<p>Cross-national merger and acquisition (M&A) activity is common and is argued to be a strategic tool for the growth of multinational corporations. Yet, M&A activity has a high failure rate which theorists have explained being due to cultural clashes. Previous research has explained these clashes being due to cultural distance. Other studies have focused on the extent to which the firms are culturally integrated and its relation to cultural clashes. In this study we investigate the relation between cultural distance and the extent to which the firms are culturally integrated as we believe that this relation in turn influences how cultural clashes are perceived by managers.</p><p>As the human side of M&A has become of great interest within research we stress the importance of understanding what happens with managers in the organization during the post-acquisition process. The purpose of this thesis is therefore to investigate the managers’ perception of cultural clashes, in relation to the perceived extent of cultural integration and perceived cultural distance, in cross-national mergers and acquisitions.</p><p>In order to achieve an in-depth understanding of a series of cross-national M&As and to answer the purpose of this thesis, a qualitative case study design was used. Semistandardized interviews were made with ten managers from a Swedish firm that has gone through a series of cross-national M&As involving Swiss, French and German managements.</p><p>The findings show that managers’ perception of cultural clashes differs depending on to what extent two firms are culturally integrated and in relation to the cultural distance between the two firms. No matter if high or low cultural distance managers perceive few cul-tural clashes if the extent to which the firms are integrated is low. If the cultural integration, on the other hand, is high and the cultural distance is high, the cultural clashes are perceived as many. Our findings indicate that cultural clashes are perceived differently depend-ing on how they affect the managerial role and the organizational behaviour. We refer to these clashes as implicit agreements and explicit statements. Clashes in implicit agreements are evolved from behaviour deeply rooted in national culture and corporate culture. These clashes have minor effects on the managerial role and the organizational behaviour. Never-theless, managers need to be aware of the differences and adapt to the preferred behaviour when interacting with the acquiring firm’s management. Explicit statements, on the other hand, affect the managerial role and organizational behaviour and lead to cultural clashes that conduce to frustration, lack of motivation and inefficiency. These clashes are more ap-parent when the extent of culturally integration is high. Therefore, the acquiring firm should not attempt to assimilate its target company in cross-national M&As.</p>

Register clashes are a linguistic phenomenon that occurs in both real and fictional interaction. This study, based on the theory of register as developed by Halliday, examines the functions of register clashes in the television drama series Gilmore Girls. It was hypothesized that the function of register clashes is to create humor, to characterize some characters on the show as sophisticated and witty and some others as lacking in communicative competence, or what is popularly referred to as geeky or nerdy, as well as to characterize the show. A total of 1,306 cases of register clashes were identified, of which 761 cases (58.3 percent) were clear cases and 545 cases (41.7 percent) were somewhat more doubtful. Nearly all cases of register clashes found were considered to have been used to create humor. Eight out of the ten most productive characters with respect to the utterance of register clashes were found to be characterized as witty; the other two characters produced register clashes in a way that characterized them as geeky. Each of the six episodes examined in this study was found to contain many instances of register clashes, regardless of the fact that each was written by a different author. The results thus suggest that the function of register clashes in Gilmore Girls is indeed to create humor, to characterize the characters, and to characterize the show.

