Informationsoperationer utgör idag en allt viktigare del i svenska internationella uppdrag. Inom informationsoperationer sorterar funktionerna Psykologiska operationer (psyops) och Civil-Militär samverkan (CIMIC). Enligt grundsynen för informationsoperationer skall CIMIC utgöra en stödfunktion åt psyops under internationella insatser. Dock är inte samarbetet mellan parterna närmare preciserat och beskrivet i Försvarsmaktens dokumentation. Syftet med uppsatsen är att beskriva och analysera hur funktionen psyops inom Försvarsmakten kan stöttas av stödfunktionen CIMIC vid en internationell insats. För att uppnå syftets ambition använder uppsatsen sig av en deskriptiv metod i syfte att empiriskt beskriva funktionernas karaktärer och egenskaper. Analysram utgörs av Cialdinis teorier om påverkan av människor och av Agrells teorier om underrättelseanalysens problematik. Resultatet för uppsatsen visar att psyops är i stort behov av kulturella underrättelser om utpekade målgrupper i operationsområdet. CIMIC har enligt analysramen goda möjligheter att genom sitt mångfacetterade kontaktnät och möjligheten att genomföra riktade projekt, inhämta underrättelser väl anpassade efter psyops behov. / Information operations constitute a more and more important part of the Swedish international operations, where Psychological Operations (PSYOPS) and Civil-Military Cooperation (CIMIC) are included. Due to the basic view of Swedish information operations CIMIC is meant to have a support function for PSYOPS during international operations. This function of support is however only briefly specified in the documentation of the Swedish Armed Forces. The essay aims at describing and analysing how Swedish PSYOPS can receive support from CIMIC during an international operation. The essay specifically intends to describe PSYOPS and CIMIC individual  characteristics and features. The analysis has been carried out with the help of a descriptive method. To create a theoretical frame for the analysis Cialdinis theory on human influence and Agrells theory on the complexity of the intelligence analysis have been used. The results of the essay show that PSYOPS is in great need of cultural intelligence gained from the appointed target audiences in the operation area. CIMIC has according to the analysis a good potential concerning collecting cultural intelligence thanks to its well-developed circle of contacts and its possibilities to accomplish CIMIC projects.

The aim of this study was to analyze if relations among cultural intelligence levels, motivation to academic learning and human values on the working area in a sample of 400 argentine military students, cadets becoming officials on Argentine Army (377 men and 23 women), originating of diverse argentine provinces. Bivaried analyses of correlation through coefficient r of Pearson were made. Results show that students present tie values to the care of the national traditions, and at the same time the value “stimulation” is associated to the creative resolution of new experiences on uncertain situations, balancing their autorestriction that would limit the opening towards cultural diversity. / El estudio tuvo como objetivo analizar si existen relaciones entre los niveles de inteligencia cultural desplegados por estudiantes militares argentinos, su motivación para el aprendizaje académico y los valores humanos vinculados al área laboral. Participaron 400 cadetes aspirantes a oficiales del Ejército Argentino (377 hombres y 23 mujeres) provenientes de diversas provincias argentinas. Se realizaron análisis de correlación bivariados a través del coeficiente r de Pearson, cuyos resultados indican que los estudiantes presentan valores vinculados al cuidado de las tradiciones nacionales, al tiempo que el valor “estimulación” se asocia con la resolución creativa y original de experiencias nuevas o situaciones inciertas, equilibrando cierta auto-restricción que limitaría la apertura hacia la diversidad cultural.

