This study is a comparative analysis of the level of high-involvement management (HIM) in a group of First Nations businesses in Saskatchewan and a matched sample group of non-Aboriginal businesses in Saskatchewan. The level of high-involvement management in the businesses was measured using an existing survey questionnaire based on one developed by Long (2001). This questionnaire is targeted to both managers and employees in each company. The researcher hypothesized that the level of high-involvement management in the First Nations businesses would be higher than that in the non-Aboriginal businesses. The rationale for this hypothesis was that the First Nations businesses would exhibit a cultural effect that would make the management of the businesses congruent with the traditional high-involvement organizational approach of the Plains Cree and Assiniboine First Nations in Saskatchewan prior to their confinement to reserves. This research has demonstrated that the management approach of First Nations companies is not more high-involvement oriented than a matched sample of non-Aboriginal businesses using a high-involvement management scale. Several techniques were utilized to try to identify a cultural effect. Means testing, correlation analysis, and multiple regression analysis were all utilized to try to identify a cultural effect, all to no avail. Only when the data was analyzed based on various other dimensions were significant differences identified between First Nations and non-Aboriginal firms in terms of high-involvement management. Even in these cases, the differences are the opposite of that which was hypothesized for this study. In each of these cases, First Nations firms were significantly lower in high-involvement management than non-Aboriginal firms. Management and employee responses to the research instrument were shown not to be significantly different. Possible explanations for these results are discussed.

Cette recherche a pour objectif d’examiner les effets des dynamiques interactionnelles entre systèmes de valeurs individuelles et organisationnelles sur le fonctionnement des entreprises, dans un contexte de diversité culturelle. Il s’agit d’identifier les valeurs culturelles des managers opérant dans des filiales de multinationales implantées en Tunisie et leur congruence avec les styles organisationnels. Notre intérêt porte particulièrement sur les dimensions liées à la culture et au climat organisationnels et leurs contributions dans le déploiement des comportements de citoyenneté organisationnelle.Les résultats mettent en exergue un style organisationnel intégrateur reflétant une congruence entre les valeurs des managers et les valeurs de l’organisation. L’analyse des comportements et des attitudes des managers a permis d’identifier les styles organisationnels susceptibles de favoriser des comportements de citoyenneté. L’analyse corrélationnelle montre que le climat organisationnel est un bon prédicteur des comportements de citoyenneté. / This research aims to study the effects of dynamic interactional between individual and organizational values system on how firms operate in a context of cultural diversity. It comes to identify the cultural values of managers working in multinational subsidiaries operating in Tunisia and their congruence with organizational styles. Our interest is particularly on dimensions related to organizational culture and climate and their contributions in the deployment of organizational citizenship behaviors. The results highlight an organizational integrator style reflecting congruence between the values of managers and values of the organization. The analysis of the behavior and attitudes of managers identified organizational styles might encourage citizenship behavior. The correlational analysis shows that the organizational climate is a good predictor of citizenship behavior.

Submitted by Luana Rodrigues (luana.rodrigues@fgv.br) on 2014-05-06T20:11:29Z No. of bitstreams: 1 Carucci_FGV_ Final Version.pdf: 1478311 bytes, checksum: bb0ece4b73b157e7305783121a1fb042 (MD5) / Approved for entry into archive by Luana Rodrigues (luana.rodrigues@fgv.br) on 2014-05-06T20:11:51Z (GMT) No. of bitstreams: 1 Carucci_FGV_ Final Version.pdf: 1478311 bytes, checksum: bb0ece4b73b157e7305783121a1fb042 (MD5) / Made available in DSpace on 2014-05-06T20:17:44Z (GMT). No. of bitstreams: 1 Carucci_FGV_ Final Version.pdf: 1478311 bytes, checksum: bb0ece4b73b157e7305783121a1fb042 (MD5) Previous issue date: 2014-03-12 / Esta tese de mestrado tem por intenção entender quais são as mais importantes diferenças culturais para os expatriados Italianos que trabalham no Brasil e aprender as implicações práticas para o ambiente de trabalho. O método utilizado foi qualitativo, com 23 entrevistas em profundidade com expatriados italianos de nível médio ate top management, com experiência de trabalho no Brasil. Os resultados indicam que os expatriados Italianos experimentam dificuldades com as diferenças em termos de comunicação, distinção entre as esfera profissional e privada, distancia do poder e planejamento. Em contrapartida, outros fatores como a discriminação positiva para os estrangeiros, diferenças em geneder equality e masculinidade, assim como com a atitude positiva dos workplaces e uma economia em crescimento, todos influenciam de maneira positiva a experiência do expatriado. Enfim, algumas sugestões práticas sobre os efeitos das diferenças culturais e sobre a estruturação de um possível cross-cultural training são expostas.