Denna studie av ungdomar med utländsk bakgrund försöker skapa förståelse för ungdomars identitet i samband med kulturkrockar och se påverkan av att leva med två olika kulturer. För att ta reda på detta har denna huvudfråga använts: Hur upplever ungdomar med utländsk bakgrund att deras två kulturer och kulturkrockar påverkar deras identitet? Denna kvalitativa studie har innefattat en semi-strukturerad intervju och fem intervjupersoner som alla är utlandsfödda med utländsk bakgrund. De alla beskrev hur deras identitet påverkas av kulturkrockar och av att leva med två kulturer. De stöter på missförstånd som sätter spår på självförtroendet och i dessa kulturkrockar genomgår identiteten en förändring. De påverkas av andra människors reaktioner på dem, hur andra ser på dem och här förändras deras självbild. De anser att det är svårt att veta vad de har för identitet och vilken kultur de identifierar sig med vilket leder till att de upplever en identitetskris och skapar en egen kultur med de båda kulturerna de har. För ungdomarna är identitet något som ständigt förändras och formas i sociala sammanhang i samband med kultur och kulturkrockar. / This study of young people with a foreign background tries to create an understanding of young people's identity in connection with cultural clashes and to see the impact of living with two different cultures. The main question that has been used in this study: How do young people with a foreign background experience that their two cultures and cultural clashes affect their identity? This qualitative study has included a semi-structured interview and five interviewees who were all born abroad with a foreign background. They all described how their identity is affected by cultural clashes and by living with two cultures. They encounter misunderstandings that affect their self-confidence and in these cultural clashes, identity undergoes a change. They are affected by other people’s reactions to them, how others see them and this changes their self-image. They believe that it is difficult to know what their identity is and which culture they identify with, which leads to them experiencing an identity crisis and creating their own culture with the two cultures they have. For young people, identity is something that constantly changes and is shaped in social contexts in connection with culture and cultural clashes.

The globalization of economies and the technology development have both increased opportunities to businesses as well as challenges. Multicultural workforces and other values in the market compared with the home market lead to complexity in the management control when a business establishes abroad. Individuals’ nationalities impact their behaviors and values and it is the management’s task to coordinate the members’ activities in a way that is beneficial for the company. The banking industry is a knowledge-intensive industry, meaning the employee’s knowledge is the bank’s biggest resource. To create organizational knowledge, it is important that the knowledge is shared within the company. Effective knowledge sharing is hard to accomplish in a multicultural company since it is depending on communication between the employees which can be aggravated by cultural differences. The more distant the involved national cultures are, the harder it will be to achieve intercultural communication. The Swedish culture is very different from the Chinese culture. China’s economy has developed fast since it opened up to the world market in the 70’s. Today, several Swedish companies are established in China. The purpose with this study is to examine how the Chinese culture impacts Swedish knowledge-intensive companies established in China and to increase the understanding on how to overcome the cultural barriers that are affecting the managing of knowledge sharing. Cultural clashes can imply risk to a company if they affect the efficiency of the internal processes and must therefore be avoided. This field study was conducted in Shanghai, China at Swedish banks to see how they worked with the cultural differences. Interviews were made with staff of both Chinese and Nordic heritages to see how the cultural differences impacted their operations. The results showed that there are several cultural clashes that affect effective knowledge sharing processes within the companies. The management tries to implement the Swedish way of working in the branches, but the Chinese culture has a strong impact on the communication channels and it creates confusions and misunderstanding between the Nordic and Chinese employees. Cultural understanding and adjustment to the cultural conditions have been shown from earlier researches to reduce cultural clashes. This study supports those arguments by showing that a higher level of intercultural communication leads to increasing cultural understanding and a quicker adjustment to the organization’s way of working. The study also showed that the national culture’s impact on individual behavior was stronger to individuals that have had less foreign exchanges. The study contributes with suggestions of enlightening cultural differences more by formal meetings to increase the cultural understanding within the companies, as well as