This thesis focuses on the international hotel industry as part of the global economy and examines the implications that the strategic management of human capital has within the five-star sector of the hotel industry in Dubai, an emirate of the United Arab Emirates, and an economy based on the service sector. It examines the macro environmental factors influencing the potential strategic directions of two recognized international five-star hotel brands and considers the challenges this creates for the alignment of strategy, and the implications this has for management of human capital(people) as a key determinant of success that enhances organisational outcomes. In selecting this area of research, the author has adopted a grounded theory approach to the generation of new knowledge, allowing the literature to be guided by concerns raised by hotel managers and industry consultants working in the context of Dubai. This approach led to the employment of a case study method, through which the key influences of organisational culture and ownership are considered. Two international hotel chains were identified to represent the two strategic modes of entry into the destination. The first case being a locally owned and managed chain with 7 hotels in Dubai. The second case is a European chain operating 6 hotel properties under management contract in Dubai, with 6 different owners from the Middle East. Both companies operate within the luxury five-star market that is so prevalent in Dubai. The hospitality industry, by definition, relies heavily on human capital, both as a resource and a capability that may allow for the development of competitive advantage. However, the dynamics of the Dubai hotel environment, the strength of the Arab cultural values and the organisational conditions that exist in Dubai present HR managers with a number of unique challenges, including high levels of pastoral care, and approaches to managing the workforce that may be at odds with traditional ‘Western’ ideals. This thesis adds to the existing debate on the value and utilisation of existing theoretical frameworks attached to the alignment of strategy and the implications for managing human capital in the face of globalisation and presents a model of their application in a city that is characterised by power and control, predictability and change aversion.

Academics and social commentators have emphasised the importance of religion and specific cultural characteristics in influencing or explaining the perceptions, values and behaviours of cultural groups. The quantitative empirical research into ethical perceptions, intentions and behaviours has used culture and religion to define cultural groups, or compare and contrast two national cultural groups. Little focus has been placed on intra-cultural differences. While there has been some quantitative empirical research into the role of Thai Buddhist religiosity in ethical decision making, there has been no such research that deals with the unique Thai cultural characteristics of greng jai and patron-client relationships or differences between urban and provincial Thai managers and professionals. In the research conducted for this thesis, I explore the relationship between Thai Buddhist religiosity, patron-client relationships and greng jai, and ethical intentions, expectations of other’s behaviour and the nature of ethical dilemmas (ethical or unethical). In addition, intra-cultural differences between ‘Thai managers and professionals in Bangkok and ‘less developed’ provinces on these items are investigated. Survey responses from 522 Thai managers and professionals from Bangkok and provincial Thailand were obtained in the research conducted for this thesis. The instrument used includes five scenarios from previous research, two new scenarios that address greng jai and patron-client relationship dilemmas, demographic and cultural measures, and measures of ethical intentions, behaviour of others, and the nature of the ethical problem. Neither patron-client relationships nor greng jai were found to influence ethical intentions, perception of other’s behaviour or perception of the nature of ethical problems. This suggests that importance of these cultural characteristics has been exaggerated in previous qualitative research, that these previously important characteristics are no longer important, or that Thai managers and professionals insulate their ethical perceptions in business settings from Thai cultural influences. The latter explanation would indicate convergence of Thai business culture with a more modern globalised perception of business ethics. Thai Buddhist religiosity did not consistently play a role in perceptions of ethical intention, behaviour of others or the nature of the problems. In scenarios in which it did play a role, the effect was small. Again, this suggests that the importance of religiosity may have been exaggerated in the past, was once important but is no longer so, or that Thai managers and professionals compartmentalise the role of religion in business and non-business settings. No differences were found between Thai managers and professionals in Bangkok and provincial Thailand. Again, this suggests a convergence with a modern globalised perception of business ethics.

