This research investigated three main research questions. First, can the structure and nature of motivation for the consumption of luxury products be identified? Second, are there differences between consumers from different parts of the world in their motivation for consuming luxury products? Third, can cultural values be used to predict motivation for the consumption of luxury products? Data was obtained by way of an online survey at a New Zealand University, and via a mixed-mode survey at a public University in Thailand. A total of 307 (NZ n=130; Thai n=177) usable responses were obtained. In respect of the first research question, the model of motivation for consuming luxuries developed by Vigneron and Johnson (1999) was empirically tested. This model proposed that five forms of motivation would exist; status, uniqueness, conformity, quality, and hedonic. In the present study, a four factor model of consumer motivation was uncovered, consisting of status-seeking, pleasure-seeking, uniqueness-seeking, and value-seeking. Value-seeking emerged as the most important motivation for the consumption of luxury products. Status-seeking was the least important form of motivation. This finding suggests that the conventional emphasis in the luxury products literature, on status as a motivator of luxury consumption, may be misplaced. In respect of the second research question, differences were found to exist between New Zealanders and Thais in the importance that respondents attach to the different forms of motivation for consuming luxuries (Wilks Lambda = 0.540, F= 61.167, p = <0.001). A series of univariate ANOVAs identified that Thais possess higher levels of value-seeking motivation than New Zealanders (F = 15.152, p = 0.000), and that New Zealanders possessed significantly higher levels of pleasure-seeking than Thais (F = 87.589, p = 0.000). No significant difference was found to exist between New Zealanders and Thais in respect of status-seeking and uniqueness-seeking. In order to investigate the third and final research question, it was necessary to measure the orientation of participants in the research towards a set of cultural values. The four-quadrant individualism, collectivism and vertical, horizontal typology of cultural orientation was used as the basis of cultural values in this research (Triandis, 1995). This typology suggests that there are two forms of individualism: vertical (VI) and horizontal (HI), and two forms of collectivism: vertical (VC) and horizontal (HC). This was measured on the scale developed by Singelis, Triandis, Bhawuk and Gelfand (1995). The cultural orientation of individuals was found to be more heterogenous within countries than was anticipated. Whilst, as expected, Thais primarily orientated towards VC, there were significant numbers of individuals who orientated towards HI and HC. New Zealanders were largely split between HI and HC. Correlation analysis and a series of multiple regressions were conducted in order to investigate the relationship between cultural orientation and motivation for consuming luxuries. VI and VC were found to be related to status-seeking. VI and HC were positively related to pleasure-seeking, and VC was found to be negatively related to pleasure-seeking. HI was related to uniqueness-seeking. VC and HI were found to be related to value-seeking.

<p>The global competition and as the worldwide market has become more open a company’s ability to outsource activities to external companies based in other countries, i.e. offshore outsourcing, has increased dramatically. Companies are starting to transfer higher value-added activities that require certain skills, domain knowledge and experience, i.e. Knowledge Process Outsourcing (KPO). These activities are getting more difficult and complex to manage compared with standardised activities such as payroll, and predict another kind of co-operation and communication between the companies. When the sender and receiver are based in different context, such as organisational and cultural, other aspects might be added to the difficulty. The purpose of this thesis is to describe, and analyse knowledge transfer in a cross cultural context based on three categories identified in the theoretical framework: character of knowledge, distances between sending and receiving context and mutual understanding. Also to answer how cultural differences might affect the knowledge transfer process. The objective of this study is mainly from a Swedish R&D company’s perspective that has an established relation with an external consultancy company based in India. The activities are within the area of dynamical changing software development of complex, communication and knowledge intensive products.</p><p>A qualitative case study has been performed based on open target interviews. The findings show that the character of knowledge is an important factor to consider when establishing the knowledge transfer process. It was a need to transfer knowledge not only related to the product itself but also knowledge embedded in organisational routines, processes, practises and norms. This is related to distances between sending and receiving context: organisational and knowledge differences shown in organisational skills and previous experience, and cultural differences mainly visible in communication such as raising problems and an expected top-down approach by managers. The geographical distance adds to the difficulty due to the missing face-to-face contact. The sending company must therefore be very active and can not just expect the receiving company to handle the activity, and especially when the companies’ prerequisites differ as much as in this case. Culture awareness and mutual understanding are factors that improve knowledge transfer.</p>