intercultural team works over department units should be implemented. / Globaliseringen och den tekniska utvecklingen på världsmarknaden har lett till ökade möjligheter för företag likväl som nya utmaningar. Styrningen av företag som expanderat till nya marknader har blivit mer komplex då arbetsstyrkan består av en mängd olika nationaliteter och omgivningen utgår från andra värderingar än hemmarknaden. Individers nationalitet påverkar deras beteenden och värderingar och det är ledningens uppgift att få de anställda att koordinera sina aktiviteter på ett sätt som bäst gynnar företaget. Banksektorn är en kunskapsintensiv industri, vars främsta resurs är de anställdas kunskap. För att skapa en hög kunskapsbas inom företaget är det viktigt att de anställda delar sin kunskap med andra. I ett multikulturellt företag är effektiv kunskapsöverföring svårare att uppnå eftersom kommunikationen mellan anställda påverkas av deras kulturella beteenden och värderingar. Uppdraget blir svårare ju mer de anställdas värderingar skiljer sig från varandra. Den svenska kulturen skiljer sig markant från den kinesiska. Kina är ett land vars ekonomi har fått ett uppsving efter att de öppnade upp gränserna för världsmarknaden på 70-talet. Idag finns det en mängd svenska företag etablerade i Kina. Syftet med examensarbetet är att förklara och öka kunskapen om hur den kinesiska kulturen påverkar svenska företag i Kina som har kunskap som främsta resurs. Kulturella skillnader kan innebära risker för ett företag ifall de påverkar effektiviteten av deras interna processer och kulturella konflikter måste därför undvikas. Examensarbetet utfördes således genom en fältstudie inom svenska banker etablerade i Shanghai, Kina. Intervjuer med personal av både nordiskt och kinesiskt ursprung gjordes för att ta reda på hur kulturella skillnader påverkade och hanterades inom företagen. Resultatet visade att det fanns flera skillnader som utgjorde barriärer för effektiv kunskapsöverföring inom företagen. Ledningen försöker implementera det svenska sättet att arbeta på inom bankerna, men den kinesiska kulturen har ett starkt grepp om hur kommunikationen genomförs och det skapar följaktligen missförstånd mellan nordiska och kinesiska kollegor. Kulturell förståelse och anpassning till kulturella villkor har av tidigare studier visats vara viktigt för att minimera kulturella konflikter. Det här examensarbetet stödjer de argumenten genom att påvisa att en högre mängd av interkulturell kommunikation leder till ökad förståelse för andra kulturers värderingar, vilket i sin tur leder till att de anställda har lättare att anpassa sig till organisationens sätt att arbeta. Studien visade även att påverkan av den kinesiska kulturen var starkare hos individer som hade haft mindre utbyte med nordiska kollegor. Examensarbetet förslår därför att kommunikationen av kulturella skillnader ska synliggöras mer genom formella möten samt att fler interkulturella grupparbeten över divisionsgränserna behöver implementeras för att ge de anställda insikt av kulturella effekter.

<p>Syfte: Syftet med denna uppsats är att studera och analysera lärare och studenter med olika kulturella bakgrunder på Högskolan i Gävle för att undersöka om kulturkrockar uppstår studenter emellan samt mellan studenter och lärare. En ytterligare aspekt var även att utröna lärarnas ledarstilar.</p><p>Metod: Vi har valt att genomföra en kvalitativ fallstudie, där det empiriska materialet baseras på nio intervjuer med lärare och studenter på Högskolan i Gävle, samt två egna observationer. Sekundärdata har insamlats genom relevant litteratur och artiklar inom ämnesområdet som ligger till grund för den teoretiska referensramen.</p><p>Resultat och slutsats: Vi har kommit fram till att högskolans lärare är medvetna om att kulturella skillnader råder, men att de trots detta inte gör något för att lösa eventuella problem som uppstår. Då det råder en saknad av mer auktoritär ledarstil ges vissa studenter möjlighet att utnyttja högskolans system. Vidare har vi kunnat dra den slutsats att färre studenter i framtiden kan komma att välja Högskolan i Gävle som sitt lärosäte om högskoleledningen inte åtgärdar de problem som finns.</p><p>Förslag till fortsatt forskning: Vi tycker att det vore intressant om denna studie utfördes på en annan högskola i Sverige för att se vilket resultat som skulle utrönas där. Vidare anser vi att fördjupning inom ett av de problemområden som vi kommit fram till i denna studie, skulle vara intressant att djupare utforska.</p><p>Uppsatsens bidrag: Med denna uppsats vill vi framhäva vilka kulturella skillnader som kan finnas på en mångkulturell högskola och hur eventuella problem tas om hand. Studien riktar sig till högskolestudenter, samt högskolelärare som möter olika kulturer dagligen.</p><p>Nyckelord: Kultur, kulturella skillnader, kulturkrockar, ledarskap, ledarstilar, Högskolan i Gävle.</p> / <p>Aim: The purpose of this thesis is to observe and analyze students and teachers with different cultural backgrounds at the University of Gävle, to determine if there are cultural clashes between students, as well as students and teachers. A further aspect was to explore the teachers leadership styles.