This study considers the ways in which Shakespeare’s plays have been adapted in cross-cultural contexts from the nineteenth century to the present, specifically in Europe and India, through the media of opera and film. I bring into dialogue reception theory, adaptation studies, Shakespeare scholarship, musicology, film studies, and postcolonial theory in order to examine the mechanisms of Shakespeare’s reception in these two culturally diverse regions of the globe, and argue that there are significant parallels between European and Indian adaptations of Shakespeare. Despite the different cultural and political histories of the two regions, Shakespeare’s plays reached out to local audiences only when they were modified in order to make them relevant to the cultural and ideological concerns of the new audiences that were far removed from Shakespeare’s own. Moving away from understanding Shakespeare’s reception either in terms of the dramatist’s “universal appeal” or in terms of colonial instrumentality, as has usually been the case, I argue that such predetermined critical paradigms take away from what in Shakespeare various cultures have found truly valuable, truly affective. Moreover, I argue that the degree of transculturation, both with European and Indian adaptations, is greater when Shakespeare is adapted in media that involves performance, than when he is adapted in a purely verbal medium, such as translations. This process of indigenization through performance, one that I have termed “performative transculturation,” has opened up fresh avenues of cross-cultural exchange over the ages. The works I examine in detail are Ambroise Thomas’ opera Hamlet, Giuseppe Verdi’s opera Otello, Ishwarchandra Vidyasagar’s Bhrantibilash, a prose adaptation of The Comedy of Errors, and Vishal Bhardwaj’s films Maqbool and Omkara, based on Macbeth and Othello respectively.

This thesis has compared the distribution of certain types of Viking Age Eastern Baltic bronze artefacts discovered on Gotland. This was done in order to observe different parts of Gotland´s interaction with different groups in the Baltic Sea region and how this might have influenced the identities and ideas of the individuals involved in the interaction. The objects and their finding contexts were subjected to a geographical analysis and applied to a map of Viking Age Gotland. Different distribution patterns can be observed for different types of artefacts, as well as a shift in pattern of interaction in the Baltic Sea region over time.

Despite the globalization and cultures’ convergence, it is scholarly recognized that cross-cultural issues are important in a business context, especially for companies extending their activities internationally. However, existing theory does not provide an explicit answer of how cultural differences between countries influence customers’ perception of different aspects of marketing communication mix. That is why the underlying task of the current paper is to investigate if cross-cultural differences within the same geographic region are big enough to affect customers’ perception of marketing communication mix used. To facilitate a data collection, Central and Eastern European region represented by Ukraine and Czech Republic were chosen. As a reference tourism industry was used, due to its’ current significance, scale and global nature. Data was collected by conducting secondary and primary research, both having quantitative nature. Secondary data was collected through statistical offices and official on-line sources. For the primary research purposes a questionnaire survey was conducted among pre-defined target audience in Czech Republic and Ukraine. 300 responses obtained provided a solid basis for the further analysis.  Based on the relevant theory and secondary research findings four hypotheses were developed to address the research question “Does cross-cultural differences within Central and Eastern Europe affect the marketing communication mix in a specific industry?”. The study results provided that cultural differences exist not only between different regions, but also found within the same geographic region. When considered from marketing perspective, they are significant enough to influence customers’ preferences and perceptions of different aspects of marketing communication mix. The results obtained are specific for a particular case, so they can not be applied to some other countries. However, when it comes to marketing communication perceptions, the results can be used as guidelines by other industries then tourism

This thesis explores We Two Together, the unique dual autobiography of the reformers Margaret and James Cousins. It places this rich text in the context of the first half of the twentieth century and demonstrates its value as a source for Irish, Indian, gender, and global history. It investigates how the Cousinses represent their efforts to create and maintain a companionate marriage over a lifetime, depict their work as activists for women’s suffrage, Indian nationalism, educational reform, and other causes, and recount the impact of cross-cultural encounters on their cosmopolitan lives. We Two Together provides insight into the lives of two extraordinary individuals as they witnessed and participated in several key social and political movements in Ireland and India. In bringing attention to this book, I hope that other historians will make use of it and that librarians will preserve the rare copies in their possession.

