-depth study of five particular cases allowed to apprehend the problematic through the experience of immigrant performers and to observe the strategies they developed to pass by the situations they had to face; one of their greatest challenge being to find the balance between their musical and cultural codes and those of the host country. The study of cases is driven by the parallel exposure of the experience of performers living in Montreal since thirty five years or less, the objective being to measure the incidence of the changes that happened in the musical milieu onto their socioprofessional integration process. Data analysis revealed that fast professional integration of immigrant performers is rather due to the parallel practice of traditional music from their home country than to their formation in classical music. This new dynamic of adaptation, favored by policies of valorization of cultural diversity, causes a progressive shift of organisms’ interests towards traditional or mixed musical genres. Are we going forward to a change of paradigm, leading to the gradual loss of the predominance of the classical repertoire within immigrant performers, for the benefit of the traditional repertoire?

A discriminação no trabalho e a gestão da diversidade nas organizações têm sido um tema para a Psicologia Organizacional e do Trabalho no Brasil desde 1995, sendo que, ora os estudos caracterizam a discriminação, ora apontam as medidas e os efeitos da gestão da diversidade nas organizações. Esta pesquisa teve como objetivo descrever e analisar a atuação de consultores nas ações de gestão da diversidade em organizações. Com base em entrevistas realizadas com seis consultores, foi possível formular cinco categorias. A primeira, denominada os consultores, evidenciou as diversas formações deles, o compromisso ético assumido, as sugestões que fazem para os procedimentos de gestão de pessoas com vistas à promoção da igualdade e seu papel de facilitador da mudança cultural na organização. A segunda categoria significados da gestão da diversidade, descreveu as diferenças que os consultores percebem entre realizar promoção da igualdade para pessoas com deficiência e realizar promoção da igualdade para negros, bem como o horizonte positivo que envolve a mudança de práticas de discriminação para as de valorização da diversidade nas organizações, e as práticas que são denominadas de gestão da diversidade. Na terceira categoria, denominada benefícios da gestão da diversidade, foram apontados os benefícios para a organização, para o público-alvo e para todos os funcionários da organização. A quarta categoria, descreveu a forma de atuação dos consultores na ação de mudança cultural sensibilizar: promover a identificação e empatia, sensibilizar para a experiência, induzir a uma nova formação de grupo; - conscientizar: estabelecer a diversidade como um valor, evidenciar a discriminação, desfazer a padronização de uma única referência identitária, explanar sobre o respeito às diferenças e informar sobre a promoção de igualdade. A quinta categoria dificuldades enfrentadas pelos consultores mostrou a resistência à mudança nas organizações e a pouca priorização do tema da diversidade no país. Os resultados do estudo indicam que a atuação dos consultores em gestão da diversidade tem como foco a mudança cultural nas organizações. O consultor é um facilitador que se utiliza de conhecimentos da psicologia, em especial da psicologia social e organizacional, focalizando a mudança dentro da própria cultura organizacional, com a reversão dos estereótipos atribuídos às pessoas com deficiência e aos negros. A realização do presente estudo permitiu formular três níveis de recomendações: a) recomendações acadêmicas de desenvolver estudos teóricos que aproximem a psicologia social da gestão da diversidade e pesquisas que analisem os resultados das ações de gestão da diversidade; b) recomendações para as organizações de desenvolverem as ações em forma de programa de diversidade; c) recomendações para os psicólogos organizacionais chamando a atenção para o potencial de atuação desses profissionais nos programas de diversidade realizado nas organizações / Discrimination at work and diversity management in organizations has been an issue for Work and Organizational Psychology in Brazil since 1995, and, now studies characterize discrimination, sometimes pointing measures and the effects of diversity management in organizations. This study aimed to describe and analyze the role of consultants in the actions of diversity management in organizations. Based on interviews with six consultants, it was possible to formulate five categories. The first, called \"the consultants\", showed them the various formations, the ethical commitment assumed, suggestions for procedures that make people management with a view to promoting equality and its role as a facilitator of cultural change in the organization. The second category \"meanings of diversity management\", described the differences between the consultants perceive accomplish equality for people with disabilities and realize equality for blacks, as well as the positive horizon that involves changing practices of discrimination for appreciation of diversity in organizations, and practices that are called diversity management. In the third category, called \"benefits of diversity management\", were appointed the benefits for the organization, for the audience and for all employees of the organization. The fourth category, described the manner of performance of the consultants in the action of cultural change - awareness: promoting the identification and empathy, awareness of the experience, inducing the formation of a new group; - consciousness: establish diversity as a value, highlight the discrimination, standardization undo a single identity reference, explain about respect for differences and report on the promotion of equality. The fifth category \"difficulties faced by the consultants showed resistance to change in organizations and that the issue is not a priority for the country. The study results indicate that the performance of consultants in diversity management focuses on cultural change in organizations. The consultant is a \"facilitator\" who uses knowledge of psychology, especially social psychology and organizational change focusing within the organizational culture, with the reversal of stereotypes attributed disabled people and blacks. The study design allowed formulate three levels of recommendations: a) academic recommendations - to develop theoretical studies that approximate the social psychology of diversity management and research analyzing the outcome of the actions of diversity management, b) recommendations for organizations - to develop actions in the form of program diversity, c) recommendations for organizational psychologists - drawing attention to the potential of these professionals in diversity programs conducted in organizations