Unemployment is a major problem from a socio-economic perspective and affects the longterm growth in a country as a consequence of reduced tax revenues and reduced production.There are clear differences in unemployment between foreign-born and domestic-born. The focus of the study will be on cultural differences and the municipalities' industrial structure. Factors that we have selected based on theories and statistical analysis to examine unemployment among foreign-born in Sweden's municipalities are the following: small businesses, Sverigedemokraterna, post-secondary education of at least 2 years, population density and foreign-born people born in Europe expressed as a proportion of the total number of foreign-born people in municipalities. A cross-sectional study for all variables for Sweden's 290 municipalities during the year 2018 constitutes regression models that are presented and analyzed. Our hypotheses based on theories and statistical analysis are then compared with the results of the regressions. According to our regression models, the conclusion shows that there is a negative correlation between the variable foreign-born in Europe and the dependent variable unemployment among foreign-born, the variables small business and education also have a negative impact on unemployment among foreign-born. Should there be an increase inany of these factors, unemployment among foreign-born would decrease. The amount of votes on Sverigedemokraterna, on the other hand, has the opposite effect on unemployment among foreign-born. Should the proportion of votes for Sverigedemokraterna change in the municipality, the unemployment level among foreign-born would change in the same direction. Regarding the variable population density, we have in our study obtained different results depending on whether all variables have been estimated in the regression or whether only the variables that estimate the relationships that explain industrial structure are estimated.The study's delimitation to these five factors is linked to human capital theory, discrimination theories, segregation models and matching theory. To counteract the fact that unemployment continues to increase among foreign-born, studies of a similar nature to ours are required to beable to distinguish whether municipalities' industrial structures have an impact on unemployment among foreign-born and how to work to integrate individuals whose cultural norms and values differ from those. and values that prevail in Sweden. This is to create security and trust in each other as cooperation benefits from common norms and values. / Arbetslöshet är ett stort problem utifrån ett samhällsekonomiskt perspektiv och påverkar den långsiktiga tillväxten i ett land som en konsekvens av minskade skatteintäkter och minskadproduktion. Det finns tydliga skillnader i arbetslöshet mellan utrikesfödda och inrikesfödda. Fokus i studien kommer att ligga på kulturella skillnader och kommunernas industristruktur. Faktorer som vi utifrån teorier och statistisk analys valt ut för att undersöka arbetslösheten bland utrikesfödda i Sveriges kommuner är följande: småföretag, Sverigedemokraterna, eftergymnasial utbildning på minst 2 år, befolkningstäthet och utrikesfödda personer födda inom Europa uttryckt som andel av det totala antalet utrikesfödda personer i kommunerna. En tvärsnittsstudie för samtliga variabler för Sveriges 290 kommuner under året 2018 utgör regressionsmodeller som presenteras och analyseras. Våra hypoteser som baseras på teorier och statistisk analys jämförs sedan med resultatet av regressionerna. Slutsatsen visar enligt våra regressionsmodeller att ett negativt samband finns mellan variabeln utrikesfödda inom Europa och beroendevariabeln arbetslöshet bland utrikesfödda, även variablerna småföretag och utbildning har en negativ påverkan på arbetslösheten bland utrikesfödda. Skulle en ökning ske i någon av dessa faktorer så skulle arbetslösheten bland utrikesfödda att minska. Andelen röster på Sverigedemokraterna har å andra sidan motsatt effekt på arbetslösheten bland utrikesfödda. Skulle andelen röster på Sverigedemokraterna förändras i kommunen så skulle arbetslöshetsnivån bland utrikesfödda ändras i samma riktning. Gällande variabeln befolkningstäthet så har vi i vår studie fått olika resultat beroende på om samtliga variabler skattats i regressionen eller om endast de variabler som skattar sambanden som förklarar industristruktur skattas. Studiens avgränsning till dessa fem faktorer är kopplade till humankapitalteori, diskrimineringsteorier, segregationsmodeller och matchningsteori. För att motverka att arbetslösheten fortsätter att öka bland utrikesfödda krävs studier av liknande karaktär som vår för att kunna urskilja om kommuners industristrukturer har en påverkan på arbetslösheten bland utrikesfödda samt hur man kan arbeta för att integrera individer vars kulturella normer och värderingar skiljer sig från de normer och värderingar som råder i Sverige. Detta för att skapa trygghet och tillit till varandra då samarbete gynnas av gemensamma normer och värderingar.