</p><p>Method: We have chosen to perform a qualitative case study, where the empirical material is based on nine interviews with teachers and students at the University of Gävle, and two observations. Secondary data, such as literature and articles have been collected and reviewed within the subject areas in order to gather the facts needed for the theoretical references.</p><p>Result and conclusion: We have come to the conclusion that the university teachers are aware of the cultural differences, but despite the fact they don’t actually aim to solve the problems that arise. Due to the lack of a more authoritative leadership, the students are given the opportunity of taking advantage of the university system. We have further concluded that future students might not choose University of Gävle as their core of education if the board of education does not address the existing issues.</p><p>Suggestion for future research: We think that it would be interesting if this study was concluded at a different university in Sweden in order to see what the results would be there. Furthermore, we believe that analyzing one of the problem areas in more depth would be a more efficient and interesting approach.</p><p>Contribution of the thesis: Our goal with this study has been to highlight the cultural differences at a multicultural university and how the arising problems are solved. Our main target are the university students as well as the teachers that come across cultural differences on a daily bases.</p><p>Keywords: Culture, cultural differences, cultural clashes, leadership, leadership styles, University of Gävle.</p>

Syfte: Syftet med denna uppsats är att studera och analysera lärare och studenter med olika kulturella bakgrunder på Högskolan i Gävle för att undersöka om kulturkrockar uppstår studenter emellan samt mellan studenter och lärare. En ytterligare aspekt var även att utröna lärarnas ledarstilar. Metod: Vi har valt att genomföra en kvalitativ fallstudie, där det empiriska materialet baseras på nio intervjuer med lärare och studenter på Högskolan i Gävle, samt två egna observationer. Sekundärdata har insamlats genom relevant litteratur och artiklar inom ämnesområdet som ligger till grund för den teoretiska referensramen. Resultat och slutsats: Vi har kommit fram till att högskolans lärare är medvetna om att kulturella skillnader råder, men att de trots detta inte gör något för att lösa eventuella problem som uppstår. Då det råder en saknad av mer auktoritär ledarstil ges vissa studenter möjlighet att utnyttja högskolans system. Vidare har vi kunnat dra den slutsats att färre studenter i framtiden kan komma att välja Högskolan i Gävle som sitt lärosäte om högskoleledningen inte åtgärdar de problem som finns. Förslag till fortsatt forskning: Vi tycker att det vore intressant om denna studie utfördes på en annan högskola i Sverige för att se vilket resultat som skulle utrönas där. Vidare anser vi att fördjupning inom ett av de problemområden som vi kommit fram till i denna studie, skulle vara intressant att djupare utforska. Uppsatsens bidrag: Med denna uppsats vill vi framhäva vilka kulturella skillnader som kan finnas på en mångkulturell högskola och hur eventuella problem tas om hand. Studien riktar sig till högskolestudenter, samt högskolelärare som möter olika kulturer dagligen. Nyckelord: Kultur, kulturella skillnader, kulturkrockar, ledarskap, ledarstilar, Högskolan i Gävle. / Aim: The purpose of this thesis is to observe and analyze students and teachers with different cultural backgrounds at the University of Gävle, to determine if there are cultural clashes between students, as well as students and teachers. A further aspect was to explore the teachers leadership styles. Method: We have chosen to perform a qualitative case study, where the empirical material is based on nine interviews with teachers and students at the University of Gävle, and two observations. Secondary data, such as literature and articles have been collected and reviewed within the subject areas in order to gather the facts needed for the theoretical references. Result and conclusion: We have come to the conclusion that the university teachers are aware of the cultural differences, but despite the fact they don’t actually aim to solve the problems that arise. Due to the lack of a more authoritative leadership, the students are given the opportunity of taking advantage of the university system. We have further concluded that future students might not choose University of Gävle as their core of education if the board of education does not address the existing issues. Suggestion for future research: We think that it would be interesting if this study was concluded at a different university in Sweden in order to see what the results would be there. Furthermore, we believe that analyzing one of the problem areas in more depth would be a more efficient and interesting approach. Contribution of the thesis: Our goal with this study has been to highlight the cultural differences at a multicultural university and how the arising problems are solved. Our main target are the university students as well as the teachers that come across cultural differences on a daily bases. Keywords: Culture, cultural differences, cultural clashes, leadership, leadership styles, University of Gävle.

