<p><p>Can the lack of functional cross-cultural communication among individuals within an international organization be the reason for cultural clashes to occur, and lead to conflict between two cultures within the same organization?</p><p>Our aim is to try to create a potential model of how cross-cultural problems can be studied, in order to contribute to the solution of the problem. And to examine whether the theories, which form the basis of our model can be applied in reality.</p><p>The research have assumed from the hermeneutical approach for a holistic view of the problem area. The deductive approach has been used in order to distinguish whether the theories can be applied to reality, and qualitative research method for collecting data.</p><p>The focus lies within cross-cultural communications, which defines the various cultural factors that can affect organizational culture. Hofstede dimensions and the social structure are mentioned and cultural factors as language and religion. The piece includes the national and organizational culture theory and the establishment strategies. Subsequently the culture clashes, the international business relations and conflict resolution.</p><p>Our conclusion is that culture clashes occur and the further away from our own values, attitudes and norms, we get, the more tolerant we relate to other cultures. We note that organizational culture is influenced by individuals which constitutes in it and the theory and reality may not always correspond. That culture is a complexity to study, where tolerance, acceptance and understanding are the most important tools for cross-cultural communication.</p></p>

Can the lack of functional cross-cultural communication among individuals within an international organization be the reason for cultural clashes to occur, and lead to conflict between two cultures within the same organization? Our aim is to try to create a potential model of how cross-cultural problems can be studied, in order to contribute to the solution of the problem. And to examine whether the theories, which form the basis of our model can be applied in reality. The research have assumed from the hermeneutical approach for a holistic view of the problem area. The deductive approach has been used in order to distinguish whether the theories can be applied to reality, and qualitative research method for collecting data. The focus lies within cross-cultural communications, which defines the various cultural factors that can affect organizational culture. Hofstede dimensions and the social structure are mentioned and cultural factors as language and religion. The piece includes the national and organizational culture theory and the establishment strategies. Subsequently the culture clashes, the international business relations and conflict resolution. Our conclusion is that culture clashes occur and the further away from our own values, attitudes and norms, we get, the more tolerant we relate to other cultures. We note that organizational culture is influenced by individuals which constitutes in it and the theory and reality may not always correspond. That culture is a complexity to study, where tolerance, acceptance and understanding are the most important tools for cross-cultural communication.

<p>The purpose of the thesis is to study Swedes who live in Australia about their thoughts concerning differences between the cultures and their communication styles in the following four areas; Power Distance, Masculinity verses Femininity, Affective verses Neutral, and Time.</p><p>I have chosen a qualitative approach for this study. My research is based on 10 telephone interviews; conducted with Swedes who work for various companies in Australia.</p><p>My theoretical chapter includes theories in the field of communication science and culture. Four scientists’ theories are explained; William B. Gudykunst's Anxiety /Uncertainty Management theory, Edward Hall’s High-and Low-context theory, Geert Hofstede’s national culture theory, and Fons Trompenaars’ culture business theory.</p><p>My research concludes that there are some main differences between the Swedish and Australian culture and between Swedes’ and Australians’ communication style. My research shows that Sweden is a low-power distance, feminine and neutral culture. While Australia is a higher power-distance, masculine and more affective culture, compared to Sweden. My study also confirmed that the time aspect is not as flexible communicated in Sweden as it is in Australia. All these culture differences are reflected in the cultures’ communication style. For example, Swedes are characterized by a team-oriented, open and equal communication style, whereas Australians use a more hierarchical, assertive and unilateral communication style. While group discussions, personal responsibility, and a high flow of information are common in Sweden, Australia is more characterized by delegation and protectiveness of territories, authority, and information flow.</p>

The purpose of the thesis is to study Swedes who live in Australia about their thoughts concerning differences between the cultures and their communication styles in the following four areas; Power Distance, Masculinity verses Femininity, Affective verses Neutral, and Time. I have chosen a qualitative approach for this study. My research is based on 10 telephone interviews; conducted with Swedes who work for various companies in Australia. My theoretical chapter includes theories in the field of communication science and culture. Four scientists’ theories are explained; William B. Gudykunst's Anxiety /Uncertainty Management theory, Edward Hall’s High-and Low-context theory, Geert Hofstede’s national culture theory, and Fons Trompenaars’ culture business theory. My research concludes that there are some main differences between the Swedish and Australian culture and between Swedes’ and Australians’ communication style. My research shows that Sweden is a low-power distance, feminine and neutral culture. While Australia is a higher power-distance, masculine and more affective culture, compared to Sweden. My study also confirmed that the time aspect is not as flexible communicated in Sweden as it is in Australia. All these culture differences are reflected in the cultures’ communication style. For example, Swedes are characterized by a team-oriented, open and equal communication style, whereas Australians use a more hierarchical, assertive and unilateral communication style. While group discussions, personal responsibility, and a high flow of information are common in Sweden, Australia is more characterized by delegation and protectiveness of territories, authority, and information flow.