The culture of most colleges and universities is very different for Native American students with close ties to their traditional communities. "Traditional," in a Native American sense, means multiple interconnections of emotional, physical, intellectual, and spiritual identity that combine to define expectations for the Native American way. This traditional cultural perspective is often in conflict with college cultures where typically only the academic or social aspects of identity are addressed. Research on college students of several ethnicities has found that the experience of post-secondary education can change individuals' attitudes, values, and behaviors. However, none of these studies focused on the experience of Native American students. This study attempted to determine how students' with a traditional Native American upbringing feel that their attitudes, values, and behaviors have been changed by exposure to the Western culture of a college environment, and further, whether this potential change was a factor in their academic persistence. In order to begin to explore Native American students' experiences of recognizing and negotiating differences of culture, attitudes, and values, this study analyzed unstructured qualitative interviews of 15 Native American college students. Themes resulting from the analysis of texts that describe the students' experiences included class differences,feeling academically unprepared, lifestyle differences, desire to disprove negative stereotypes,importance of finding supportive others, experiences of greater diversity, experiences of cultural tension, changes in viewpoint, increased independence, and an increased desire to give back to their native communities.

Bakgrund Den ökande migrationen i Sverige ökar kraven hos sjuksköterskor att möta och vårda patienter med en annan kulturell bakgrund. Kultur är en avgörande faktor som påverkar patienten och sjuksköterskan behöver ta hänsyn till denna med hjälp av kulturell kompetens. Att ha kulturell kompetens innebär att sjuksköterskan har kunskap och förståelse för patientens kultur och anpassa vården efter patientens kulturella bakgrund. Patienterna upplever att kulturella och språkliga skillnader mellan dem och sjuksköterskorna påverkar omvårdnaden och försämrar vårdkvaliteten. Syfte Syftet med litteraturöversikten är att utforska sjuksköterskans upplevelser av att vårda patienter med annan kulturell bakgrund. Metod Metoden för arbetet är en strukturerad litteraturstudie med inslag av den metodologi som används vid systematiska översikter. Det består av 14 kvalitativa artiklar insamlade från databaserna CINAHL, PubMed och PsycInfo. Artiklarna analyserades med hjälp av Fribergs analysmodell i tre steg och kvaliteten med artiklarna granskades med hjälp av Ulrika Nilssons granskningsmall. Resultat Resultatet presenterades i tre huvudkategorier: upplevelser av kommunikation; kulturella skillnader och kulturella kompetens samt dess strategier för förbättring av vården av patienter med annan kulturell bakgrund. Resultatet visade att språkskillnader försvårade patientvården, att sjuksköterskorna mötte diskriminering och att brist på kulturell kompetens orsakade känslor av osäkerhet och rädsla. Slutsats Sjuksköterskorna upplevde utmaningar som var bland annat kulturella och språkliga skillnader, brist på kulturell kompetens samt att bemöta och bli bemött av patienter. Trots dessa utmaningar kunde sjuksköterskorna navigera sig i olika situationer och använda olika strategier för att överkomma utmaningarna. / Background The increasing migration in Sweden increases the demands on nurses to meet and care for patients with a different cultural background. Culture is a decisive factor that affects the patient, and the nurse needs to take this into account with the help of cultural competence. Having cultural competence means that the nurse has knowledge and understanding of the patient's culture and adapts care to the patient's cultural background. The patients feel that cultural and linguistic differences between them and the nurses affect the care and reduce the quality of care. Aim The purpose of the literature review is to explore the nurse's experiences of caring for patients with a different cultural background. Method The method for the work is a structured literature study with elements of the methodology used in systematic reviews. It consists of 14 qualitative articles collected from the databases CINAHL, PubMed and PsycInfo. The articles were analysed using Friberg's analysis model in three steps and the quality of the articles was reviewed using Ulrika Nilsson's review template. Results The results were presented in three main categories: experiences of communication; cultural differences and cultural competence and its strategies for improving the care of patients with different cultural backgrounds. The results showed that language differences made patient care more difficult, that the nurses faced discrimination and that a lack of cultural competence caused feelings of uncertainty and fear. Conclusions The nurses experienced challenges that included cultural differences, language differences, lack of cultural competence and meeting and being met by patients. Despite these challenges, the nurses were able to navigate different situations and use different strategies to overcome the challenges.