<p>Today, the Peoples Republic of China (PRC) is a fast growing economy, which is still in a developing phase. According to this fact, many Western companies are expanding and establishing in China nowadays. When expanding to foreign markets and foreign cultures, adapting to the local values is something which needs to be considered by foreign managers. A vital aspect is how to motivate the employees. The way employees want to be motivated may differ a lot from one country to another due to cultural differences. Since not much research has been performed on Swedish companies established in China and how they motivate their Chinese employees, this dissertation tries to fill that gap.The purpose of this dissertation is to explore the gap between Western management practices and motivation of Eastern employees. To find out if there are different needs and wants of employees in developing countries as opposed to developed ones. A deductive research approach is used in this dissertation.A two perspective study has been performed, qualitative case studies and a quantitative survey. On one side, Western managers views on how to motivate their Eastern employees as case studies. On the other side, a survey performed on a Chinese population and their view of important motivation factors. Some concepts were tested in order to investigate if the Western managers and the Chinese population have the same views on motivation and how to overcome cultural differences. First, results have shown that the “third culture” as a management tool will have an influence on employee motivation. Second, clear goals and rules will have an influence on employee motivation. However, the use of cooperative goals for Eastern employees was not confirmed to be useful, according to the results of this study. As a conclusion, the findings from this study indicate that there is a gap between Western managers and Eastern employees’ beliefs regarding motivation. However, to overcome cultural differences when operating in cross-cultural settings it is necessary to create a “third culture”. This study has strengthened the theory of the “third culture”.Analysis and conclusions from this dissertation may be of some value for Swedish managers. The value in this dissertation lies in that it can give a “hint” regarding motivation to managers of companies which operate in China. Some theories studied in this dissertation have not been confirmed. Therefore, managers should consider theories, but also try to adjust them in order to make them fit to their specific business.</p>

<p>This study is based upon the double proposition that a transfer of modern management knowledge is an important component of the development assistance given to Third World countries and that this knowledge has a cultural basis that</p><p>restricts its transferability. The very essence of the cultural basis is thought to consist of culture contingent implicit assumptions about phenomena in the reality. Problems experienced in five cases of transfer of management knowledge are analysed in search for such implicit assumptions questioned. A paradigm comprising fifteen basic assumptions attached to the images of different management relevant phenomena is identified in the analysis carried out. Different corroborating conditions that make experiences from management-inaction corroborate the validity of the basic assumptions are also identified. The recognition of the relationships between basic assumptions and environmental conditions is held to be crucial to the understanding of how and why the cultural basis of modern management knowledge makes its transfer difficult. The identified relationships between basic assumptions and corroborating conditions has implications for two major issues discussed in cross-cultural management research: (i) it supports the convergence hypothesis, and (ii) it can be concluded that the perceived appropriateness of the “modern” delegativeparticipative management style hinges on the “industrialising” of environmental conditions. In addition to the implications for the cross-cultural management discourse, it is found that the perspective developed has implications for the institutionalism approach to management. In particular, it points to the importance of normative messages and collectively shared perceptions as isomorphic forces. It also points to important mechanisms behind institutional variability and change. The relationship between basic assumptions and environmental conditions is central to a strategy for transfer of modern management knowledge that is discussed in the end of the study. The importance of a cognitive transformation is emphasised as a prerequisite for a long-term success of such a transfer.</p>

<p>The purpose of this study was to look at the experiences of midwives in maternalhealth care encounters with non-european-born women and men, and to determine ifmidwives deem any special competence necessary to handle these encounters well.We gathered information by means of qualitative interviews and semi structuredquestions with eight midwives all of whom matched the inclusion criterias and gavetheir personal consent. Midwives from four district health care centers in Uppsalawere included. The interviews were transcribed and analyzed by means of qualitativecontent analysis.The results reveal the experiences from encounters with non-european patients to betwofold. On one hand the encounter is a positive, exiting experience with anopportunity to learn more about a foreign culture and exchange experiences. On theother hand complications can occur as patients may have unexpected expectationsregarding the health care, have great difficulties with the language or haveexperienced traumatizing incidents, all on top of coming to Sweden alone withoutrelatives.In the encounter with non-european-born patients the midwives consider it importantto have special competence in form of knowledge of other cultures and religions asthis provides a greater understanding of the reasoning behind the patients’ decisions.Cultural competence is also important as it helps avoid inadvertently insulting thepatient during the encounter.The special competence held by the midwives has been attained from their basic andspecialist education as well as from self acquired experiences and interests. A lifelongeducation is required to uphold this competence as well as a dialog betweenmidwives at the health care clinic.</p>

