Despite the ubiquity of the term ‘organisational culture’ in both popular and scholarly management literature, it remains an ambiguous concept, whose practical application is recognised as being far from universally successful. Models which seem to be preferred by practitioners are often criticised as being static or mechanistic, while more dynamic scholarly approaches tend to discount the possibility of deliberately influencing organisations at the cultural level. This dissertation, instead of focussing on culture as some sort of objective or unchanging attribute of an organisation, treats it as a phenomenon emerging from social interaction and individual sense-making. It draws on, and extends, George Kelly’s Personal Construct Psychology to build a framework for understanding the production of meaning by individuals in their social context, and how this contributes to the establishment of the collective boundaries between which cultural effects are observed. This framework is applied to the case of a business school attached to a large university, which is first absorbed into its Commerce Faculty, and then dissolved into a new Department, as the overall university structure is modified. Grounded Theory methodology is used to develop an approach to the description of the cultural interaction and changes that occur, and to generate theory that goes some way to explaining how and why they do. The theory gives insight into how latent cultural distinctions become, or are made, salient and the different means by which divisions may be resolved or superseded, sometimes resulting in conflict. Implications are explored for the management of organisations undergoing change, particularly where this involves merging or restructuring organisational units, and for the training and development of managers who are to be involved in such activities. ¶ At a theoretical level, building on a constructivist and processual ontological base, the dissertation makes contributions to the understanding of behaviour in organisations and draws on pragmatic epistemologies such as those advanced by George Herbert Mead. It brings concepts from psychology, sociology and management disciplines to bear on the problem of cultural interaction, and suggests that integrating them in this way may enhance their value in this context. ¶ By focussing on culture as a phenomenon produced at the interface of collective constructions, the dissertation proposes that it be viewed as fundamentally dynamic once eloquently described as ‘multiple cross-cutting contexts’ – but, nevertheless, explains how it may be recognised more through its apparent intractability than its fluidity. Whilst rejecting managerialist approaches which would suggest that culture and, through it, people, can be manipulated at will to reliably produce desired effects, the dissertation suggests ways in which insight into cultural interactions might be generated for those who are participating in them, and options developed to influence these interactions that might otherwise not have been available. It therefore has potentially valuable implications for management practice.

The thesis is a culmination of my research which drew on tyangi wedi tjan Rak Mak Mak Marranunggu and Marrithiel knowledge systems. These awa mirr spiritual knowledge systems have guided our Pilu for millennium and have powerful spiritual affiliation to the land and our continued presences. The understandings of the spiritual connectedness and our practices of relatedness have drawn on Pulitj, our deep awa mirr spiritual philosophy that nourishes us on our country. This philosophy gave us our voice and our presence to act in our own ways of knowing and being on the landscapes created by the Western bureaucratic systems of higher education in Australia to bring forth our Tyikim knowledge systems to serve our own educational interests. From this spiritual ‘Puliyana kunun’ philosophical position the thesis examines colonising constructions of Tyikim peoples, Tyikim knowledge systems in education, Tyikim research and access to higher education for Tyikim students. From the research, it is argued that the paradigm, within which the enclave-derived approach to Indigenous higher education is located, is compatible with the normalising imperialistic ideology of higher education. The analysis of the Mirrwana/Wurrkama participatory action research project, central to the research, supported an argument for the Mirrwana/Wurrkama model of Indigenous higher education. Further analysis identified five key pedagogical principles embedded within this new model as metaphorically equivalent to wilan~bu of the pelangu. The thesis identifies the elements of the spirituality of the narrative exposed in the research-in-action through the “Marri kubin mi thit wa!”. This is a new paradigm for Tyikim participation in higher education within which the Mirrwana/Wurrkama model is located. Finally, the thesis identifies the scope for Tyikim knowledge use in the construction of contemporary ‘bureaucratic and institutionalised’ higher education ngun nimbil thit thit teaching and learning experiences of Tyikim for the advancement of Tyikim interests. Here the tyangi yigin tjan spiritual concepts of narrative and landscape are drawn upon both awa mirr metaphorically and in marri kubin mi thit wa Tyikim pedagogical practice.