In recent years the important of leadership in the organization has become an area of interest. Leadership has been noted to impact corporate culture, employee commitment and response and the overall performance of the organization. Given the fact that leadership is such an important part of organizational development and discourse, effective methods for developing effective leadership in the organization are needed. Without definitive methods for leadership development, organizations will not be able to optimize the outcomes of leadership in the organization. Thus, there is a clear impetus to delineate what works best in the context of leadership development. This study used concurrent qualitative and quantitative research to understand better the effect of cross-cultural influences on the leadership development programmes and leadership practices development in a study population consisting of managers and supervisors in the Kuwaiti banking industry. Although Kuwaiti organisations employ many international employees and operate foreign subsidiaries, they have not created leadership development programmes to improve cross-cultural leadership skills for managers. As a result, Kuwaiti managers often rely on traditional transactional methods and an authoritarian style of leadership that may be less effective with employees from different nations and cultural backgrounds. The qualitative phase of the research collected data from Kuwaiti bank managers through interviews while the quantitative phase of the research collected data with survey instrument. The quantitative phase of the study also tested the validity of a conceptual model and hypotheses using structural equation modelling and regression analysis. The research was guided by distributed leadership theory, which considers leadership as a series of interactions between leader and follower with the follower sometimes adopting an informal role as temporary leader. The theory also considers the context in which the leader operates as a critical factor for motivating leadership practise. The testing and validation of the theoretical model in the study led to the acceptance of a new 'Effective Cross Cultural Leadership' (ECL) model. This model describes the relationship between the exogenous or independent variables of cultural differences, training and development in traditional Kuwaiti leadership, cross cultural leadership development programmes and international leadership practises with the endogenous or dependent variables of leadership development programmes and leadership practises development. The testing of the hypotheses of the study showed a statistically significant relationship between the four independent variables and the two dependent variables with exception of the relationship between the independent variable of international leadership practises and the dependant variable of leadership programmes development. The quantitative findings also indicated that demographic variables do not have a moderating effect on the model. The qualitative findings of the study determined that cultural differences between employees and managers influence the managers' leadership behaviours and their understanding of the type of leadership development programmes to improve their cross-cultural leadership skills. Managers with greater experience or knowledge of foreign cultures adopt more flexible leadership practises when leading international teams. The qualitative findings also determined that front office managers are more willing to use participative leadership styles in leadership practises, while back office managers rely on authoritarian leadership styles focusing on tasks in their leadership practises, indicating that the context influences leadership styles and practise. The findings of the study including the development and validation of the Effective Cross-Cultural Leadership (ECL) model contribute to the theoretical and practical knowledge of cross-cultural leadership in Kuwait that can be extended to other Middle Eastern nations. In addition, the study finding extends cross-cultural theory by indicating that international influences both internal and external to the organisation affect leadership styles despite national norms and preferences. These findings implied that Kuwaiti organisations experience significant pressure to adopt some international leadership practises and styles to accommodate the expectations and needs of the many international workers employed in Kuwait. The practical implication of these findings showed that Kuwaiti managers would benefit from leadership training emphasising that no standard or correct approach to leadership exists and that it can be acceptable for leaders to use participative styles when warranted by the situation.