Title: How to find a great international leader – The case of Swedish Managers working in Singapore Level: Second Cycle: 15 Credit: Master Thesis in Business Administration Author: Charlotte Tham Supervisor: Maria Malama  Examiner: Akmal Hyder Date: June 2011 Aim: I’m interested in finding a way to make successful international recruitments. To do so I have worked with three research questions: What distinguish an international leader from a domestic leader? How do you recruit a successful international leader? Which personal qualities make an international leader successful?  Method: I have used a personal test (Hogan Personality Inventory) to find which personal qualities the manager has. Approx. 10 subordinates to each of the managers have answered a survey, in order to find how successful they find the managers to be. The five managers have also been interviewed twice. The first time to hear their opinion of the international leadership. The second time to follow up the result from the personal test and the survey.    Result & Conclusions: The four main results of the study are: Handling cultural differences makes the international leader special. Following a structured procedure is essential when recruiting a successful international leader. Qualities to look for are high interpersonal skills, strong sense of self, high flexibility, and strong interest in learning new things. Leaders with strong task-orientation and love for details de-motivate their subordinates.   Suggestions for future research: The study could be done on a larger sample, to get a better statistical material. It could also be done on other nationalities, or on women to see how these factors affect the result.  Contribution of the thesis: The study shows that criteria like, high interpersonal skills and flexibility have to be searched for and a structured procedure has to be followed, when recruiting international leaders. The study can help multi-national companies make better recruitments and therefore save money and time.

Since China opened up to the outside world in 1978, a tremendous economic development took place. China is today still a fast growing economy. With a huge population that makes up for an enormous market along with relatively low labor costs, China is very attractive for foreign companies. When foreign companies expand and establish in China, many aspects must be taken into consideration. Aspects like cultural differences must be considered by the foreign managers as well as how to manage the Chinese employees in human relations. Having innovative employees are beneficial to any company. However, the way to influence employees to be innovative can differ from one culture to another. There is little research done on Swedish companies operating in China and how they influence their Chinese employees to be innovative. The aim of this thesis is to provide some insight into this matter. The thesis takes a deductive approach, and the investigation is performed quantitatively by a survey. The survey is answered by the Chinese employees that are currently working in Swedish companies where they are to rank the presence of several Strategic Human Resource Management practices. Also, their perceptions on Chinese cultural aspects are investigated. The results from this thesis will point out the most successful practices in influencing the Chinese employees’ innovativeness, but also the cultural factors that can obstruct innovativeness. This research may be of value for Swedish companies, as well for Swedish managers hoping to establish themselves in China.

Many countries are going through severe transitions as they move from one system of economic management to another, experiencing a traumatic state which we term collective culture shock. Taking a cue from psychology, we suggest that collective culture shock can be seen as comprising four components: integration, assimilation, separation, and marginalisation. The movement towards free market economic systems calls for complex institutional adjustments, but these seem very difficult for societies to introduce in a systematic way. In order to exemplify collective culture shock, we examine four countries (including one country group): Russia, East Central Europe, South Africa, and Japan. Our treatment of these countries will show how collective culture shock is the product of complex economic, social and political forces specific to each situation. We hope to demonstrate that the phenomenon of collective culture shock is an important conceptual tool for managers responsible for international business strategy to help them to understand the complexities of change - or rather resistance to change - in transitional economies. (author's abstract) / Series: EI Working Papers / Europainstitut