This study examines senior education officers' (SEOs) perceptions of the meanings and characteristics of the term 'leadership' both from their traditional PNG and Western perspectives. Data were drawn from questionnaires returned by 20 SEOs, 2 recorded interviews and a focus-group methodology. The purposes of the study are to: (i) define the meaning of leadership from the senior education officers' perspectives and through the review of the literature; and (ii) identify key characteristics and skills of the leadership role of senior education officers in PNG today, as a basis for improving practice and informing knowledge about leadership. Respondents were asked to define the meaning of the term leadership, and to describe their most memorable leadership experiences which may have helped to shape their understanding of leadership. They were also asked to identify and to list the key leadership functions, qualities and skills/abilities which they perceive to be most important in their roles today, and for the foreseeable future. Literature on leadership is complex and wide ranging. Those which provided data of particular significance in specific areas directly related to this study include: Rost (1991) on the definitions of leadership; Kouzes and Posner (1993 and 1987) in relation to characteristics of leadership; on educational leadership (Sergiovanni et al 1987, Turney et al 1992, and Fullan 1991 and 1992) in relation to the functions, qualities and related skills/abilities of educational leaders; on culture and cross-cultural studies (Hallinger and Leithwood 1996, Heck 1996, Bates 1992); and various ethnographic sources on PNG and Melanesian traditional and contemporary leadership. A number of significant findings have emerged through this research study. The first, relates to a firm view of traditional PNG/Melanesian leadership as a 'shared leadership', defined in this study as a shared influence relationship among members of a social unit through a mutual quest for their existence. The notion of shared leadership emphasises the importance of reciprocal generosity, cooperation and competition for Melanesians in their daily quest for their needs and aspirations based on mutual concern, care and devotion for one another. The great diversity of people and cultures of Melanesians also enriches the view of 'leadership as cultural practice' (Gerstner and O'Day 1995, Heck 1996, Bates 1992) and the interplay of 'education as cultural construction'. These insepearable concepts provide logical and promising framework both towards transcending knowledge, cultures and poeple, and an interest to engage in more cross-cultural research. This study identifies among the most pressing problems of contemporary leadership in PNG relates to the inability of leaders to transcend traditional knowledge and customary practices with the new Western knowledge and practices. In other words, the problems of transcending the notion of 'shared leadership' with Western leadership characterised by public accountability, credibility and integrity normally associated with leadership in public office cannot easily be matched and transferred. This study suggests a 'transcendent leadership model' as a potential solution toward achieving this end. Extending beyond one's own limits, to do something extraordinary and admirable for the common good is what transcendent leadership model suggests every leader must be able to do. The foundations of transcendent behaviour the literature suggests include: moral and ethical living (Starratt 1996); ambition, competence, and integrity (Bennis and Goldsmith 1994); and honesty, forward-outlook and inspiration (Kouzes and Posner 1993). The literature indicates that these qualities and skills require proper 'intellectual conditioning' (Ramoi 1987, Narakobi 1991), to produce 'educated persons' (Starratt 1996) who are able to understand, appreciate, critique, and participate in their cultures, traditions, and history. This study therefore investigates and defines the meanings, roles and functions of the concepts of leadership, culture and education in relation to the cross-cultural conditions of the work of SEOs in PNG.

In this field study report, the author investigates behaviour associated with inviting in order to see if there is any effect on the language used across cultures due to factors such as status, age, gender in actual social interactions. Chapter one gives a brief introduction to the important role of the English Language in the world in general, and in Vietnam nowadays in particular, and a review of Teaching Methods which have been used in Vietnam so far. Chapter two will deal with the theoretical background, language competences including linguistic competence, sociolinguistic competence and communicative competence. In addition, speech act theory , face work, distance, power in relation to status, age and gender as well as reviews research on the differences between spoken and written are also discussed. Chapter three defines the structure of an invite with its social and cultural characteristics focussing on the natural structure of a spoken invitation. Chapter four describes research and data analysis of the issuing, accepting and declining of spoken invitations used by Vietnamese speakers of Vietnamese (VSV). Chapter five contains the data analysis of the issuing, accepting and declining of spoken invitations used by Australian speakers of English (ASE). Chapter six discusses the comparison of Vietnamese and Australian spoken invitations, the main difference being found in the use of much more direct forms used in VSV as opposed to more tentative forms preferred by ASEs. Directness of form, however, does not reflect a lack of politeness, which is conveyed to a much larger extent by other prosodic and paralinguistic features. Chapter seven is a brief cross-cultural investigation of the spoken invitations of Vietnamese learners speaking English. This shows up a degree of cross-cultural interference and offers some implications for the classroom. Chapter eight contains a summary and conclusion. The results of the study may suggest that Vietnamese learners of English need to be taught not only linguistic competence but also communicative competence with an emphasis on cultural and social factors. Spoken invitations which really have some function in actual interactions need to be incorporated in the program for teaching spoken English.