No description available.

Abstract  Background   Demographic changes pose a challenge to the labour market as to how to wisely and effectively implement a diversity management policy. As the Statistics Sweden (n.d.) statistics for 2021 show, just over 90 000 people migrated to Sweden. The migration of people from different cultures to Sweden on such a scale brings with it a high demand for work. The new workforce in the labour market is created by many groups of different cultures. Therefore, it is worth increasing the interest in deepening knowledge in the field of the role of cultural differences in group formation.   Purpose  This research purpose is to explore the role of cultural differences in group formation in a public organisation’s work environment.  Method  The study is based on a qualitative approach. The study was conducted in the environment of eight managers working in the cleaning industry in the public sector. The qualitative method chosen for this study is face-to-face interviews with respondents.   Result  The cleaning industry has a high rate of diversity in its work environment. This is related to the clash of cultural differences in the work environment.  Cultural differences and language barriers lead to the emergence of conflicts in the work environment.  Conclusions  Cultural differences in the workplace can lead to misunderstandings and doubts. The consequence of this may be disruptions in communication in the work environment, which in turn may affect the process of group formation. In a well-managed organisation, cultural differences might have a positive impact on the work environment. They enrich the organisational culture and foster understanding and tolerance. So far, the standardisation of behaviour of people from a given culture did not take into account individual factors that may affect individual behaviour despite the same beliefs and habits. This study shows the benefits of developing a cross-cultural management approach with the participation of individuals. Modern solutions for managing cultural differences should take into account diversity, interculturality, and individuality. / Sammanfattning Bakgrund Demografiska förändringar innebär utmaningar för arbetsmarknaden när det gäller hur man implementerar mångfaldshanteringspolitik på ett effektivt sätt. Enligt statistik från Statistiska centralbyrån (n.d.) för 2021 invandrade cirka 90 000 personer till Sverige. Ett så stort antal människor med olika kulturell bakgrund som invandrar till Sverige ger en stor efterfrågan på jobb. Den nya arbetskraften på arbetsmarknaden skapas av många grupper av olika kulturer. Därför är det värt att öka intresset för att fördjupa förståelsen för domänen av kulturskillnadernas roll i gruppbildning. Syfte Syftet med denna studie är att utforska vilken roll kulturella skillnader spelar i gruppbildning i en offentlig organisatoriska arbetsmiljö. Metod Studien bygger på ett kvalitativt förhållningssätt. Studien genomfördes i miljön för åtta chefer som arbetar inom städbranschen i den statliga sektorn. Den kvalitativa metod som valts för denna studie är intervjuer ansikte mot ansikte med respondenter. Resultat Städbranschen har en hög grad av mångfald i sin arbetsmiljö. Detta är relaterat till krocken mellan kulturella skillnader i arbetsmiljön. Kulturella skillnader och språkbarriärer leder till att konflikter uppstår i arbetsmiljön. Slutsatser Kulturella skillnader på arbetsplatsen kan leda till missförstånd och tvivel. Konsekvensen av detta kan bli störningar i kommunikationen i arbetsmiljön, vilket i sin tur kan påverka gruppbildningsprocessen. I en välskött organisation kan kulturella skillnader ha en positiv inverkan på arbetsmiljön. De berikar organisationskulturen och främjar förståelse och tolerans. Hittills har standardiseringen av beteenden hos människor från en given kultur inte tagit hänsyn till individuella faktorer som kan påverka individuella beteenden trots samma övertygelser och vanor. Denna studie visar fördelarna med att utveckla ett tvärkulturellt förvaltningssätt med deltagande av individer. Moderna lösningar för att hantera kulturella skillnader bör ta hänsyn till mångfald, interkulturalitet och individualitet.