The study’s purpose is to find out how important cultural competence is for the guidance of people with multicultural backgrounds. I also want to illustrate that what is seen as normal in one culture may mean something different in another culture. The study will also in some extent explore culture clashes and its problems in the guidance context. The method used in the study is qualitative and the five respondents were all practicing Muslims. The theoretical point in the study is the constructivist. The thesis shows that the individuals compromise with their religious beliefs in order to meet their daily needs. A conclusion is that cultural competence is necessary, but also that the counselors approach proved to be of significant importance. / Undersökningens syfte var att ta reda på hur viktig kulturell kompetens är i vägledning av personer med multikulturell bakgrund. Jag vill även belysa att vad som ses som normalt i en kultur kan betyda något helt annat i en annan. Undersökningen går även in på kulturkrockar och dess problematik i samband med vägledning. Metoden som använts i undersökningen är kvalitativ, och de fem respondenter som intervjuades var alla praktiserande muslimer. Den teoretiska utgångspunkten i undersökningen är den konstruktivistiska. Undersökningen visar att individerna på olika sätt kompromissar för att få deras vardag att gå ihop med sin religiösa trosuppfattning. En slutsats som drogs är att kulturell kompetens till viss del är nödvändig, dock är det vägledarens förhållningssätt som är avgörande för om det blir ett lyckat möte.

L’effondrement et le démantèlement de l’Empire ottoman à la suite de la Première Guerre mondiale ont conduit les Grandes puissances européennes à opérer un partage territorial du Proche-Orient, légitimé par le système des mandats de la Société des Nations (SDN). Sans précédent, cette administration internationale marqua le point de départ de l’internationalisation de la question de la Palestine, dont le droit international allait servir de socle à une nouvelle forme de colonialisme. Au lendemain de la Seconde Guerre mondiale, l’Organisation des Nations Unies (ONU) continua l’action entreprise par la SDN en s’occupant également de cette question sur la demande des Britanniques. En novembre 1947, l’ONU décida du partage de la Palestine en deux Etats pour résoudre les conflits entre sionistes et nationalistes arabes. Si ce partage fut accepté par les sionistes, il fut rejeté par les Etats arabes voisins et de nombreux Arabes palestiniens. Les affrontements opposant nationalistes arabes et sionistes de Palestine laissèrent place au conflit israélo-arabe après la proclamation d’Indépendance de l’Etat d’Israël en mai 1948. Au commencement de la guerre froide, les Etats-Unis et l’URSS prirent conscience de l’intérêt géostratégique de cette région, progressivement désinvestie par la France et la Grande-Bretagne. Dans cette étude, nous verrons comment la scène interétatique et la communauté internationale, successivement composée de la SDN puis de l’ONU, ont en partie scellé le sort du Proche et Moyen-Orient. Nous consacrerons également une analyse au rôle joué par les idéologies nationalistes arabes et sionistes, qui tiennent une place centrale au sein de ce conflit. / The collapse and dismantling of the Ottoman Empire following World War I, led the great European powers to engage in a territorial division of the Middle East, legitimized by the mandates system of the League of Nations. Without any precedents, that international administration marked the beginning of the internationalization of Palestine’s thorny issue. The international law would serve as the pillar for a new form of colonialism. The day after World War II, the United Nations continued the action taken by the League of Nations, as well as for the demand of the British. In November 1947, the UN decided to divide Palestine into two States. If the Zionists had accepted that split, their neighbors, Arab States and Palestinian Arabs, would have rejected it. The clashes opposing the Arab Nationalists and the Palestine Zionists gave space to the Arab-Israeli conflict after the independence of Israel, on May 14, 1948. At the beginning of the Cold War, the United States and the Soviet Union became aware of the geo-strategic interest in this region, gradually divested by France and Great Britain. In this study, we will see how the interstate scene and the international community, successively composed by the League of Nations and the United Nations, have partially sealed the fate of the Near and the Middle East. We will also devote a preliminary analysis related to the role played by the Arabs and Zionists nationalist ideologies, which are central in this conflict.