This research focuses on the cultural identity of Chinese Australian adolescents in Canberra between the ages of 18 and 21. Adolescence is a developmental stage in which young people feel a need to define their cultural identity. According to social identity theory, being a member of the group provides individuals with a sense of belonging that contributes to a positive self-concept. In particular, young people belonging to ethnic minority groups need a firm sense of group identification in order to maintain a sense of wellbeing (Tajfel & Turner, 1979). The purpose and significance of this study is to update our understanding of how adolescents from a specific ethnic minority group (Chinese Australian) adjust to the mainstream Australian culture. The information gathered will be significant to the wellbeing of these individuals in helping them to come to terms with their own identity. It will also provide useful information for effective cross-cultural interaction for a range of services such as education, law, health and social services. The quantitative and qualitative approaches employed in this study include a questionnaire and a semi-structured interview. The semi-structured interview complements the questionnaire in confirming the adjustments of these adolescents within an analytical framework that is a replica of Phinney's framework (1994). In her research on bicultural identity orientations of African American and Mexican American adolescents, Phinney categorised these adolescents under four distinct types of interaction with the mainstream culture. These are namely: separation (focus only on the ethnic culture), assimilation (identifying solely with the dominant culture), integration (relating well to both cultures) and marginality (relating to neither culture). In this dissertation the researcher also aims to determine the cultural identity of Chinese Australian adolescents in Canberra in the study using these four categories. The results of this study demonstrate that this framework is an appropriate analytical tool for the study of the cultural identity of Chinese Australian adolescents, most of whom classified themselves as integrated. Overall, Chinese Australian adolescents between the ages of 18 and 21 in the Canberra region were well adjusted and showed little tension or stress in relating to their ethnic culture or to the mainstream Australian culture.

