The thesis discusses the fundamental differences between the legal systems of Russia and Czech Republic, the legal forms of business and process of establishing companies in Russia. The work also deals with the characteristics of the legal consciousness of Russians and Russian mentality traits that affect business communications. There are discussed not only the basic cultural dimensions but also the latest trends in the development of Russian business culture. The key to a successful business in Russia is willingness to solve problems, not only through formal (e.g. law enforcement), but also informal way - through personal relationships. In comparison with the Czech character the Russian one is distinguished by greater openness and emotionality, including readiness to open conflict, and greater interpenetration of personal and professional relationships. Establishment of a company in Russia is much simpler and cheaper than in Czech Republic.

Syftet med den här studien var att beskriva den organisationskultur som företagsledare av mäklarbyråer försöker att skapa för de anställda att verka i. Med en kvalitativ ansats samlades data in genom semistrukturerade intervjuer via telefon eller ansikte mot ansikte. Totalt nio intervjuer genomfördes efter tillämpning av ett bekvämlighetsurval. Intervjuguiden innehöll sju teman: Grunden i verksamheten; Organisationsstruktur; Organisationskultur; Lönemodell; Belöningssystem, Rekrytering och Styrutmaningar. Insamlad data transkriberades och bearbetades om till empiri. Därefter användes tematisk analys för analys av materialet. Efter moment av kodning och grupperingar skapades kategorier och slutligen tre huvudteman; Organisationsstruktur, Styrutmaningar och Organisationskultur. Resultatet indikerade att det finns en enhetlig syn på hur de rådande styrutmaningarna ska bemötas hos varje mäklarbyrå. Mäklaryrket är ett individuellt yrke som i många avseenden kan verka slitsamt och hårt. Provisionsbaserad lön utgår till mäklarna för att skapa motivation att utföra sitt jobb i linje med företagets visioner. För att hantera de risker som en provisionsmodell medför, fokuserar företagsledarna på att implementera en kultur präglad av teamkänsla och lagarbete. / The purpose of this study was to describe and discuss the business culture that business leaders are trying to create for their employees to work in. With a qualitative design was used to collect data through semistructured interviews by telephone or face to face. A total of nine interviews were conducted after application of a convenience sampling. The interview guide consisted of seven themes: The business’ foundation; Business structure; Business culture; Salary model; Reward system, Recruitment and Control challenges. The collected data was transcribed and processed into empiricism. Thereafter, thematic analysis was used for the analysis of the material. After coding and grouping the codes, categories were created and also three main themes; Business structure, Control challenges and Business culture. The result indicated that there is a mutual aspect of how the existent control challenges should be responded to in the real estate agencies. Real estate agent is a lonely occupation that in many aspects can seem tough. Commissionbased salary is given to the real estate agents to create motivation to perform in line with the company’s visions. To handle the risks that a commissionbased salary model brings, the business leaders focus on implement a culture that centralizes team spirit and teamwork.

<p>Aim: After discussing marketing issues with representatives from a number of companies established on the Chinese market, we came to the conclusion that it would be interesting and useful to further investigate relationship marketing models from a Swedish perspective when doing business in China.</p><p> </p><p>The aim of the study is to highlight, by examples and experiences from firms dealing with or on the Chinese market, what makes up successful marketing between Swedish and Chinese businesses.</p><p> </p><p>Research question: Is relationship marketing with a dash of guanxi the recipe of success for Sino-Swedish businesses?</p><p> </p><p>The result of successful relationship marketing is a marketing network and it is an important asset for companies today. Competition is not between single business units or entities any more but between marketing networks (Kotler et al., 2006).</p><p> </p><p>To get a full view of relationship marketing between Sweden and China, we have also studied the Chinese culture context.</p><p> </p><p>Method: We interviewed 10 firms in various industries. Common for all respondents is an extensive experience of over 5 years of doing business in China. A questionnaire was used as a foundation for the interviews.</p><p> </p><p>In the analysis findings regarding how the respondents have handled their internationalization process are highlighted. Also how they handle the relationship marketing on a market, where guanxi have been a dominating way of doing business.</p><p> </p><p>Result and conclusions: Relationship marketing with a dash of guanxi is the road that most companies take already today and should take if not yet doing so. As we can see from the study, China is not under as strong influence of <em>guanxi</em> as it used to be. Our respondents offer insights and examples of that Chinese businessmen and women are adapting a more global approach to business negotiations. Operating on the Chinese market requires a relationship marketing approach although it is more personalized to better suit the Chinese culture context.</p><p> </p><p>Suggestions for future research:</p><p>* Relationship marketing in China and corruption: how is it handled, avoided, viewed.</p><p>* Relationship marketing in Sweden by Chinese firms: How can Chinese firms succeed on the Swedish market?</p><p>* Deeper research into relationship marketing strategies for Swedish companies in China.</p><p>* Study Swedish firms on the Chinese market today and how they experience the paradoxes mentioned by Fang and Faure (2008).</p><p> </p><p>Contribution of the research: The study offers insights in the actual marketing strategy implementation and how firms with extensive experience from China and the Chinese market approach it.</p>