Nesta tese se estuda como empresas brasileiras e espanholas lidam com a diversidade humana em seu ambiente organizacional e se a microgestão de RH, ou seja, a gestão de pessoas e equipes com um sistema de voz, pode ser um componente significativo da gestão da diversidade. Esse objetivo de pesquisa advém da compreensão, obtida por meio do levantamento do estado da arte sobre esse tema, de que as ações organizacionais na diversidade podem não atender as demandas e expectativas dos trabalhadores, pois sua voz frequentemente não é ouvida a respeito dessa gestão. Para esse intento, o desenho metodológico firma-se na abordagem qualitativa, de natureza exploratória e sob o paradigma construtivista. Foram feitas entrevistas individuais e em grupo em três empresas, resultando em cinco unidades estudadas: uma brasileira e uma espanhola, do segmento de transporte público; e duas brasileiras e outra espanhola, do segmento de energia. Para o tratamento de dados recorreu-se à técnica de análise de conteúdo, suportados por observação assistemática e análise de documentos corporativos. Os resultados de pesquisa sugerem que a microgestão de RH pode colaborar para a efetividade de práticas organizacionais e, ainda, apontam para a necessidade da capacidade de escuta organizacional como componente de um sistema de voz que facilite o diálogo na empresa, por estimular a confiança e propiciar melhor clima de trabalho para as pessoas na organização. / This thesis explores how a sample of Brazilian and Spanish companies dealing with human diversity in its organizational environment and whether the Micro Human Resources Management (MHRM), or people and teams management with a voice system, might be a significant component of diversity management. The main goal of this research arises from understanding obtained through the research of the state of the art on this subject, that diversity related organizational actions can not meet the demands and expectations of employees mostly because, because their voices on the matter is hardly ever heard. To reach this goal a qualitative, exploratory research approach grounded on the constructivist paradigm was employed. Individual and group level interviews were conducted in three companies (five organizational units in total): two from the public transport segmentation (one Brazilian and one Spanish) and three from the energy segmentation (two Brazilian and one Spanish). Content analysis, document analysis and unsystematic observation were employed as a means to analyze the data collected/elicited. As a whole, the findings emerging from this research suggest that the MHRM can contribute to the effectiveness of diversity related organizational practices. They also point to the need for organizational listening skills as a key component of a voice system that might facilitate within-organizational dialogue, to stimulate confidence and provide a better working environment for organizational members.

Companies adopt codes of conduct to set minimum standards on ethical issues, minimums that suppliers must keep. Problems has been found by other researchers regarding suppliers motivation to comply to the code. This study develops a conceptual model for how motivation can be adjusted to different countries, depending on economic situation, politic stability and culture of the country.   Country-Adjusted Motivation is made  by shaping motivating in relation to the human need that dominates in the country and by using the national culture to colour motivation. The model is applied in the context of how to motivate suppliers to a code of conduct in different countries. The model Country-Adjusted Motivation could as well be applied to other multinational contexts, where strong motivation is needed.

