Cette étude s’intéresse à la présence des stéréotypes dans les dessins animés Disney, en particulier, des représentations de la culture française et à l’utilité d’inclure ces films dans les cours de langues étrangères afin de combattre ces visions culturelles restreintes, de générer une réflexion critique chez les élèves et finalement, de les former à la compétence interculturelle. Ainsi, vous trouverez ici une étude du pouvoir du cinéma, et de Disney, sur le public, par extension les élèves, puis une réflexion sur le stéréotype et sur l’importance pédagogique de son étude et pour finir, une discussion sur l’analyse des représentations culturelles françaises et de leur évolution à travers le temps dans trois dessins animés Disney, The Aristocats (1970) Beauty and the Beast (1991) et Ratatouille (2007).

Literature pertaining to English-speaking L2 learners of Arabic on study abroad programs in the Arabic-speaking world is almost nonexistent. This may be due to the fact that not even one out of a hundred American students chooses to study abroad in the Arabic-speaking world each year (Gutierrez et al., 2009). The small number of American students studying in the Arabic speaking world is at odds with the MLA's most recent language report in which Arabic enrollments increased more than any other language from 2002 to 2006 (Furman, Goldberg & Lusin, 2007). With the increase in Arabic enrollments it is probable that more and more American students will desire to study Arabic in the Arabic-speaking world. The benefits of study abroad have long been praised (Carroll, 1967; Kinginger & Farrell, 2004; Berg et al., 2008). Not all studies, however, have been congruent (Freed, 1995). This dissertation investigates L2 learners of Arabic on study abroad programs in the Arabic-speaking world. The primary countries in this research are Egypt, Jordan, Morocco, Syria, and Yemen. This research focuses on issues related to acculturation, language variety preference, proficiency and the use of technology in learning Arabic among students of Arabic on study abroad programs in the Arabic-speaking world. Particular attention is paid to the binary nature of Arabic as manifest in a host of spoken colloquial varieties. For example, the spoken colloquial Arabic in North Africa differs to a great extent from the Arabic spoken in the Levant. This feature of Arabic is referred to as diglossia (Ferguson, 1959a).Over 90 L2 learners of Arabic participated in this research, though not all of them answered every question. These learners completed an extensive online survey pertaining to their cultural experiences and interaction, language situations and functions, proficiency in Arabic, and which technologies they or their teachers used to assist in learning Arabic. It is hoped that this research will provide empirical insights pertaining to the cultural and linguistic experiences of L2 learners of Arabic in the Arabic-speaking world. General implications for Arabic programs are also presented.

Interactions between business counterparts have become increasingly free from boundaries, as technological innovation brings the world closer together (Adler, 2002). Locally, the typical South African organisation employs workers from a multitude of cultural backgrounds, at various levels of acculturation. Organisational coaches must be prepared to engage with diverse national and international client populations. Coaching bodies such as the Worldwide Association of Business Coaches (WABC, 2008) and the locally-based Coaches and Mentors of South Africa (COMENSA, 2009; COMENSA, 2010), require coaches to provide culturally responsive services to coachees. If the coach differs culturally from the coachee, he/she may incorrectly use his/her own understanding of what is appropriate for a situation to make sense of the coachee’s behaviour, possibly leading to the misinterpretation of the diverse coachee’s situation. In addition, the coach may also project his/her own cultural bias and stereotypes onto the coachee. This in turn may lead to barriers in communication, and ultimately to the inhibition of efficiency of the coaching process as possible outcomes. Inefficient coaching may not allow for the achievement of the desired results, leading to financial losses for the company. Therefore, it is imperative that the coach is aware of his/her own culturally-laden values, beliefs and expectations which may include biases, prejudices and stereotypes held about the coachee, i.e. his/ her cultural self-awareness. The purpose of the current research study was to explore and describe the experiences and perceptions of South African organisational coaches in terms of cultural self-awareness. Specifically the study investigated how eight South African organisational coaches (N = 8) develop, maintain and promote cultural self-awareness, and what the perceived consequences of such awareness were. The study was conducted within the constructivist research paradigm and utilised a qualitative research approach. The multiple case study research strategy employed in-depth interviews to collect the research data. A grounded theory research methodology was used to analyse and explore the experiences and perceptions of South African organisational coaches in developing and utilising cultural self-awareness. Eight findings were obtained from the interviews, namely: the cultural self-awareness cultivated during coaching developed as part of a general process of cultural self-awareness, which in turn formed part of the participants’ personal development; both intentional strategies and happenstance led to the coaches’ cultural self-awareness; situational and internal factors contributed to changes in their cultural self-awareness; cultural self-awareness is maintained through self-management involving internal and external strategies; future cultural self-awareness is promoted through pursuing experiences that would cause them to question bias; a change in cultural self-awareness held consequences for the personal developmental process as well as for the coachee, and the coaching process; the meaning of cultural self-awareness was explained by using metaphors. The most prominent metaphors the coaches used were ‘sight’, ‘the past’, ‘internal work’, and ‘managing’; additional psychosocial processes that occur during intercultural coaching which can be grouped under macro, meso and micro issues, contextualised the process of cultural self-awareness during intercultural coaching. The findings were interpreted to show that various levels, developmental paths, and applications of cultural self-awareness exist amongst organisational coaches. On the basis of the results obtained from the research study, recommendations were made for future research, coaching education and training programmes, coaching clients, and current or prospective coaches. / Thesis (MA (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2013