<p>A study presenting the differences in corporate culture between South African and Swedish airfreight industries with focus on the excess baggage sectors of the industry. This industry is very competitive and very international as goods are being exported and imported in vast amounts around the world.</p><p>Using a web questionnaire and personal interviews, this gave me a better understanding of the present corporate culture and to highlight the differences between the countries in question. Once these differences are laid down the study shows the possibility of mutual interaction between the industry and the countries. It provides the major differences between the countries and brings forth a hypothesis for the report. The study shows that hierarchy levels play a huge role in the South African company; the relatively high uncertainty level of South Africans is a result of the high power distances between management and employees. A South African employee would try to find a solution to any problem while a Swede would discontinue when the first attempt fails. Furthermore my study provides a general idea of each of the countries, but what is evident is that the airfreight industry follows a certain corporate culture of its own and finally due to the countries diversity, South Africa seems to have an advantage when working with different cultures.</p>

Abstract The interest in China today is enormous, and media talk about successful firms and entrepreneurs that engage in business with China. This positive image has created a general per-ception that China offers the moon and the stars for Swedish micro and small sized enterprises (MSEs). We still believe that there are many opportunities to extend or build busi-ness upon import from China. However, we question media’s communication that import from China is a straight way to success. If this is an accurate picture of the situation, what is it that makes Swedish companies hesitating about establishing import business from China? The purpose of this thesis is to identify the reasons for Swedish MSEs to engage in import from China, as well as recognizing the problems they experience. We will by analysing the underlying factors of the problems describe different ways to handle these issues. We have chosen a qualitative approach with semistructured, deep-going interviews, which we have carried out on six companies that have gone through with the import process from China. The empirical findings will be the base in order to verify the theories on this subject. We have come to the conclusion that there is a division between production companies and trading companies when it comes to the reason to start importing. Trading firms generally follow the opportunities while production companies are forced to take action because of push effects. Also, the hype about China has helped in choosing China before other countries. The companies in this thesis have generally no trouble in finding a supplier but rather to find suitable suppliers. The major problems in trading with China are quality and delivery, which many companies handle by shortterm procedures like over-explicitness, constant reminders and increased specifications. They argue that these problems depend on lack of understanding, variation in outlook, different behaviour, as well as pride and attitudes among the Chinese. However, we believe that these issues have their roots in culture, linguistics and different views of how relationships should be considered. Thus it would be a more long term solution to handle the underlying issues which in the extension is a more successful way of importing from China.

A study presenting the differences in corporate culture between South African and Swedish airfreight industries with focus on the excess baggage sectors of the industry. This industry is very competitive and very international as goods are being exported and imported in vast amounts around the world. Using a web questionnaire and personal interviews, this gave me a better understanding of the present corporate culture and to highlight the differences between the countries in question. Once these differences are laid down the study shows the possibility of mutual interaction between the industry and the countries. It provides the major differences between the countries and brings forth a hypothesis for the report. The study shows that hierarchy levels play a huge role in the South African company; the relatively high uncertainty level of South Africans is a result of the high power distances between management and employees. A South African employee would try to find a solution to any problem while a Swede would discontinue when the first attempt fails. Furthermore my study provides a general idea of each of the countries, but what is evident is that the airfreight industry follows a certain corporate culture of its own and finally due to the countries diversity, South Africa seems to have an advantage when working with different cultures.

Aim: After discussing marketing issues with representatives from a number of companies established on the Chinese market, we came to the conclusion that it would be interesting and useful to further investigate relationship marketing models from a Swedish perspective when doing business in China.   The aim of the study is to highlight, by examples and experiences from firms dealing with or on the Chinese market, what makes up successful marketing between Swedish and Chinese businesses.   Research question: Is relationship marketing with a dash of guanxi the recipe of success for Sino-Swedish businesses?   The result of successful relationship marketing is a marketing network and it is an important asset for companies today. Competition is not between single business units or entities any more but between marketing networks (Kotler et al., 2006).   To get a full view of relationship marketing between Sweden and China, we have also studied the Chinese culture context.   Method: We interviewed 10 firms in various industries. Common for all respondents is an extensive experience of over 5 years of doing business in China. A questionnaire was used as a foundation for the interviews.   In the analysis findings regarding how the respondents have handled their internationalization process are highlighted. Also how they handle the relationship marketing on a market, where guanxi have been a dominating way of doing business.   Result and conclusions: Relationship marketing with a dash of guanxi is the road that most companies take already today and should take if not yet doing so. As we can see from the study, China is not under as strong influence of guanxi as it used to be. Our respondents offer insights and examples of that Chinese businessmen and women are adapting a more global approach to business negotiations. Operating on the Chinese market requires a relationship marketing approach although it is more personalized to better suit the Chinese culture context.   Suggestions for future research: * Relationship marketing in China and corruption: how is it handled, avoided, viewed. * Relationship marketing in Sweden by Chinese firms: How can Chinese firms succeed on the Swedish market? * Deeper research into relationship marketing strategies for Swedish companies in China. * Study Swedish firms on the Chinese market today and how they experience the paradoxes mentioned by Fang and Faure (2008).   Contribution of the research: The study offers insights in the actual marketing strategy implementation and how firms with extensive experience from China and the Chinese market approach it.