Despite policy efforts by the Chinese state to eradicate gender inequality, statistics show that the issue of gender discrimination in the work domain has become increasingly acute in modern day China. The prevailing gender inequality derives from China’s deeply rooted masculine oriented cultural and societal structure, and traditional norms and values towards women in the work domain are fighting the policies against gender inequality that the Chinese state has implemented. Studies show that foreign affiliations have the ability to transplant corporate culture internationally, which also infers a transplantation of certain policies. One of the many western countries that have seen its corporations establish offices in China is Sweden - a country which puts a lot of focus and emphasis on promoting gender equality. Chinese and Swedish cultural and societal structure differs a lot, and so does the focus on gender equality. The theory suggests that gender equality is highly prioritized in Sweden, while it is less prioritized in China. This constitutes an interesting phenomena regarding how managers at Swedish based corporations, established in Shanghai, manage Swedish gender equality policies cross-culturally. The purpose of this study is to describe and explore how Swedish based corporations that are established in Shanghai, China, manage gender equality policies cross-culturally. In order to answer our research question, we performed four face to face semi-structured interviews together with four suitable Swedish based corporations at their offices in Shanghai. The results from this study concluded that the Swedish based corporations transfer the vast majority of their policy framework to their offices in Shanghai, particularly gender equality policies. The gender equality policies were often included in the corporations Corporate Social responsibility (CSR) framework. The study could conclude that even though no adaption was done to the policy documents per se, the Swedish corporations did adapt modestly to how they manage the policies in practice in Shanghai. This followed as a consequence of a wish to respectfully adapt to Chinese legal and cultural prerequisites. Due to China's legal prerequisites, some policies, such as parental leave, could not be fully implemented at the Shanghai offices. In other words, in those instances, the policy documents were trumped by legal employment regulations. Cultural prerequisites affected how the managers in the shanghai offices dealt with the policy documents in practice. Our study could found that policy management was closely connected to the corporate culture in the Shanghai offices. Our study could thus conclude that the Swedish based corporations adapt the policy management in practice to the meet Chinese culture, without compromising the Swedish corporate culture and values. / Oberoende av de satsningar som den kinesiska staten har infört för att utrota ojämlikhet mellan män och kvinnor visar statistik att könsdiskriminering inom kinas företagsvärld ökar. Den rådandeojämlikheten härstammar från Kinas maskulint orienterade samhälle, och traditionella normer och värderingar motarbetar de jämställdhetsfrämjande policyer som den kinesiska staten har implementerat. Studier visar att globala företag har möjlighet att överföra och etableraföretagskulturen internationellt, vilket även innefattar specifika policyer. Ett land vars företag har etablerat många företagskontor i Kina är Sverige: ett land som har ett högt fokus på att främjajämställdhet. Den kinesiska kulturen och dess samhällsstruktur skiljer sig avsevärt från den svenska, vilket även inkluderar att arbetet för jämställdhet skiljer sig mycket mellan de två länderna. Teorin förklarar att jämställdhet är högt prioriterat i Sverige, medan den är mindre prioriterad i Kina. Avvikelsen mellan länderna leder till ett spännande forskningsfenomen, nämligen kring hur de svenska företag som är etablerade i Shanghai hanterar jämställdhetspolicyer interkulturellt. Syftet med vår studie är att beskriva och utforska hur svenska företag som är etablerade i Shanghaihanterar jämställdhetspolicyer interkulturellt. För att besvara vår forskningsfråga har vi genomfört fyra semi-strukturerade intervjuer med fyra lämpligt utvalda svenska företag på deras kontor i Shanghai. Resultatet av vår studie visar att de svenska företagen överför majoriteten av sina policyer till kontoren i Shanghai, framförallt de policyerna som är relaterade till jämställdhet. Dessa jämställdhetspolicyer är oftast inkluderade i företagens ramverk för Corporate Social Responsibility (CSR, företagets samhällsansvar). Studien kan dra slutsatsen att svenska företag inte anpassar innehållet och betydelsen av sina jämställdhetspolicyer, men att de anpassar och förändrar hur de hanterar och arbetar med dem på kontoren i Shanghai. Anledningen till anpassningen är att de svenska företagen vill bemöta kinas kulturella och legala förutsättningar. Till följd av Kinas legala förutsättningar kan inte alla policyer etableras likadant i Shanghai som i Sverige; exempelvis vad gäller föräldraledighet. Sådana policyer övervins av de lokala legala bestämmelserna. De kulturella skillnaderna påverkar hur chefer på de kinesiska kontoren hanterar policyerna i praktiken. Studien visar att policyhantering är nära relaterat till företagskultur, och att det är genom företagskulturen som policyerna hanteras i praktiken. Således visar studien att de svenska företag som deltog i vår forskning anpassar hur de hanterar jämställdhetspolicyer i praktiken för att bemöta den kinesiskakulturen, utan att kompromissa den svenska företagskulturen och dess värderingar.

