With the takeoff economy in 1980¡¦s, which we call ¡§the era of economy miracle¡¨, many working opportunities boomed at that time in Taiwan. Plus the prevalent education and the low birth rate has stagnated the growth of labors which resulted in more and more mid-sized companies feel the shortage of labor force. In view of those factors, government has approved importing foreign workers for the first time in the year of 1989. Since those foreign workers come from different countries where cultures have dissimilarities from those in Taiwan, while managing those workers, different cultural backgrounds, religions, values and customs need to be taken into account. The purpose of this paper is to study foreign worker management under national cultural dimensional perspective. The respondents are Taiwanese and Filipino entry level workers from ASE (Advanced semiconductor Engineering Group), the world's largest provider of independent semiconductor manufacturing services in assembly and test. located in NEPZ (Nantze Economic Processing Zone). The research methodology I used is a re-fined paper questionnaire based on Hofstede¡¦s international attitude survey which was revised by Lu Long-Chuan to incorporate a much more suitable questions for industries, From the results, we know that different management should be applied to foreign workers who have different cultures from Taiwanese. Filipino workers have higher mean on ¡§Power distance¡¨, ¡§Masculinity¡¨, and ¡§Individualism¡¨, and Taiwanese workers have higher mean on ¡§Uncertainty avoidance¡¨ and ¡§Long term orientation¡¨. The higher mean, the higher inclination to each dimension. By incorporating those dimension inclinations with living management and working management, plus the interviews, I came up with improved management for employers¡¦ references.

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This thesis is focused on intercultural communication, especially on communication between Czech and Irish people. For basic theoretical aspects were used historical background of both countries and different theories of intercultural communication. History was always important fact in forming different cultures. Among all theories of intercultural communication were used theories of cultural dimension from Geert Hofstede and theory of cultural differences from Fons Trompenaars. Practical part is made of the research which was divided into two parts: personal and working communication. All results are also shown in graphs. Finally, there are shown possible problematic areas in communication and their solutions.

This master thesis deals with identification of substantial culture dimensions and analysis of the influence of organizational culture on particular company. The goal of the thesis was to propose improvements leading to a desired state of the company culture. The research was made with the cooperation of World Systems Market Inc. Czech headquarters, the WSM Bohemia s.r.o. company. The required information was obtained by a detailed questionnaire (VSM 94) and by the other methods; uncontrolled interviews, participated observation and comparison. The questionnaire VSM (see the attachment 1) was employed in the year 2014 and again in 2015. Both periods were compared and change in the situation was described. The next step was analysis of the data to find out whether the organization shows a trend towards a knowledge company. The research has demonstrated that the company shows a trend away from the principles of the knowledge economy in the comparison with the prior year. The changes were proposed to improve the situation. The main changes are focused on the unification of the employees team-building activities and celebrations. It is also important to improve communication flows in WSM Bohemia Company, particularly diagonal flow and downward flow. Another suggestion is organization of the meetings on regular basis, in order to inform employees, with aim to set goals and visions that are accepted and shared within the company. Employees should be involved in the planning processes and their proposals and suggestions should be utilized. Last but not least, it is important to focus on planning for professional growth, which means to define requirements and realize particular training courses. In today's global world it is of the most importance for organization to become the knowledge company. Correct organizational culture leads to increase in innovative capacity, readiness for action, inner quality and competitive ability, which is all important for viability of the company.

The aim of this diploma thesis is to analyze corporate culture in a selected organization with a proposal for a change in corporate culture leading to the desired state of cultural dimensions of the knowledge economy. This thesis is divided into two main parts - theoretical and practical. The first part consists of a literary research, which was developed on the basis of the literature related to this issue, including corporate culture and related concepts. In the second part, an analysis of the given issue was carried out. Required information was obtained using the VSM 94 & 2013 questionnaire by Geert Hofstede and the TBSD test. For better quality research, unstructured interviews with the staff took place, as well as an observation, which contributed to the understanding of the organization's entire structure. In the end, changes were proposed in order to improve the situation in the organization and shift it further toward the desired knowledge economy.

Aim: The aim of this study was to investigate how national culture influence internal communication of university.   Methodology: A qualitative approach was chosen to conduct this research. Semi structured interview were taken. Interviews were taken by face to face, skype and phone call. Ethical approach was considered while interpreting the data.   Findings: Our study showed that high power distance has negative impact on internal communication. We found that high power distance creates block between supervisors and subordinates to share information. Thus it creates barriers for effective communication flow and hinders organizations development. Our study also found that power distance is available in both countries but the degree of power distance is varied from one to another. In our study we also found that Individualism and collectivism has effect on internal communication. Our study showed that Individualistic or collectivistic decision making process of university effect internal communication of university in both countries. Previous study suggests that high power distance country tends to be a collectivistic country. Though the result is not always true. However, we found that true in our study.   Contribution: The study adopts employee centric approach to explore the effects of culture on internal communication. This is an important contribution to previous researches that focused on internal communication from different perspectives, inclusion of cultural differences on internal communication has added value to the research field. Moreover, this paper contributes insights in cultural differences as well as employee perspective and by doing so it suggests theorist and practitioners that how internal communication can relate to employee’s engagement in different cultural perspectives.   Limitations: The major limitation of this study was that this study only focused on Hofstede’s power distance and individualism as cultural dimensions. Other dimensions were not focused. Another limitation of this study was the sample size. The sample size is too small to represent the whole population in regards to university perspective.   Suggestions for further research: Additional qualitative or quantitative methods can be required to explore the findings in different aspects. The study focuses on the educational institute. The findings may vary in accordance with the different industry and sectors. The study provides the guidelines regarding the impact of cultural differences on internal communication. Future research could consider other important factors that may have profound impact on internal communication in different settings.

As companies expand their operation worldwide, multinational communication in multi-cultural teams has become an important research topic, therefore, the purpose of this study promises to offer an understanding of how different degrees of the single dimension of culture MAS (Masculinity/Femininity) affects communication in a multinational and multicultural environment, using as a starting point and reference for this study an undis-closed Swedish multinational company with operations in over 70 countries.The cultural dimension of MAS used in the study was proposed by Geert Hofstede (1980) as part of his research on culture, and it is a key element that set the bases of this work.A qualitative research process has been undertaken with an inductive reasoning approach that led to collect data through observation and interviews which then was analyzed under the Laying the Groundwork approach developed by Gioia & Corley (2012) used to build a conceptual map that allowed the researchers to induce principles and theories that can explain how Masculinity and Femininity affect Communication through data-to-theory connections.The findings showed that different degrees of the Masculinity and Femininity dimension create aggregated dimensions that affect communication in a multinational context both positively and negatively. This study also found that communication experiences re-sistance and it is affected when it moves from a feminine culture to a masculine culture. Opposite to this, it was found that communication develops easily when it starts in a mas-culine culture and is directed to feminine cultures.

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The work presents one of the Geert Hofstede's approaches to cultural dimensions and and directing their application for the development of rural region to the knowledge economy by influencing the development of human capital. Quantitative research was conducted by questionnaire survey in order to determine the state of the local community, particularly the socio-economic characteristics of the village and material security of the population. The identification of cultural dimensions was carried out using quantitative research VSM 94 & 13. Subsequently, research was expanded to include qualitative research using CSDT.