In this era of global mobility, it is increasingly common for individuals to travel beyond their home contexts to live and work. However, adjusting to life and work in an unfamiliar cultural setting can pose challenges due to the differing cultural values, norms and expectations which one might encounter. This thesis focuses on the UAE where, because of the relatively small numbers of UAE nationals, the demographic profile is characterized by the numerical dominance of foreign nationals at almost every occupational level. However, the shaping forces of the indigenous culture remain at the forefront of virtually every aspect of life in that country exerting a strong influence on working practices and expectations. This thesis investigates the experiences of a small group of expatriates recruited to leadership positions in the UAE tertiary sector, specifically it focuses on what challenges they experience in their work in that context and what coping strategies they may employ to help them navigate their new environment. This research was carried out in two tertiary institutions and data were gathered through interviews with seven expatriates new to the context; the views of two Emirati colleagues also contributed to this study. The findings of the study reveal that while tertiary educational institutions in the UAE appear to share structural similarities with western counterparts, local interpretations of organizational roles, structures and processes combine to create organizational cultures unique to that context. The resulting mismatch of expectations between western recruits and their Emirati hosts can sometimes be a source of tensions and misunderstandings. The study additionally found that participants who were able to draw upon attitudes and behaviours associated with the ongoing development of intercultural competence were better equipped to cope with the challenges they encountered in ways which were more beneficial to them in terms of their individual well-being and peace of mind, as well as to their employing institutions. The findings of this study have implications for the way UAE human resources departments organize and conduct not only the recruitment of senior expatriate staff, but also the ongoing orientation and professional support that is offered to them.

abstract: With the fast pace of globalization and the rise of encounters in digital spaces, CALL scholars have become increasingly interested in how digital tools mediate intercultural encounters. However, despite their evident success in connecting students from around the world, current online intercultural exchanges continue to present problems such a promotion of positive experiences over deep intercultural learning and lack of real-life value (O’ Dowd, 2018). In addition, digitally-mediated intercultural learning research is based on the same theoretical approaches to learning that guide CALL research (Firth & Wagner, 1997; Lafford, 2017). Although such frameworks are successful in allowing researchers to conceive of digital tools as mediators for human interaction, they have yet to embrace the potential of digital artifacts themselves as intercultural interlocutors. Aiming to address this gap in the research, this investigation used Atkinson’s (2010, 2014) sociocognitive approach to language learning to understand the role that digital tools have in intercultural learning. Also integrating Dervin’s (2011) liquid approach to interculturality—which focuses on understanding intercultural learning as a co-constructed process—the research questions that guided this investigation asked: (a) does film annotation mediate intercultural learning? and, (b) in what ways does film annotation mediate intercultural learning? In answering these questions, the study looked at the intercultural learning process of five advanced learners of Spanish, as they interacted with annotated film clips, and engaged in peer discussion around the themes of colonialism and coloniality presented in the film clips. Data were collected through pre and post-tests, video recordings of peer discussions, and screen recordings of participants’ interaction with the annotated film clips. Findings showed that film annotation allowed participants to notice, retrieve and take notes on important cultural information, which they later incorporated in discussion with peers. Based on this evidence, and aligned with the aforementioned theoretical frameworks, this investigation poses that intercultural learning is a fluid, iterative process. The study also suggests that digital artifacts—as well as human interlocutors—play an important role in enabling learning processes, therefore, the role of such artifacts should be studied more in depth. / Dissertation/Thesis / Doctoral Dissertation Spanish 2019

The purpose of this degree project was to investigate teachers’ conscious and unconscious interpretations of interculturality. We interviewed five teachers from different schools in order to analyse how intercultural their teaching of culture in EFL is. We investigated how their schools encourage cultural diversity, whether intercultural aspects are incorporated in their EFL-teaching and how they interpret the term interculturality. The Swedish national curriculum (Skolverket 2011a), Byram’s (1997) five savoirs and Sercu’s (2006) IC-teacher profile provided us with the theoretical background for the analysis. Our findings suggest that there are teachers who do not incorporate intercultural aspects into their EFL-teaching, as well as teachers who include some aspects. Among our five teachers there is an uncertainty concerning interculturality and how it should be a part of their teaching. Our conclusion is that since it is no longer optional in Swedish schools to incorporate interculturality into EFL-teaching, it is necessary to raise an awareness of the term among principals, teachers and teacher students.