台灣企業自民國七十年以來開展對外投資的步伐，而大陸地區又是許多外 移台灣廠商的最愛。雖然兩岸本根植於同一文化而發展，但是四十餘年的 分隔已使得一般大陸員工在價值觀念上與我們有異。直到目前我國企管學 界尚未有系統地進行兩岸跨文化管理之比較研究，眾多台商的成敗經驗因 此無法有效累積，故本研究的目的在於：一、了解大陸員工的價值想法； 二、探訪台商針對兩岸文化差異而採用的特殊管理作為；三、依研究結果 為台商提出配合兩岸文化差異而改進管理效能的建議。研究結論認為：由 於大陸員工與台灣幹部同仁間的價值觀念不同，登陸的台灣企業主所採取 的管理作法並不能完全因襲過去在台灣的模式；但是一旦對登陸懷有經濟 因素以外的特殊投資動機或策略目的，台商的管理行為就會有特別的考量 。大陸員工對於上級「職務權威」的接受程度比台灣員工低，所以台資企 業管理幹部需要具備更多的「魅力權威」才能提升管理績效；多數大陸人 習慣集體行動，比較不願意冒個人風險，並且在人際行為上具有更強的防 衛性和攻擊性。最後，隨著時間的發展，大陸員工的價值觀念和工作態度 會受到外商企業管理制度與本身從業經驗的影響而產生變化。台商企業惟 有保持高度的彈性與對環境變化的警覺，才能針對現實情況、適切地調整 管理方法，從而得到最佳績效。

Aujourd’hui les chercheurs du commerce international ne peuvent pas négliger la croissance significative et soutenue de l’investissement direct étranger (IDE), à la fois entrant et sortant, réalisé par des pays en voie de développement. Parmi ces pays, la Chine est en position de leader, en démontrant un fort élan en tant que récepteur d’IDE et investisseur, pas seulement dans des pays en voie de développement, mais aussi dans des pays développés. Les principaux acteurs derrière cette scène sont des entreprises multinationales (EMN) chinoises. Etant des retardataires en terme de l’internalisation, des EMN chinoises sont en train de concurrencer leurs compétiteurs plus établis, des EMN pionnières, dans le monde entier, y compris dans leurs marchés domestiques. Les études existantes sur l’internalisation de la Chine ne peuvent pas refléter la grandeur et la profondeur du processus d’internalisation de l’empire au milieu. Spécifiquement, des EMN chinoises démontrent des particularités bien distinctes qui méritent des études plus poussées et focalisées. A cet égard, la question souvent posée est si le processus d’internalisation des EMN chinoises peut être expliqué par les théories classiques dérivées des EMN pionnières, ou par les analyses effectuées dans les littératures sur des EMN retardataires. Dans cette thèse, nous répondons cette question en menant une étude sur les stratégies de Marketing des quatre EMN chinoises majores s’internationalisant dans des marchés développés, notamment l’Europe de l’ouest : Huawei, Haier, Lenovo et Geely, qui sont tous déjà leaders dans le marché domestique. En juxtaposant des propositions dérivées des stratégies des EMN chinoises avec les théories d’internalisation existantes (les théories classiques et alternatives), nous démontrons l’évolution et l’adaptation de ces théories dans le nouveau contexte de la globalisation, qui constitue aussi à une contribution managériale à la fois aux EMN retardataires et aux EMN pionnières. / Nowadays researchers of International Business could not possibly fail to notice the phenomenon that the FDI (Foreign Direct Investment) inflows and outflows of the world's developing countries keep increasing at a steady pace, and within this group, China continues to take the lead, showing great momentum both as a recipient of foreign investments and as an investor itself, not only in fellow developing countries, but in developed ones as well. And the main player and driver behind the scene is the country's MNEs (Multinational Enterprises) - latecomers in terms of internationalization, Chinese MNEs are competing their more established competitors, the MNE early-movers, all over the world, including in the home markets of the latter. Existing studies on China’s internationalization fail to reflect its scale and depth; Chinese MNEs as well as the social-economical situation of the country as a whole demonstrate distinct features, which deserve more-focused and case-specific studies. While questions often linger on whether the internationalization process of Chinese MNEs can be explained in terms of mainstream theories derived from early-movers, or in terms of the analyses that have so far been offered for latecomers, we decide to make a contribution