Institutions of higher education (HEIs) in the United States recruit numerous international graduate students, many of whom serve as teaching assistants. HEIs’ motivations for employing international teaching assistants (ITAs) include not only economic incentives but also humanistic aims of internationalization, for example, increasing cross-cultural cooperation. However, integrating ITAs into the institution, making them welcomed and respected members of the community, has proven difficult. In particular, problems in ITA-student communication have been reported for decades. I argue that the crux of these integration difficulties lies in how linguistic diversity is approached. Policymakers and researchers usually treat ITAs’ Englishes as the cause of communication difficulties, with the implication that ITAs should more closely conform to norms of ‘native’ English. I propose instead that the primary problem is not linguistic diversity itself but ideological perceptions of other Englishes and unproductive responses to the difficulties that arise in trying to communicate across linguistic difference. This study examined policies and perceptions related to ITA-student communication at one internationalizing university through document collection, interviews, and classroom observation. I found that, despite its strategic plan calling for preparing students to enter a globalizing world, the institution’s response to ITA-student communication difficulties targets only ITAs’ competencies, mainly by assessing and remediating their language proficiency. Discussions with students and observations of classroom interaction revealed that many students appeared to orient to communication with ITAs in ways that did not help promote successful communication or prepare them to communicate across linguistic difference in a globalizing world. I also found that available ideological stances and strategies for addressing linguistic difference made it difficult for ITAs to be simultaneously liked and respected as instructors. This study has implications for HEIs seeking to create internationally inclusive communities and prepare their students and other stakeholders for communication across linguistic difference. First, ITA preparation should be reframed so as not to stigmatize ITAs’ Englishes. It should also prepare ITAs to become active agents in socializing students into productive and respectful orientations to linguistic difference. Second, HEIs must more comprehensively seek to confront students’ deficit language ideologies and unproductive responses to communication difficulties.

Cultural competency is theorized as the sensitivity of practitioners from the dominant culture towards the diverse cultural backgrounds of their patients. Less attention is placed on how communication between providers and patients can enable patients to share their health care beliefs. An evidence review of the literature around the conceptualization of cultural competency in health care was performed, and interviews were conducted aiming to understand what immigrant patients perceive as culturally competent care and its effect on the relationship between them and their providers. Definitions of cultural competence varied, and no conclusive studies linking cultural competence to improved health outcomes were found. Findings from the participant interviews helped to address gaps in the literature by confirming a preference for a patient-centred approach to culturally competent care, in addition to identifying pre-existing expectations for the health care encounter and patient-dependent factors as additional elements influencing the physician-patient relationship.

This thesis investigates how Japanese doctors create and maintain patient-centred consultations through their verbal interaction with patients, and the extent to which features of Japanese interpersonal communication influence the institutional discourse. Audio recordings of 72 doctor-patient interactions were collected at the outpatient department of a Japanese teaching hospital. All consultations involved new cases. There were two kinds of consultations: a preliminary history-taking interview with an intern and a diagnostic consultation given by an experienced doctor. After transcribing the recordings sequences of the discourse were analysed qualitatively on a turn-by-turn basis and a corpus of the data was analysed quantitatively to establish frequencies of discourse features related to patientcentredness. A review of literature (Chapter 2) establishes the standard structure of medical consultations and the relationship of the doctor and patient during consultations in terms of the asymmetry of speaking initiative according to consultation phases. The second part of Chapter 2 is an examination of Japanese communication style, attested to be influenced by culturally specific norms of behaviour that are demonstrable through verbal interactions. Chapter 3 describes the research method, and this is followed by four chapters of analysis. Chapter 4 describes the nature of the two kinds of consultations; the phases they include, and how the participants shift from one phase to the next with phase transition markers. Particular attention is paid to opening and closing phases, as they are most relevant to the establishment and consolidation of a patient-centred relationship. Chapter 5 investigates patterns of questioning by doctors, identifying functional categories of questions to see how they are used to coax information from the patient. Chapter 6 examines how the doctor encourages the patient’s narrative through backchanneling; how the doctor accommodates the patient through sensitive explanations of treatments and procedures; and how the voice of the patient emerges through calls for clarification, and voicing concerns. Chapter 7 highlights discourse sequences that may indicate culturally specific influences, and examines the emergence of laughter as an indicator of Japanese interpersonal interaction. The features of these Japanese consultations are consistent with medical consultations described in English speaking settings regarding phases and the discourse strategies used to achieve patient-centredness. While there appear to be Japanese cultural influences in the interactions consistent with previous cross-cultural studies the author argues that the institutional setting (clinical framework) is more immediately relevant to the conversational dynamics of the interactions than the Japanese cultural setting. Finally, medical consultations involving new cases have more features of service encounters and therefore not controlled by the guidance-cooperation model of doctor-patient interaction.