Invandringen i Sverige är stor och medför kompetens som organisationer borde ta tillvara på. För att kunna ta tillvara på kompetensen som kommer med de nyanlända krävs en effektiv och lyckad integration. Syftet med undersökningen är att öka förståelsen för hur social integration går till samt vilka faktorer som påverkar den. Det finns tidigare forskning angående ämnet integration, där studiernas fokus främst ligger på individnivå. Studien är nödvändig för att öka förståelsen av integration på organisationsnivå. Studien är unik då den fokuserar på en integration mellan individer från olika kulturgemenskaper i Sverige. Forskningsansatsen är induktiv med deduktiva tendenser, med en kvalitativ flerfallstudie där undersökningen genomförts inom två organisationer där multikulturell integration pågår. Integrationen har undersökts genom 11 intervjuer, där empirsikt material har samlats in. Analysen av det empiriska materialet har gjorts med hjälp av utvalda teorier som har lett fram till följande slutsatser. En integration är en process i två steg. Det första steget innebär praktiska problem både när det kommer till organisation- och samhällsnivå. Det andra steget är något mer komplext då det innefattar personliga känslor angående delaktighet och samhörighet. Det är individens känsla som mäter hur nära klimax integrationen är vilket medför att graden av integration är svår att mäta. Då graden är svår att mäta medför det svårigheter att veta om full integration går att uppnå. Det finns många faktorer som påverkar integrationsprocessen bland annat: kommunikation, ömsesidighet, nationell eller internationell kultur i organisationen och ledaren. Ledaren i en organisation har ansvar att hjälpa den nyanlända. Vid kunskap om hur integrationsprocessen går till har ledare större möjlighet att agera rätt för effektiv och lyckad integration. En lyckad integration är viktig för multikulturella organisationer för att nyttja kompetens, verka ändamålsenligt och tillfredsställa den växande mångkulturella marknaden. / Immigration in Sweden is ongoing, therefore the relevance of this study is illustrated by Sweden’s modern political environment. Efficient, effective integration of immigrants involves applying an immigrant’s useful skills for the benefit of organizations and the community. The purpose of our study is to increase the understanding of how effective social integration works and also identifying important factors that influence the process. The study is unique in its focus on the social integration of Sweden’s growing immigrant population at the organizational level. The research approach is inductive with deductive tendencies. The integration process is a qualitative multiple case study that has been analyzed through 11 interviews within two organizations. Empirical data gathered in these interviews added to preexisting theories have led us to the following conclusions. Integration is a two-step process. The first involves practical problems both within the community and within the organization. The second step is more complex and includes individual feelings about the degree of participation and belonging. In the second step it’s difficult to measure the degree of integrational level . The complexity of the measurement makes it hard to know if full integration is possible to achieve. Some of the factors that affect integration process are: communication, reciprocity, national or international culture of the organization and the leader. A leader of an organization has a responsibility to help immigrants. With the knowledge about how the integration process works leaders have a bigger opportunity to act in a way that helps the process to become successful. Successful integration is essential for multi-cultural organizations to utilize the skills available to operate efficiently and satisfy the needs of a multicultural labor market.

<p>Agriculturalists, educators, students, and professionals alike, function in a global industry. In order to work effectively and efficiently to meet industry goals and address challenges, possession of a specific skillset is necessary. This skillset includes the skill of intercultural competence. The objective of Chapter 2 was to assess students’ intercultural competence development following participation in an embedded study abroad program. This program included students studying food security and environmental challenges who were also engaged in intercultural learning activities before, during, and after a 9-day trip through Vietnam. Results showed an average increase in students’ Developmental Orientation (DO) on the Intercultural Development Continuum (IDC) of 13.68 points through their participation in the course (p < .05). This positive growth indicates that on average, student participants increased their intercultural competence throughout the semester program. </p> <p> Chapter 3 describes results of a study conducted using the same group of participants of the embedded study abroad program to Vietnam. The objective of this study was to assess the beliefs, events, and values of student participants at the beginning of the semester and following completion of the semester course using the Beliefs, Events, and Values Inventory (BEVI). Additionally, it was an objective to explore any changes that occurred throughout the duration of the 16-week course. Results from this study revealed little progression on scales related to course outcomes, unintended meaningful changes in scales unrelated to course outcomes, and variations between subgroups (gender and ethnic). These data suggest that the curriculum as delivered requires revision in order to support individual student needs and further development of formative assessment emphasizing emotional and attitudinal dimensions, in addition to discipline content, of student experiences during a study abroad program. </p> <p> Chapter 4 describes the intercultural competence development of the Cooperative Extension Educators who served as mentors to the undergraduate participants in the embedded study abroad program to Vietnam discussed in Chapters 2 and 3. Results from this study indicated that there was an overall decrease in Extension Educators’ DO of 8.0 points. Though this decrease was evident, only 2 of the 5 Educators decreased meaningfully on the IDC according to IDI instrumentation. Further analysis of quantitative and qualitative data revealed professional development benefits, such as developing new perspectives and connecting with undergraduate students, of the student-mentor relationship for the Educators. </p> <p> Chapter 5 describes results from a study conducted in a combined learning community/short-term study abroad program restricted to incoming and current first-year students studying food production in Italy. The objective was to assess student intercultural competence development pre- and post-participation in the program that had incorporated intercultural learning activities both during and throughout the course following the study abroad. Results revealed that 42% of students advanced on the IDC and 26% progressed into a new stage on the IDC. Overall group growth was not statistically significant at a gain of 4.1 points on the IDC. This indicates that participating in the program did not significantly increase students’ intercultural competence. </p> <p> Data in this thesis support that intercultural competence has the potential to be developed in short-term study abroad programs with the implementation of intercultural intervention. However, literature indicates that destination, duration, stage of development, and incoming participant worldviews influence outcomes in the development of intercultural competence. Emphasis on participant stage development on the IDC and preparedness for meeting course learning outcomes should be taken into consideration by study abroad leaders when constructing program design. </p>