to the solution of the question by having a focused examination on the Marketing strategies of four major Chinese MNEs internationalizing into developed country markets, notably West Europe: Huawei, Haier, Lenovo and Geely - all of which are already leaders in the domestic market and actively seeking a global leadership. By juxtaposing propositions derived from the strategic behaviors of Chinese MNEs with existing internationalization theories (both mainstream and alternative), we demonstrate how such theories could evolve in the new context of globalization, and make managerial contributions to both MNE latecomers and early-movers alike.

The aim of this thesis is to create an understanding about how and to what extent a Swedish expatriate manager needs to adapt his/her leadership in accordance with the culture of the host country. Thus shall different managers’ perceptions of experienced management overseas be studied. To accomplish our aim, three different problems have been designed. These are as follows: In what way does the manager’s earlier experiences and knowledge about expatriation affect her or his leadership in a new cross-cultural context? How does the culture of the host country affect the expatriate manager’s leadership? How does the expatriate manager handle contradictory demands: that is differences in expectations from subordinates and the higher management?   We have chosen to use an abductive approach in order to do a qualitative study and we have therefore conducted eight case studies to create a foundation for distinguishing patterns.The case studies are based on eight Swedish managers with experience from expatriation.   The theoretical framework is structured upon three main themes including; knowledge and skills a global leader needs to possess, the relation between the leader and subordinates, and contradictory demands. The theory is followed by a combined empirical data- and analysis chapter where we present our eight respondents, whom are then analyzed and interpreted based on the theory. In the empirical data- and analysis chapter the patterns we have been able to distinguish presented. The three main themes are consistently throughout this chapter.   The conclusion of the study is that a managers experiences and knowledges affects his or her leadership and perception of the culture in the host country. Furthermore, we can conclude that a Swedish leadership is applicable in an international context, and that contradictory demands are more distinct at home than in the host country. Finally we can summarize our study by stating that home is good, but overseas may be just as good. / Syftet med denna uppsats är att få en förståelse för hur och i vilken utsträckning en svensk utstationerad ledare behöver anpassa sig och sitt ledarskap efter kulturen i värdlandet. Följaktligen skall olika ledares uppfattningar om tidigare utlandsstationeringar undersökas. För att uppnå syftet med studien har vi utformat tre problemformuleringar. Studiens problemformuleringar är som följande; På vilket sätt påverkar ledarens tidigare erfarenheter och kunskaper rörande utlandsstationering hennes/hans ledarskap i ett nytt tvärkulturellt sammanhang? Hur påverkas en ledares ledarstil av kulturen i värdlandet? Hur hanterar utstationerade ledare motstridiga krav, det vill säga skillnader i förväntningar från medarbetarna och den högre ledningen?   Vidare har vi valt att använda oss av en abduktiv ansats för att genomföra en kvalitativ forskningsstrategi och tillämpat åtta fallstudier för att skapa underlag för att kunna urskilja mönster. Fallstudierna baseras på åtta svenska ledare med erfarenhet av utlandsstationering.   Den teoretiska referensramen är strukturerad efter tre huvudteman som innefattar; kunskaper och kompetenser en global ledare bör besitta, relationen mellan ledare och medarbetare, samt motstridiga krav.  