<p><strong>Research Problem: </strong>To what extent the corporate culture of an international joint venture resembles the organizational and national culture of its parent firms?</p><p><strong>Purpose: </strong>The purpose of this research is to study and explain the organizational and national culture of the partner companies that are involved in the international joint venture and finds out the extent to which the corporate culture that is embedded in the joint venture possess a resemblance with its parent's culture.</p><p><strong>Method:</strong> Our research is qualitative in nature and is based upon the case study and the secondary information gathered during the research. We have also taken into account some primary information through conducting three semi-structured interviews from each of the company involved in the joint venture. All the information collected during the course of our research has been analyzed in such a manner that has eventually led us to a formidable conclusion.</p><p><strong>Conclusion:</strong> After the analysis of results, both from the interviews and the secondary information, we came to a conclusion that the corporate culture at the joint venture possess some similarities with the national and organizational cultures of its parent firms and this likeness depends upon the location of origin of the joint venture and the employees working in it.   </p>

<p>Research Question: What are the factors making the enterprises in China and influencing their behavior and development?</p><p>Aim of Thesis: The thesis was initiated because there are many young people want to have his/her own business in China. The authors aim to discover the key elements of making an enterprise in China and expect the research can help those entrepreneurs to find a most suitable way to start their own venture in China.</p><p>Method: Semi‐structured interview is used in the qualitative perspective to evaluate the research. The primary data is collected in a qualitative manner by interview with the entrepreneurs of the case companies. Secondary data is collected from company material and web pages.</p><p>Conclusion: In the study it was concluded that entrepreneurship, national culture and government policy are the major elements that affect the development and behavior of Chinese enterprises. And In China, unlike western world, government policy and national culture are regarded to be more important than entrepreneurship. It is a characteristic of an Asian socialism country.</p>

<p>Intercultural negotiations are playing an increasing role in the globalisation nowadays. Business negotiators are now facing negotiations in which they have to meet people from all over the world because of the development of different market places. Sweden is particular case of this internationalization. Swedish negotiators have to use their skills with new collaborators. Their particularities are of relevance for any international negotiator who will have to negotiate with them.</p>

<p>To find an appropriate balance between centralization and localization is a key factor for a successful international company. From a company perspective, this thesis tries to figure out if the different aspects such as organizational culture, national culture and industry sector determine the standardization or adaptation of companies' websites and which website features are affected. The internationalization typology of Barlett and Ghoshal has been used to classify 12 companies from 3 industry sector according to their international strategy. Then their websites in United States, Germany and Taiwan will be analysed to compare if the internationalization types among their websites correspond to the expected. The results show that the three aspects impact the appearence of their websites.</p>

Intercultural negotiations are playing an increasing role in the globalisation nowadays. Business negotiators are now facing negotiations in which they have to meet people from all over the world because of the development of different market places. Sweden is particular case of this internationalization. Swedish negotiators have to use their skills with new collaborators. Their particularities are of relevance for any international negotiator who will have to negotiate with them.

Research Question: What are the factors making the enterprises in China and influencing their behavior and development? Aim of Thesis: The thesis was initiated because there are many young people want to have his/her own business in China. The authors aim to discover the key elements of making an enterprise in China and expect the research can help those entrepreneurs to find a most suitable way to start their own venture in China. Method: Semi‐structured interview is used in the qualitative perspective to evaluate the research. The primary data is collected in a qualitative manner by interview with the entrepreneurs of the case companies. Secondary data is collected from company material and web pages. Conclusion: In the study it was concluded that entrepreneurship, national culture and government policy are the major elements that affect the development and behavior of Chinese enterprises. And In China, unlike western world, government policy and national culture are regarded to be more important than entrepreneurship. It is a characteristic of an Asian socialism country.

To find an appropriate balance between centralization and localization is a key factor for a successful international company. From a company perspective, this thesis tries to figure out if the different aspects such as organizational culture, national culture and industry sector determine the standardization or adaptation of companies' websites and which website features are affected. The internationalization typology of Barlett and Ghoshal has been used to classify 12 companies from 3 industry sector according to their international strategy. Then their websites in United States, Germany and Taiwan will be analysed to compare if the internationalization types among their websites correspond to the expected. The results show that the three aspects impact the appearence of their websites.

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