Thesis advisor: Philip G. Altbach / Despite the long-held assumption that intercultural sensitivity is the foremost qualification of foreign student advisors and the central role that intercultural sensitivity plays in foreign student advising, the intercultural sensitivity of foreign student advisors has never been empirically studied. This exploratory, quantitative study investigates the level of intercultural sensitivity of a group of foreign student advisors in the United States. A sample of 300 U.S.-based foreign student advisors completed both an online survey and the Intercultural Development Inventory (IDI) (Hammer, Bennett, & Wiseman, 2003) a valid and reliable standardized assessment of intercultural sensitivity that measures an individual's orientation towards cultural differences in terms of Milton Bennett's (Bennett, 1993) Developmental Model of Intercultural Sensitivity. Multiple linear regression was employed to analyze the relationships between scores on the IDI and twenty-three independent variables generated by the online survey instrument. Findings from the developmental scores on the Intercultural Development Inventory suggest that three-quarters of the sample experience cultural difference from an ethnocentric position described by the Developmental Model of Intercultural Sensitivity. The results of regression analysis identified five factors that are associated with intercultural sensitivity, including political orientation, length of time spent as a foreign student advisor, academic study in the field of intercultural relations, level of education and support for gay marriage. Notable factors that were not associated with intercultural sensitivity include ethnicity, gender, religion, religiosity, and variously described intercultural experiences. Other key findings include that the profession overwhelmingly comprises European American women, indicating increasingly feminized profession, and that women are under-represented among the senior leadership of the field and are paid significantly less than men. / Thesis (PhD) — Boston College, 2009. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Administration and Higher Education.

Thesis advisor: Karen Arnold / Thesis advisor: Philip Altbach / The attainment of attitudes, knowledge, and skills that develop students' intercultural competence so that they may navigate the globally interconnected environment of the 21st century is touted as an important learning objective for higher education (Deardorff & Jones, 2012). Colleges and universities strive to enhance this learning objective by offering a variety of international opportunities; prominent among these is a period of study abroad. However, past research indicates the results of intercultural development through study abroad are mixed. How can education abroad contribute to students' intercultural development? This study focuses on a cohort of students who traverse through three countries (China, Russia, India) in the course of one semester as they live and learn together, alongside faculty and staff from their home institution. To better understand the features of study abroad programs that contribute to students' intercultural development, this study examined the real and perceived development of a group of students (N=21) engaged in a multi-destination study abroad program utilizing a mixed-methods approach. The Intercultural Development Inventory (IDI) scores of the 21 participants increased by an average of 24.45 points (25%), an increase that exceeded the IDI gains in previous studies. Programmatic conditions that cultivated students' intercultural competence included facilitated contact with natives, academic structure, student self-initiated exploration, and multi-destination. Social and residential features of the program had the least impact on participants' intercultural development. The analysis of the participant narratives is indicative of a web of interconnected features that provided the scaffolding for students to develop empathy, recognize their own biases, challenge stereotypes and ethnocentric beliefs, and ultimately gain knowledge and skills that enabled them to communicate and behave appropriately and effectively in intercultural situations. The results of this study imply that a web of intentionally designed features (e.g., multi-destination, faculty engagement, consistent reflection opportunities, facilitated contact with natives, and IDI guided coaching and mentoring) provide a solid scaffolding that accelerates students' intercultural development. / Thesis (PhD) — Boston College, 2015. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.