The purpose of this study was to investigate the relationship between selected demographic variables and the attitudes of teachers toward the oral English of their Indigenous students in Saskatchewan and Queensland.<p>Data were collected by administration of the Indigenous Students Oral English Questionnaire to a total of 217 teachers from schools throughout northern and central Saskatchewan, Canada and Queensland, Australia. The independent variables in the study were: culture, language teaching experience, education, age and sex. The dependent variable was the attitudes of the teachers toward the validity and acceptability of the Indigenous students' oral English.<p>Results of a factor analysis produced four attitudinal factors: Dialect Description, Difference/Deficit, Acceptability/Unacceptability, and Adequacy/Inadequacy. Seven hypotheses were analyzed by one-way analyses of variance to determine if any significant differences existed among the attitudinal factors on the basis of the demographic characteristics of the respondents. <p>The findings of this study must be considered in relation to the following limitations: the size and nature of the sample, the difficulty of measuring attitudes, and the existence of cultural bias. *<p> The study concluded with the following findings;<p>1. The cultural background of the teachers did not relate to differences in attitudinal judgements toward the oral English of Indigenous students.<p>2. The language background related to differences in attitudes toward language variation. Teachers who either spoke or understood an Indigenous language or Indigenous English were more positive toward the speech of their Indigenous students.<p>3. The language and culture of the teachers in combination was found to relate to differing attitudes toward language variation. Those teachers who were both of Indigenous ancestry and either spoke or understood an Indigenous language or Indigenous English were more positive toward the speech of their Indigenous students.<p>4. The years of teaching experience of the teachers was related to attitudinal differences toward language variation. There was a general trend for teachers with less experience to be more positive toward the speech of their Indigenous students.<p>5. The-post-secondary education of the teachers was related to their attitudes toward language variation. The teachers with three to four years of post-secondary education and more specialty courses in linguistics, Indigenous education/studies, ESL/ESD, sociology of education, cross-cultural education, cultural anthropology, and language teaching methodologies were more positive and accepting of the speech of their Indigenous students. Length of training was not related to differing attitudes among Canadian teachers.<p>6. The demographic characteristic of age was found to be related to differences in attitudes toward language variation. The younger teachers tended to have more positive attitudes toward the speech of Indigenous children. The variable of sex was important only for the Canandian group.<p>Further findings indicated that the attitudinal factors most likely to be related to demographic characteristics were Difference/Deficit and Adequate/Inadequate. The respondents who tended to be more positive toward the students language generally described it as Different but also Adequate for classroom use. It was concluded that the variables of language, teaching experience, education, age and sex related significantly to teacher attitudes towards the oral English of Indigenous students. It was also found that culture and language in combination related to differences in attitudinal judgments. It was further concluded that since these characteristics were found to be important, teacher education programs need to examine assess, and design preservice, and inservice programs for the teachers of Indigenous children.

This study explores the factors that influence how three First Nations educators in the City of Saskatoon define ethics, identify ethical dilemmas, and resolve ethical dilemmas.<p> Using the case-study methodology guided by respectful inquiry with First Nations people, the study sought to identify influential factors affecting the ethical considerations among three Aboriginal educators. The research questions were: 1) How do three Aboriginal educators define ethics? 2) How do the three Aboriginal educators identify an ethical dilemma? 3) What factors do the three Aboriginal educators identify as influencing the resolution of ethical dilemmas? The study sought to identify how the educators perceive ethics, and was not meant to be built on a priori theory of ethics. The reliance on ethical theory beyond what was generated by the participants or through relevant and related studies was carefully selected so as not to impede the expression of the understandings of the participants and the interpretations and understandings of the researcher and readers.<p> The study found that the participants identified their definitions, instances, and resolution of ethical dilemmas as reflecting the experiences of the participants. Their histories are a part of the diversity of First Nations people, and it is their stories that illustrate the ethical frameworks of the participants. The study participants reported a connection to their First Nations cultures from which they drew. Their influential experiences, though, have diminished a concrete connection to their First Nations cultures. They maintain a sense of belonging to an Aboriginal collective, and it is this membership that frequently defines their ethical dilemmas.

Purpose: Our purpose is to study how language proficiency and cross-cultural adaptation affect ethnically diverse teams in their cross-cultural communication competence. Methodology: The data was collected through six interviews of team members working in a product development project in a multinational company. The interviews were conducted in March of 2012. The data analysis followed an interpretative thematic analysis inspired by Boyatzis (1998). To analyze the data we have utilized some steps of the thematic analysis. With the analysis it was identified that ethnically diverse teams build language proficiency and cross-cultural adaptation. Findings: The findings from this research indicate that cross-cultural adaptation and language proficiency should be considered as important dimensions of cross-cultural communication competence within ethnically diverse teams. Language proficiency remains a challenge for many ethnically diverse teams and should be included in studies related to communication. Employees’ ability to adapt to the current environment and culture has an essential impact on team communication. Research limitations/implications: The research was done in a Multinational company based in Sweden within one team at Electrolux AB, therefore implications from our study may not be applicable to all ethnically diverse teams in Multinational companies globally.