Teorin följs av ett kombinerat empiri- och analysavsnitt där det redogörs för studiens åtta respondenter, som sedan analyseras och tolkas utifrån teorin.  I empiri- och analyskapitlet presenteras de mönster vi har kunnat urskilja. Studiens tre huvudteman är även genomgående för empiri- och analyskapitlet.   Studiens slutsats påvisar att en ledares tidigare erfarenheter och kunskaper påverkar dennes ledarskap och uppfattning av kulturen i värdlandet. Vidare kan vi konkludera att ett svenskt ledarskap är tillämpningsbart i en internationell kontext, samt att motstridiga krav är mer påtagliga på hemmaplan än i värdlandet. Avslutningsvis kan vi sammanfatta att hemma må vara bäst, men borta är nog minst lika bra.

This thesis, dedicated to the analysis of the cross-cultural management, presents in its first part a literature review in order to comprehend the actual stage of the cross-cultural management research. From this point of view we will approach general aspects of the human resources management and of the organizational culture, perceived as managerial instruments for the management of the cultural differences into an organization (chapter 1). In the following chapters (2 & 3), the analysis concerned the discourse on cultural difference and the post-socialist work ethic, perceived as the major cultural difference that impacts the crosscultural interactions in the foreign enterprises from Romania. These aspects will be developed from an applied perspective in the second part of our thesis. The chapters of the second part of the thesis are dedicated, on one hand, to the analysis of cultural differences management in the foreign SMEs from Romania, and, on the other hand, to a methodological proposition regarding the study of the cross-cultural management in Romania. These analyses and propositions are based on the identification of the main crosscultural management practices in the multinational corporations in Romania, through the analysis of the interviews, from the Romanian economic press, with employees and managers of the multinational corporations and on three case studies on SME with Italian participation on social capital, from textiles and wood industries / Cette thèse, consacrée à l’analyse du management interculturel, présente dans la première partie une revue de la littérature afin d’appréhender l’état actuel des recherches dans le domaine du management interculturel. Dans cette perspective, nous abordons les aspects généraux de la gestion des ressources humaines et de la culture d’entreprise, entendus comme des instruments managériaux de gestion des différences culturelles dans une organisation (chapitre 2). Dans les chapitres suivants (3 & 4), l’analyse a porté sur le discours relatif à la différence culturelle et sur l’éthique postsocialiste du travail, entendue comme la principale différence culturelle qui affecte les interactions interculturelles dans les entreprises étrangères en Roumanie. Ces aspects seront davantage développés de manière appliquée dans la deuxième partie. Les chapitres de la deuxième partie de la thèse sont consacrés, d’une part, à l’analyse de la gestion de la différence culturelle dans des petites et moyennes entreprises (PME) implantées en Roumanie et, d’autre part, à une proposition d’ordre méthodologique en vue de l’étude du management interculturel en Roumanie. Ces analyses et ces propositions prennent appui sur l’identification des principales pratiques de management interculturel dans les entreprises multinationales (EMN) actives en Roumanie relevées chez les managers et employés des EMN et sur trois études de cas réalisées sur des PME de l’industrie du textile et du bois avec participation italienne au caprftital social