L’effondrement et le démantèlement de l’Empire ottoman à la suite de la Première Guerre mondiale ont conduit les Grandes puissances européennes à opérer un partage territorial du Proche-Orient, légitimé par le système des mandats de la Société des Nations (SDN). Sans précédent, cette administration internationale marqua le point de départ de l’internationalisation de la question de la Palestine, dont le droit international allait servir de socle à une nouvelle forme de colonialisme. Au lendemain de la Seconde Guerre mondiale, l’Organisation des Nations Unies (ONU) continua l’action entreprise par la SDN en s’occupant également de cette question sur la demande des Britanniques. En novembre 1947, l’ONU décida du partage de la Palestine en deux Etats pour résoudre les conflits entre sionistes et nationalistes arabes. Si ce partage fut accepté par les sionistes, il fut rejeté par les Etats arabes voisins et de nombreux Arabes palestiniens. Les affrontements opposant nationalistes arabes et sionistes de Palestine laissèrent place au conflit israélo-arabe après la proclamation d’Indépendance de l’Etat d’Israël en mai 1948. Au commencement de la guerre froide, les Etats-Unis et l’URSS prirent conscience de l’intérêt géostratégique de cette région, progressivement désinvestie par la France et la Grande-Bretagne. Dans cette étude, nous verrons comment la scène interétatique et la communauté internationale, successivement composée de la SDN puis de l’ONU, ont en partie scellé le sort du Proche et Moyen-Orient. Nous consacrerons également une analyse au rôle joué par les idéologies nationalistes arabes et sionistes, qui tiennent une place centrale au sein de ce conflit. / The collapse and dismantling of the Ottoman Empire following World War I, led the great European powers to engage in a territorial division of the Middle East, legitimized by the mandates system of the League of Nations. Without any precedents, that international administration marked the beginning of the internationalization of Palestine’s thorny issue. The international law would serve as the pillar for a new form of colonialism. The day after World War II, the United Nations continued the action taken by the League of Nations, as well as for the demand of the British. In November 1947, the UN decided to divide Palestine into two States. If the Zionists had accepted that split, their neighbors, Arab States and Palestinian Arabs, would have rejected it. The clashes opposing the Arab Nationalists and the Palestine Zionists gave space to the Arab-Israeli conflict after the independence of Israel, on May 14, 1948. At the beginning of the Cold War, the United States and the Soviet Union became aware of the geo-strategic interest in this region, gradually divested by France and Great Britain. In this study, we will see how the interstate scene and the international community, successively composed by the League of Nations and the United Nations, have partially sealed the fate of the Near and the Middle East. We will also devote a preliminary analysis related to the role played by the Arabs and Zionists nationalist ideologies, which are central in this conflict.