ABSTRACT ACADEMIC CULTURE, BUSINESS CULTURE, AND MEASURING ACHIEVEMENT DIFFERENCES: INTERNAL AUDITING VIEWS by Benjamin Sterling Roth This study explored whether university internal audit directors’ views of culture and measuring achievement differences between their institutions and a business were related to how they viewed internal auditing priorities and uses. The Carnegie Classification system’s 283 Doctorate-granting Universities were the target population. Directors for 144 institutions (51%) returned questionnaires providing their views of academic culture and measuring achievement differences; the importance of internal auditor attributes, and types, subject areas, and determinants of internal auditing work; and whether operational audits of research, teaching, and public service were appropriate. Data collected included directors’ age, gender, race and ethnicity, education, certifications, and work experience and information on their reporting officials, boards/audit committees, audit departments, and institutions. Chi-square tests of independence, p ≤ .05, determined statistically significant relationships, and Cramer’s V, effect size. Dichotomous categories of “businesslike” and “distinct” were used to label views from the university’s perspective. Fifty-six percent viewed university culture distinct; 65% viewed measuring achievement businesslike. Thirty-eight percent viewed both businesslike; 30%, both distinct; 26%, culture distinct and measuring achievement businesslike; and 6%, culture businesslike and measuring achievement distinct. Culture views were related to measuring achievement views with medium effect, and with large effect for respondent subsets, such as older (≥ 50 years) males, certified internal auditors (CIAs), and directors at schools with higher research funding and/or a medical school. Also, with small effects, a distinct culture view favored awareness of culture and missions; a businesslike culture view favored operational audits; and a businesslike measuring achievement view favored operational audits in research, teaching, and public service. Older males had the highest percentages viewing culture businesslike and both culture and measuring achievement businesslike. CIAs had highest percentages viewing culture distinct and both culture and measuring achievement distinct. With culture and measuring achievement views related, internal auditor awareness of university culture and missions might warrant greater emphasis. Businesslike views favoring operational audits might encourage management practices historically decried by scholars as ill-fitting an academy, or might conserve resources to make more available to enhance academic practices and outcomes.

Abstract: In this study we have turned to the complex host-country environment of China to investigate Swedish companies doing business in a highly corrupt business context to see which dilemmas managers meet and their approaches to these dilemmas. The importance of adapting to the local culture and environment is something researchers stress in the business literature. In the beginning of our study we ask if the same statement is true when it comes to ethical decision making and from the findings one can see that this is true to a certain degree. Almost half of our respondents have in some way pushed their ethical limits for what is acceptable business practice despite of the uniform view that corruption is something the companies do not want to participate in. For the companies that have been able to create an organization which has been able to resist unethical host country pressures we have found several important factors. These have been the importance of senior management staying long periods of time, role models living the values, an understanding from HQ about the local subsidiary, realistic performance targets, reinforcement of ethics initiatives, and last but not least control. However we have also found that organizations need to be aware that different departments will meet different ethical dilemmas. Therefore the ethical initiatives need to be adapted to the foreign firms’ situation depending on where in the value chain the company is located. Keywords: corruption, ethical dilemmas, ethical approaches, local business culture, China, Sweden, managers

Abstract Problem: Family business is the most common type of enterprise in the world and an elaborative subject to perform research in. However, the linkage between motivation and family business is not common to study, especially form the non-family managers’ perspective. Therefore, this thesis aims to fulfill the missing gap in research concerning motivational factors for non-family managers within a family business. Motivational factors are crucial for individuals in order to perform, although the motivational factors for a non-family manager within a family business is a complex phenomena. Several parameters must be taken into consideration, such as the family businesses characteristics and sources to motivation. Purpose: The purpose of this thesis is to investigate and to reach an understanding for why non-family managers are motivated to work within a family business.   Method: The method used in this thesis is a qualitative research with an abductive reasoning, based on ten interviews with eight different family businesses. The interviews include a variation of family businesses, as well as a variation of respondents, in order to receive a wide overview of how motivation is applied in different type of areas. However, the selection of this thesis interviews is based on that all the organizations are medium to large sized family businesses that have both family members and non-family members within their management team. In addition, all the respondents are non-family members, with a management position, within a family business. Results: The result of this thesis argues that the main reasons for why non-family managers are motivated to work within a family business are: The opportunity to be part of the decision making process and the possibility to influence the future culture within a family business.