Problem: While the multinational teams consisting of members from different nationalities,backgrounds and cultures have advantages of diversity in the workplace, the differencesbetween team members can also pose the challenges. Our study focuses on InformationTechnology (IT) project teams in organizations located in Sweden. The rapid growth oftechnology and IT sector, increasing demand in IT professionals, and the knowledge ofwriting universal code allow people to work internationally regardless of citizenship.Therefore, the workforce in the IT sector is rapidly growing and diversifying — it ischaracterized by teams consisting of different nationalities. However, these differences incultures, languages and nationalities can complicate the communication processes betweenthe team members. Therefore, efficient cross-cultural communication within a team isessential for team collaboration and performance. Purpose: The study aims to find the significant issues in the process of adaptation to the newculturally diverse environment faced by immigrant professionals in IT project teams. Thestudy mainly focuses on an individual level, consequently expanding it to a collective level,as the related challenges refer to collaboration among the team members. Method: The study was conducted by interviewing immigrant professionals who have beenworking in IT project teams in the companies, located in Sweden. The participants belong tosix different nationalities and have worked in Sweden for approximately 2-8 years. They areall male aged between 30-33 years old. After the interviews, we can present findings, whichdemonstrate the points of similarity and difference. Conclusion: Technology, which is a significant factor in IT projects, constantly changes, andtherefore, IT project teams that work with innovation require high adaptability to explore newopportunities. That makes effective coordination and communication essential. In theculturally diverse team, managers should manage global mindset and cultural intelligence forindividuals to help team members in adaptation process. Cross-cultural training should beprovided to the migrant professionals in the team to avoid miscommunication based oncultural differences, hence overcoming challenges.

The thesis discusses the fundamental differences between the legal systems of Russia and Czech Republic, the legal forms of business and process of establishing companies in Russia. The work also deals with the characteristics of the legal consciousness of Russians and Russian mentality traits that affect business communications. There are discussed not only the basic cultural dimensions but also the latest trends in the development of Russian business culture. The key to a successful business in Russia is willingness to solve problems, not only through formal (e.g. law enforcement), but also informal way - through personal relationships. In comparison with the Czech character the Russian one is distinguished by greater openness and emotionality, including readiness to open conflict, and greater interpenetration of personal and professional relationships. Establishment of a company in Russia is much simpler and cheaper than in Czech Republic.

As multinational corporations (MNCs) are extending their international operations they need to examine issues such as the localisation of human resource policies and management, and the effective use of local and expatriate managers. Examination of expatriate studies indicates a lack of attention given to the relationships between expatriate managers and local managers or the perspectives of local managers working in MNCs. This thesis attempts to fill these gaps by focusing on the cross-cultural interactions between expatriate and local managers. This thesis addresses the importance of positive cross-cultural understanding between Japanese expatriate managers and local managers in Japanese subsidiaries in Australia, and its effect on work-related outcomes such as job satisfaction and commitment to the organisation. It identifies macro and micro factors which are associated with levels of job satisfaction and commitment of Japanese expatriate managers and Australian managers with special focus on economic functions of industry, communication, and mutual perceptions. Conceptual models for predicting organisational commitment for Japanese expatriate and Australian managers are developed, and the validity of the models is empirically tested. ¶ Australian managers and Japanese expatriate managers working for Australian subsidiaries of twelve Japanese-owned firms completed self-report questionnaires anonymously. A unique paired data set is used for particular analyses such as measuring communication and perceptions of each other. This thesis examines differences in work values and beliefs between Japanese expatriates and Australian managers on issues derived from structural and cultural features of Japanese MNCs; for example, the type of subsidiary-head office management (eg. strategic planning), integration of local managers, group-oriented decision making, and work ethic. It is found that there is a significant gap in perceptions between Japanese and Australian managers with regard to corporate membership, but no significant differences are found in their opinions towards the strategic planning style of management. Contrary to our expectations, Australian managers are found to be more group-oriented than Japanese managers. ¶ The characteristics of two industries, general trading firms (the sogo shosha) and manufacturing firms, are discussed and their impacts upon cross-cultural relationships and work attitudes of managers are examined. Findings indicate that Australian managers in manufacturing firms have more positive perceptions of work relations with Japanese managers and positive work attitudes than Australian managers in the sogo shosha. This suggests that manufacturing firms provide a more positive work environment to Australian managers than the sogo shosha, whereas cross-cultural interactions in the sogo shosha are not very effective, which may cause misunderstanding and mistrust between managers, and lower levels of job satisfaction and organisational commitment of local managers. The type of industry does not affect the work attitudes of Japanese managers or their perceptions of Australian counterparts. ¶ A conceptual model for predicting the organisational commitment of Japanese and Australian managers are developed and tested empirically. Independent variables included in the model are: individual characteristics, type of industry, psychological integration of local managers into the Japanese organisation, work relations between Japanese and local managers and job satisfaction. Results indicate that job satisfaction, work relations and tenure have significant impacts upon organisational commitment of Australian managers. As for the Japanese managers, job satisfaction and tenure have significant impacts upon organisational commitment, but no association between work relations and organisational commitment is found. In addition, the relationship between work relations and organisational commitment for the Australian managers is partially mediated by job satisfaction, however, this is not the case with the Japanese managers. ¶ The findings of this thesis will improve our understanding of cross-cultural interactions between expatriates and local managers, increasing overall firm performance and improving the quality of cross-cultural relationships within contemporary society. Moreover, these findings will provide a wider perspective on understanding how organisations can implement localisation of management and integrate local managers into the organisation.