The present study examined the relationship between entrepreneurial competencies and business success in the context of SMEs in Australia and Malaysia. A “mixed-method” approach was adopted whereby two studies were conducted in a sequential fashion (Study 1 and Study 2). In Study 1, a qualitative method was adopted in which individual interviews were conducted with 20 entrepreneurs – 10 from Australia and 10 from Malaysia – who operated SMEs in the manufacturing and service sectors. The aim was to elicit behaviours that delineate competencies, and thus enable the identification of entrepreneurial competencies that are context-specific and of relevance in the current business environment. A content analysis of the interview data identified 12 competency domains: Strategic; Commitment; Conceptual; Opportunity; Organising and Leading; Relationship; Learning; Personal; Technical; Ethical; Social Responsibility; and Familism. Importantly, nine of these categories were well represented in existing models of entrepreneurial competencies, thereby providing evidence that these models offer a reasonable degree of cross-cultural generalisability. However, three new categories emerged, namely, Ethical, Social Responsibility, and Familism (broadly concerned with the role of “family” in building business success). There was evidence for Ethical and Social Responsibility competencies in both the Australian and Malaysian data, whereas Familism was specific to the Malaysian data and may well reflect the collectivist orientation of Malaysian culture. The identification of these additional categories of entrepreneurial competencies suggests that the existing models may need to be revised to further enhance their applicability to the measurement of entrepreneurial competencies in different cultural contexts. Study 2 Part 1 proceeded with validating the model of entrepreneurial competencies. This involved determining the psychometric rigour of the model and establishing the psychometric properties of all dependent variables (measures of business success) and covariates (i.e., business environment and entrepreneurs’ cultural orientations) using a sample of 391 SME entrepreneurs (179 Australians and 212 Malaysians). The two best fit models of entrepreneurial competencies – the “Comprehensive” model and the “Parsimonious” model – are fully described. The Comprehensive model revealed that all twelve competency areas were perceived as relevant to SME outcomes by entrepreneurs in Australia and Malaysia, even though the behaviours that defined the Organising and Leading competency domain, as well as the Familism competency domain (later renamed “Supporting and Cooperating” for Australia due to the omission of items related to “family”) were somewhat different. The other 10 competency areas identified in the Comprehensive model appeared to be invariant across countries. On the other hand, the Parsimonious model of entrepreneurial competencies showed that, although some competency areas were universal in nature (i.e., Conceptual, Opportunity, Learning, and Ethical), others were country specific (i.e., Relationship, Social Responsibility, and Familism). It was argued that the differences could be traced to cultural variations between the countries, in particular the extent of Individualism versus Collectivism. Study 2 Part 2 tested the causal pathway between entrepreneurial competencies and business success and the possible influence of covariates using a structural equation modeling (SEM) procedure. The results showed that entrepreneurial competencies were strong predictors of business success in SMEs for both Australia and Malaysia. It was also found that both Benign and Stable business environments were significantly related to business success in Australia whereas only a Stable environment was significantly linked with success in Malaysia. Moreover, environmental variables showed a less strong path to success than competencies. When the Parsimonious model of entrepreneurial competencies was used in the model estimation, the association between entrepreneurial competencies and business success was more strongly evident in Hostile and Dynamic environments than in more Benign and Stable environments (for both Australia and Malaysia). The results also showed that cultural orientations (both Collectivism and Tolerance for Ambiguity) have positive effects on entrepreneurial competencies in Malaysia but not in Australia (i.e., Individualism and Tolerance for Ambiguity). The effect of education on entrepreneurial competencies was mixed; significant for only the Comprehensive model for Australia but significant for both Comprehensive and Parsimonious models for Malaysia. The effects of training before and after start up, as well as previous work experience on entrepreneurial competencies appeared to be nonsignificant in both contexts. On the basis of the results of the thesis, it was concluded that self-reported entrepreneurial competencies are predictive of self-reports of success in both Malaysian and Australian SMEs. The models that describe success in both countries are consistent with existing models of entrepreneurial competency although differences in the behaviours that define a domain are evidenced between countries as are the domains that successfully define a parsimonious model in each country. These results are interpreted as supporting a training agenda that identifies entrepreneurial skills as a critical pre-requisite to business success for SMEs. / http://proxy.library.adelaide.edu.au/login?url= http://library.adelaide.edu.au/cgi-bin/Pwebrecon.cgi?BBID=1297548 / Thesis (Ph.D.) -- University of Adelaide, Adelaide Graduate School of Business, 2007

Mastering a new language does not only consist of the ability to master its system of form but also the ability to use its linguistic units appropriately. This is because languages differ from one another not only in their systems of phonology, syntax and lexicon but also in their speakers' manners of patterning their discourse and realizing speech acts. Greeting and addressing people are, to varying extents, formulaic, culture-specific and routinized in different languages, including Vietnamese and English. The factors that govern the way one person greets and addresses another varies across languages and speech communities. The selection of one linguistic form over another in greeting and addressing someone largely depends on Speaker-Hearer relative power paradigm, the context of interaction and other social factors. Greetings and address terms by themselves do not carry much referential meaning but accomplish pragmatic functions. Failure to use them appropriately may result in communication breakdown or unwanted hostility, particularly in cross-cultural interactions. Since communication is meaning-based, conventional, appropriate, interactional and structured (Richards,1983: 242 ff), speakers of a foreign language must take into account these elements if they wish to communicate successfully in the target language. This study investigates the patterning of greeting and address terms in Vietnamese and in English, identifying similarities and differences between them. The factors that govern the way speakers choose to greet and address are examined.