<p>Adjustment to a new culture is a slow and step-wise process, which can be facilitated by cross-cultural training. First, a comprehensive review of current theories about cross-cultural adjustment and different training techniques is presented. Then, the study looks at the preparation and training of expatriates at Ericsson in relation to these theories. In-depth interviews with two Area Managers at Ericsson have been carried out in order to establish how the company’s training program is structured. We found that Ericsson follows a sequential model with both pre-departure and post-arrival training, mainly didactic in nature. The pre-departure training is very culturegeneral, whereas the post-arrival training is more specific for the host culture. The post-arrival training is, however, not offered in all host countries. Language training is also offered, and expatriates are encouraged to visit the host country prior to the departure. Many components in Ericsson’s training program are supported by theory,but several other techniques described in the theory are not in use. A suggestion is made to further formalize the post-arrival training and make the overall training more culture-specific.</p>

Graduation date: 1997

Several popular cultural movements emphasizing indigenous spirituality have arisen in the United States and Europe within the past thirty years. Spiritual discourses attributed to Native Americans, among other groups, are borrowed by Euro-Americans in search of alternatives to dominant ideologies. In such a circumstance, Native Americans become part of a constructed and colonized homogenous category of indigenous people, considered by Euro-Americans as naturally close to the earth and essentially spiritual. The so-called New Age movement has, within it, several sub-movements, which are particularly noted for their emphasis on perceived Native American spiritualism. The Red Cedar Circle, made up primarily of white Americans, focuses on the Si.si.wiss Medicine of the Pacific Northwest Coast, and can be described as falling under the definitional heading of the New Age. The suppression and transformation of the heterogeneous reality of indigenous societies by the imaginings of the Euro-American dominant, has many ethical implications, as does cultural appropriation in a situation of major power differentials. Native communities are becoming increasingly outspoken in their opposition to the practice of Indian, or pseudo-Indian, religions by non-Natives. Many consider such practices to be morally suspect. Both Native and non-Native social critics feel that New Age practitioners involved in appropriated and popularized versions of indigenous religions, are interpreting and using aspects of traditionally subjugated cultures to meet their own needs. What may appear to be a harmless search for enlightenment by Europeans and Euro-Americans might have very real negative consequences for actual Native American lives. This study is based on participant observation of the Corvallis, Oregon Red Cedar Circle, and interviews with its members from June of 1991 to April of 1994. Analysis of data from New Age literature was also conducted, as well as an historical overview of the 'Nobel Savage' myth in Western cultures. Interviews with members of the local Native American community were carried out for feedback on how a given population of Native Americans perceives the Euro-American practice of Native spirituality. The data supports the supposition that cultural borrowing, or appropriation, is both a cause of, and a reaction to, the instability of cultural identity in late twentieth-century America. / Graduation date: 1995

This study uses an anthropological perspective to discuss the cultural differences between Chinese and Americans in business contexts. Through an analysis of case studies related by businesspersons involved in Sino-US trade, and by an analysis of literature on the subject, it describes how cultural differences contribute to the problems and misunderstandings of business encounters, and eventually affect the outcome of business ventures. The data of this study are taken directly from interviews of twenty-two businesspersons from Chins and the United States, who are actively involved in Sino-US trade. This study identifies eleven sets of conflicting cultural characteristics in Sino-American business interaction. These characteristics are closely related to Professor Hsu's theory that Chinese are situation-centered. The theme of Chinese culture is mutual dependency. Americans are individual-centered. The theme of American culture is self-reliance. This study tries to answer the questions such as: Why are personal relationships so important when doing business with Chinese? Why are some Chinese not compelled to keep business contracts or time schedules? What does face mean to a Chinese? and What kind of restraint do Americans need to deal with Chinese? This study also intends to show how important it is for businesspersons to be aware of cultural differences, and to be able to identify them. When in a cross-cultural situation, businesspersons who can control the situation and adapt to a different cultural environment will be more successful. / Graduation date: 1994

Enrollments of international students have increased dramatically in the last several decades. The delivery of health care to these students has become a topic of study for college health care providers and medical researchers across the country. The purpose of this study was to explore how Asian international students cope with illness while in school at Oregon State University. Interviews were held with international students from Japan, Korea, China and selected health care providers from the Oregon State University health center. Information was sought describing health care issues, and perspectives on medical care. The interplay between the student's perspectives and experiences and those of health care providers was explored as they revealed the role of culture in the cross-cultural medical situation. In contrast to other findings I maintain that it is the effects of culture, that is, the envisioning of different realities, in similar situations, that affect both patients and practitioners in the cross-cultural medical encounter. American core cultural values, in conjunction with a biomedical paradigm, formulate a base from which university health care providers interpret their clinical reality. Asian international students bring with them to the medical encounter a different paradigm that, for them, provides a definitive view of illness and health care. It also is grounded in meanings learned from cultural experiences. The anthropological views presented here are powerful and of considerable value in clinical settings because they assist individuals in moving beyond culture-bound realities in order develop a pluralistic perspective that validates the existence of different illness realities in the cross-cultural medical encounter. / Graduation date: 1994