This study has examined the main causes of high unemployment among foreign-born individuals by interviewing professionals within the field of practical social work. We have interviewed six supervisors within the labor market initiative Rusta & Matcha, an intervention for unemployed individuals carried out by private companies on behalf of the Swedish Public Employment Service. The results point to two main categories of causes for the high unemployment among foreign-born individuals: individual and structural/external factors. Individual factors include lack of language skills, low level of education, and limited work experience. Structural reasons include issues with validation and recognition of foreign qualifications, ethnic discrimination in the labor market, limited social networks, and cultural differences. Additionally, the results highlight how these causes affect different groups of foreign-born individuals. / Denna studie har undersökt de huvudsakliga orsakerna till den höga arbetslösheten bland utrikesfödda genom att intervjua professionella inom det praktiska sociala arbetet. Vi har intervjuat sex handledare inom arbetsmarknadspolitiska insatsen Rusta & Matcha, en åtgärd för arbetslösa utförd av privata företag på uppdrag av Arbetsförmedlingen. Resultaten pekar på två huvudkategorier av orsaker till den höga arbetslösheten bland utrikesfödda: individuella och strukturella/externa faktorer. Individuella faktorer inkluderar bristande språkkunskaper, låg utbildningsnivå och begränsad arbetslivserfarenhet. Strukturella orsaker omfattar problem med validering och värdering av utländska utbildningar, etnisk diskriminering på arbetsmarknaden, begränsade sociala nätverk och kulturella skillnader. Dessutom visar resultaten på hur dessa orsaker påverkar olika grupper av utrikesfödda

The global economy is continually evolving, with new market trends constantly emerging. There appears to be one exception, globalization remains a dominant and consistent trend, even among SMEs. Numerous SMEs enter international markets, encountering diverse business standards and cultures, and must align their local strategies with global responsibilities. They need to consider their position in the global economy and their impact on all stakeholders, from actors in the supply chain to citizens in the countries where they operate. Corporate Social Responsibility has become an increasingly important approach for businesses to understand and improve their global impact and competitiveness by adapting both internal and external strategies. Therefore, this thesis investigates how internationalization impacts CSR initiatives for SMEs when expanding across European borders and how these practices contribute to companies' long-term success. Moreover, the emphasis on culture is investigated through Hofstede's cultural dimensions and the CAGE distance framework, to understand the challenges and opportunities related to cultural differences, along with other distances between countries encountered while internationalizing. Furthermore, CSR is investigated based on popular cluster definitions and approaches suggested by the EU and the UN. For the simplicity of this thesis, SMEs originating from Sweden and Germany have been the focal point of this research.  For this thesis, primary and secondary data have been collected and will be analyzed using a qualitative research approach. Secondary data comprising theoretical literature was collected and analyzed from numerous databases. Primary data was gathered through Semi-structured interviews with four specialists employed at SMEs and one expert working with local and global SMEs regularly. This data collection will be analyzed to suggest successful CSR approaches related to the internationalization within Europe.  This research concludes that SMEs must understand their global responsibilities to stay competitive in the international market as CSR will become an inevitable part of a company's business strategy. Companies prioritize different aspects of CSR based on their size and industry and adjust these strategies in line with market trends and the conditions of their respective industries. The extent to which companies can integrate CSR into their core values and business plans depends on the resources available to them.