This research study takes a multi-disciplinary perspective, using critical discourse theory, transactional communication theory and cross-cultural theory to contribute insight into the experiences of alternative entry students as they strive to access and participate in higher education. The study seeks to determine how these students learn to persevere: how they construct their means of succeeding in the university culture. The methodological structure of the research comprises a collective case study design, encompassing critical ethnography, action research and reflexive approaches to guide a deeper understanding of the experiences of studying at a regional Australian university. The reflexive nature of the research facilitated the development of an original theoretical construct, the ‘deficit-discourse’ shift, which challenges higher education policy and practice, in particular, in relation to academics’ roles in making their discourses explicit and in collaborating with students to facilitate students’ perseverance and success. The research has also generated two models: the Framework for Student Engagement and Mastery and the Model for Student Success at University. The Framework re-conceptualises the university as a dynamic culture made up of a multiplicity of sub-cultures, each with its own literacy or discourse. The Framework recasts the first year experience as a journey, with students’ transition re-conceptualised as the processes of gaining familiarity with and negotiating these new literacies and discourses whereas perseverance is viewed as the processes of mastering and demonstrating them. The Model provides a three step practical strategy (incorporating reflective practice, socio-cultural practice and critical practice) for achieving this engagement: for empowering students to negotiate, master and demonstrate their mastery of the university culture’s multiple discourses. Together, the two models provide students with a means of succeeding in the new university culture.

China is a highly attractive destination for foreign direct investment, especially to Australia with which it has a strong complementary commercial relationship. Although the need for cross-cultural leadership effectiveness presents a major challenge to Australian businesses operating in China, most extant studies emphasize cultural dimensions and cultural influences on expatriate leadership effectiveness. In contrast, this study investigates the importance and implementation of transformational leadership (TL), emotional intelligence (EQ) and cultural intelligence (CQ) as key components of cross-cultural leadership capabilities within the context of Australian-Chinese cultural differences. Specifically, it answers one overarching question: What key factors contribute significantly to cross-cultural leadership effectiveness in Australian businesses operating in China? Following an interpretivist research philosophy, this inductive study employed qualitative individual and focus group interviews with a final sample of 32 expatriate managers and 19 local Chinese managers working in 30 Australian organizations. The individual participants were top- and middle-level executives of Australian businesses operating in China in different industry sectors, including minerals and energy, manufacturing, consulting, building and construction, banking, legal services and education. Participants based their responses on their own experiences and observations. These perspectives were supplemented with equally important input from the focus group interviewees, who were Chinese local managers that work closely with the expatriates. Based upon the findings of the study, the researcher developed a holistic pragmatic heuristic model of cross-cultural leadership effectiveness for Australian businesses operating in China, which emphasizes the developmental process underlying the emergence of effective expatriate leadership. This model defined and categorized three sets of cognitive, attitudinal and behavioural characteristics of effective cross-cultural leaders: personal (intrapersonal) competencies, social (interpersonal) competencies and cross-cultural competencies. Because the model is pragmatic as well as heuristic, its framework provides practitioners (e.g. Western and especially Australian expatriate leaders) with an informed understanding of the complexity of cross-cultural leadership issues in China, the importance of having theoretical knowledge on this topic, and the need to be flexible and pragmatic in applying this knowledge in daily practice. Thus, the model offers Australian firms currently investing or intending to invest in China a specific strategy to assist expatriate selection and leadership development in that the competencies it contains can be used to recruit and develop suitable candidates and training criteria. Likewise, the model provides business coaches or business consultants serving Western organizations in China a comprehensive fundamental framework for developing competent global leaders. Hence, future research should concentrate on developing and validating cross-cultural leadership effectiveness in China model using diverse approaches.

"December 2003" / Bibliography: leaves 181-201. / 201 leaves : ill. ; 30 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / "In current Australian cross-cultural scholarship, difference remains a problematic theme. Tensions between the recognition of universal features that all people share, and the acknowledgment of incommensurable differences between cultures, are unresolved. This thesis provides a snapshot of the various ways in which these tensions are being negotiated in ethical, affective work across the disciplines of history, anthropology, cultural studies, literary studies and performance. All of the work discussed enters into intersubjective scholarship, and offers various models that raise the ethical dimension of engaging with cultural difference. Rather than a genealogy of theoretical movements, this thesis is a partial exploration of the ethical and historiographical questions being raised." -- ABSTRACT / Thesis (Ph.D.)--University of Adelaide, School of Humanities, Discipline of English, 2004