Made available in DSpace on 2016-06-02T19:35:51Z (GMT). No. of bitstreams: 1 5412.pdf: 2049837 bytes, checksum: 41242ba2c5f20e445622dfbae3a30dd0 (MD5) Previous issue date: 2013-06-28 / This research, based on the experiences of four black women teachers in public universities in the State of Mato Grosso do Sul, aimed to understand how black women teachers who opted politically by facing racism and discrimination have been building their careers in Higher Education. And also understand the strategies that rely on the support received and the constitution of being women, black and teachers at this level of education. The question that guided this research was: How black women teachers with the option of facing racism and discrimination build their careers in Higher Education? The theoretical-methodological approach was built on the Phenomenology. Data collection was done through lengthy conversations, inspired already done by King (1996, 2000) and Machado (2007). The analysis is supported unleashed on principles and procedures as, among others, from: Silva, P. B. G. (1987), Silva, D. V. (2009); Bernardes (1992), and T. Nobrega P. (2010). The results reaffirm that black women constitute persons in unfavorable conditions, by virtue of their descent from the African people who were enslaved in Brazil, and their ethnic-racial roots being disrespected. These conditions require them to strengthen their identities as women, blacks, and to challenge and overcome the conditions imposed by the joints between male domination, sexism, racism and capitalism. The participants expressed that they have built their careers as teachers in higher education, facing racism and discrimination. Therefore, seek training opportunities and improvement, act comprometidamente movements aimed at social, political, academic and educational. Jogging dialogical educational processes that enable them to educate themselves and educate others to ethno-racial fairer, equitable and supportive. To do this they had to seek strategies triggered learning in family, support from friends, colleagues teachers, former teachers of their training routes and militancy. Activism in humanitarian causes enables them to strengthen the pride of their ethnic-racial, protecting them from misfortunes and at the same time, enabling them to cope with hostile situations with courage and consciousness of blackness. / Esta pesquisa, pautada nas experiências de quatro mulheres negras professoras em universidades públicas do Estado de Mato Grosso do Sul, teve por objetivo compreender como mulheres negras professoras que optaram politicamente pelo enfrentamento ao racismo e às discriminações vêm construindo suas carreiras na Educação Superior. E, igualmente compreender as estratégias de que se valem e os apoios recebidos na constituição de serem mulheres, negras e professoras nesse nível de ensino. A questão que orientou esta investigação foi: Como mulheres negras, professoras com opção de enfrentamento ao racismo e discriminações constroem suas carreiras na Educação Superior? A postura teórico-metodológica foi construída com base na Fenomenologia. A coleta de dados foi feita por meio de conversas prolongadas, inspiradas no já realizado por King (1996, 2000) e Machado (2007). A análise se desencadeou apoiada em princípios e procedimentos conforme, entre outros, os de: Silva, P. B. G. (1987); Silva, D. V. (2009); Bernardes (1992); e, Nóbrega T. P. (2010). Os resultados reafirmam que mulheres negras se constituem pessoas em condições desfavoráveis, em virtude de descenderem de pessoas africanas que foram escravizadas no Brasil e, de suas raízes étnico-raciais serem desrespeitadas. Essas condições, as obrigam a fortalecer suas identidades como mulheres, negras, bem como a desafiar e superar condições impostas pelas articulações entre machismo, sexismo, capitalismo e racismo. As participantes manifestaram que têm construído suas carreiras de docentes na educação superior, enfrentando racismo e discriminações. Para tanto, buscam oportunidades de formação e aperfeiçoamento, atuam comprometidamente em movimentos que visam transformações sociais, políticas, acadêmicas e educacionais. Movimentam-se dialogicamente em processos educativos que lhes permitem se educar e educar as outras pessoas para relações étnico-raciais mais justas, equânimes e solidárias. Para tanto, tiveram de buscar estratégias em aprendizados desencadeados na família, no apoio de amigos, colegas professores, antigos professores de seus percursos de formação e da militância. O ativismo em causas humanitárias lhes possibilita fortalecer o orgulho do pertencimento étnico-racial, resguardando-as de infortúnios e, ao mesmo tempo, possibilitando-lhes enfrentar situações hostis, com consciência de negritude e coragem.