The purpose of this study was to investigate how a group of Chinese business students understood the nature and the purpose of the instruction techniques they were exposed to in Britain, and the attitudes the students, Chinese lecturers in China and British lecturers in Britain held towards seminar discussions. The study also investigated how and to what extent students’ prior learning experiences predisposed them to certain attitudes towards seminar discussions. The student participants in this study undertook Part I of their degree programme at a Chinese university for two years before transferring to Britain to study for one year, graduating with a British Bachelors Degree in International Business. Data was gathered from classroom observations, follow-up and exploratory interviews, and a questionnaire survey to discover more about the students’ learning experiences in Part I in China, and from classroom observations, audio-recordings, and follow-up and exploratory interviews to investigate the same group of students’ learning experiences in Part II in Britain. A ranking task and interviews were used to identify the preferences of Chinese students, British lecturers, and Chinese lecturers from China in terms of specific group discussion methods. The study identified three discussion methods used by students in British seminars: these have been termed ‘spiral’, ‘exploratory’ and ‘individual’ methods. The Chinese students tended to use the ‘spiral’ method, repeatedly bringing the discussion back to the question provided by the seminar tutor, whereas the non-Chinese students tended to use the ‘exploratory’ method, reformulating each other’s opinions and building on them by bringing in new information. When discussing within Chinese-only groups, the Chinese students used the ‘individual’ method whereby a group leader took responsibility for the outcomes of the discussion and the other members did not build upon each other’s contributions. Chinese and non-Chinese students sometimes misunderstood each others’ intentions, but were not likely to notice that miscommunication had occurred. The ranking task and the follow-up interviews revealed that the British lecturers preferred the ‘exploratory’ discussion method, whereas Chinese lecturers from China and Chinese students preferred the ‘spiral’ method. The British lecturers were found to adopt a constructivist approach to group discussion tasks, seeing them as a means by which students could obtain professional experience. They treated Business and Management knowledge as divergent and ‘soft’. Chinese lecturers and students, on the other hand, were found to perceive group discussion as a kind of assessment and were keen to find ‘correct’ answers to case study problems, treating Business and Management as convergent and hard disciplines which offered judgements on good practice. The Chinese lecturers in Part I of the programme organised group discussion so that students could exchange answers and check their accuracy, and, perhaps because of this, in Part I the students learnt in an exam-oriented way, strategically dividing up their tasks and working individually on their own task portions in order to find an acceptable answer as quickly as possible. These students were found to continue to employ these strategies during group work after they had transferred to the British component of their degree programme. The study has made a theoretical contribution to knowledge concerning the cultural influences on students’ classroom interactional practices. The findings from the study have implications for the teaching of intercultural business communication, and the enhancement of students’ learning experiences in international business programmes, in business English programmes in China, and whilst learning within groups.

Elderly people with a different cultural background than swedish is now a targeted group that is becoming more relevant in elderly care. The swedish elderly care has also focused much of the work to be carried out according to a salutogenic approach and several development projects in this perspective has been practiced in many parts of the country's municipalities. The purpose of this study was to create a greater understanding of the care managers work with foreign-born elderly people from a salutogenic approach. For us to be able to answer the purpose of the study we collected empirical material through semi-structured interviews from five care managers from two different municipalities in central Sweden. The results are presented and analyzed based on the collected empirical data that we then tied together with the key concepts and previous research. The results showed that the challenges that the care managers encounter in their salutogenic approach is the language deficiencies and demands for action because they differ from the Swedish culture. In the discussion we write our thought about the future development concidering the care managers work with foreign-born elderly. / Äldre med en annan kulturell bakgrund än svenskt är idag en målgrupp som blir allt mer aktuell inom äldreomsorgen. Den svenska äldreomsorgen har även på senare år fokuserat mycket på att arbetet ska utföras genom ett salutogent förhållningssätt och flera utvecklingsprojekt inom perspektivet har utövats i flera delar av landets kommuner. Syftet med föreliggande studie var att skapa en ökad förståelse för biståndshandläggarens arbete med utrikesfödda äldre utifrån ett salutogent förhållningssätt. För att besvara studiens syfte inhämtas studiens empiri genom semistrukturerade intervjuer från fem biståndshandläggare från två olika kommuner i Mellansverige. Resultatet presenteras och analyseras utifrån insamlad empiri som binds ihop med centrala begrepp och tidigare forskning. Resultatet visar till att de utmaningar som biståndshandläggare stöter på utifrån sitt salutogena förhållningssätt är språkbrister och krav på insatser som skiljer sig från den svenska kulturen. Slutligen lyfts en diskussion om framtidens utveckling för biståndshandläggarens arbete med utrikesfödda äldre.