Cultural competency is theorized as the sensitivity of practitioners from the dominant culture towards the diverse cultural backgrounds of their patients. Less attention is placed on how communication between providers and patients can enable patients to share their health care beliefs. An evidence review of the literature around the conceptualization of cultural competency in health care was performed, and interviews were conducted aiming to understand what immigrant patients perceive as culturally competent care and its effect on the relationship between them and their providers. Definitions of cultural competence varied, and no conclusive studies linking cultural competence to improved health outcomes were found. Findings from the participant interviews helped to address gaps in the literature by confirming a preference for a patient-centred approach to culturally competent care, in addition to identifying pre-existing expectations for the health care encounter and patient-dependent factors as additional elements influencing the physician-patient relationship.

This essay outlines the problems in the cross-cultural communication between SKB International and the Korean market. After interviews with the vice president of SKB International and their representative in Korea I compare their strategy to cross-cultural communication theories and Korean business culture facts to see how their communication to Korea could be improved. In the results I state that the problem with getting a continuous dialogue is created by the big cultural difference between Sweden and Korea. If these differences can be tackled SKB International will be able to sell their public acceptance package to Korea to enable the project of a final repository. The biggest problems seem to be the difference of time horizons, way of building relations, hierarchy vs. flat organization and the Korean group dynamics in clash with Swedish individualism. As conclusion I state that the isolation of Korea has created a unique culture that needs special attention for successful cross-cultural communication. This calls for SKB International to develop a strategy for understanding Korean culture within the whole organization. The image of Korean culture needs to be continuously discussed through meetings or an intranet forum to get a correct image of how to communicate with Koreans. Also I find that SKB International need more staff to take care of all the Korean delegations that come on spontaneous visits. The best gateway into the Korean hierarchies was found to be through inter-governmental communication.

This study investigated how the speech act of refusal is realized in Egyptian Arabic by intermediate and advanced American learners of Arabic as a foreign language. It also compared the performance of the learners to that of native speakers of Egyptian Arabic and native speakers of American English. The study aimed to investigate the relationship between the learners' language proficiency and their pragmatic competence. In addition, it examined the extent of pragmatic transfer from L1 and whether there was a relationship between the degree of pragmatic transfer and the level of L2 proficiency. The study also examined how refusals are structured and organized at the discourse level. Four groups participated in the study: 10 native speakers of Egyptian Arabic, 10 native speakers of American English, 10 American learners of Arabic at the intermediate level, and 10 at the advanced level. Data were collected using enhanced open-ended role plays which consisted of 6 scenarios eliciting refusals of offers and requests in equal and unequal status situations. Both quantitative and qualitative data analytic methods were used for analyzing the interactions. Results show that there were important differences between the two learner groups and the native speakers of Egyptian Arabic with regard to the frequency of direct and indirect strategies and individual strategy use. For example, the learners used a higher percentage of direct strategies and a lower percentage of indirect strategies than the native speakers of Egyptian Arabic, especially in higher status situations. The learners also used a higher percentage of the Statement of Regret and Request for Information/Clarification strategies and a lower percentage of the Postponement and Hedging strategies than the Egyptians. With regard to differences between the two learner groups, the advanced students were able to engage in more negotiation and use an overall lower percentage of direct strategies and a higher percentage of indirect strategies than their intermediate counterparts. Evidence of positive and negative pragmatic transfer was observed in the two learner groups; however a higher degree of transfer was observed in the advanced students. Individual differences among the learners were found to play a major role in how refusals were realized.

Due to the recent phenomenon of globalization, the mobility of people has increased significantly. In a world where national and cultural borders are getting more blurred and undefinable, people from different parts of the world encounter individuals with different cultural backgrounds. Due to these different worldviews, perceptions and experiences, misunderstandings may arise when people engage in cross-cultural communication. This is true for recreational as well as professional cross-cultural communication. An individual who successfully interacts and communicates with people from other cultures possesses what has come to be known as cultural intelligence. In order to get a deeper understanding for how people perceive cross-cultural communication in the professional field, this study investigates how managers in the forestry based industry in Västerbotten have experienced communication with their international business partners. The investigation was conducted through personal interviews and a self-completion questionnaire was also distributed to make an attempt to measure the respondents’ cultural intelligence. The results point in the direction that cross-cultural communication is vital for organizations that operate on the global market. Both verbal communication and non-verbal communication do affect the collaboration, but there is no general answer to how. Every situation has to be dealt with in a unique way. This implies that the process of cultural learning and understanding is ongoing and dynamic.