Syftet med den här uppsatsen är att få en bättre förståelse för hur olika kommunikationsstilarkommer till uttryck i en kontext av globala virtuella team (GVT), genom att undersöka vad deinnebär för teamets effektiva kommunikation. Därutöver undersöks även vilken roll kulturellintelligens (CQ) spelar i sammanhanget. För att granska ämnet har en kvalitativ metodbestående av semistrukturerade intervjuer och Critical Incident Technique använts.Intervjuerna inkluderade medlemmar tillhörande ett GVT från SSAB, såväl som enskildaindivider som arbetar i GVT i andra företag. Resultatet visar att olika kommunikationsstilarinom ett GVT kan leda till missförstånd och därmed hindra den effektiva kommunikationen.Resultatet visar också att CQ kan hjälpa till att minska missförstånd i GVT. / The purpose of this study is to gain a deeper understanding of how different communicationstyles manifest in the context of global virtual teams (GVT), which is done by looking atwhat they entail for the teams effective communication. In addition to this, the role of culturalintelligence (CQ) in the context is also being explored. To examine this topic, this studyapplied a qualitative method consisting of semi-structured interviews and Critical IncidentTechnique. The interviews conducted included the members of a GVT from the companySSAB, as well as unrelated employees working in GVTs from other companies. The resultsdemonstrate that different communication styles in GVTs can lead to misunderstandings andtherefore hinder effective communication. The results also show that CQ can help reducemisunderstandings in GVTs.

With our increasingly competitive globalized economy, we are experiencing an emerging trend of firms competing on new international business markets (Bell et al. 2001; Huang 2010). In order to successfully negotiate in an international context, cultural sensitivity needs to be taken into consideration (Manrai & Manrai 2010). This study aims to examine how and to what extent professionalnegotiators’ international negotiation process is influenced by different businesscultures. The study was made by in-depth interviews of five Swedish based professional negotiators and their experiences from negotiating in France, Brazil and Singapore. The mentioned negotiation process was based on Ghuari’s(2003) international business negotiation model which consists of a pre- negotiation stage, a face-to-face negotiation stage and a post-negotiation stage. These stages have been analyzed and interconnected with several cultural variables such as cultural intelligence, adaptation, communication, hierarchy and the Hofstede (2011) parameter of collectivistic versus individualistic cultures to substantiate our two research questions: 1) How does culture intervene in the different stages of the negotiation process? And 2) How are the negotiators adjusting their negotiation strategy to better accommodate the specific culture? The empirical findings showed that there are several differences in both theFrench, Brazilian and Singaporean business culture as well as the negotiators’experiences of their need of adapting to the culture they are negotiating with. The data highlighted the importance of cultural understanding and obtaining the knowledge in a pre-negotiation stage in order to prevent unnecessary misunderstandings which could obstruct the negotiation. The major differenceswhich required the negotiators’ understanding and adaptation was the crucialfactor of building a relationship with the Singaporean delegation, the French’stough negotiation approach and the hierarchical setting in Brazil. The conclusions demonstrated the benefits of cultural adaption as well as the potential pitfall of over-adapting and the imperative preparatory work needed in the pre-negotiation stage of the negotiation.

Syfte: Det finns en växande trend med ökad kulturell mångfald i samhället, organisationer och inom individer. Bikulturalism innebär specifik kompetens som underlättar ett relationsbyggande inom kulturell mångfald. Arbete organiseras dock ofta virtuellt, vilket försvårar relationsbyggandet. Syftet är att skapa ökad förståelse om bikulturella ledare och deras ledarskap i globala virtuella grupper (GVG). Hur visar sig bikulturella ledares kulturella kompetens i GVG?    Metod: En kvalitativ fallstudie som görs i en global organisation, marknadsledare inom sin sektor. Organisationen värdesätter mångfald och erbjuder en intressant kontext för studien. Studien antar ett abduktivt angreppssätt och semistrukturerade intervjuer gjordes med bikulturella ledare inom GVG. Teman identifierades från resultaten och presenteras under kategorier som kan härledas till teori om kulturell intelligens, CQ.  Resultat & slutsats: Studien bekräftar tidigare forskning (Hong, 2010) om att bikulturella ledare, tack vare sin kulturella kompetens, är bra på att bygga relationer inom kulturell mångfald. Studiens resultat visar att detta även gäller inom en virtuell kontext.  Examensarbetets bidrag: Resultaten visar att relationer byggs virtuellt genom strategier för informell interaktion. Vår studie bidrar med två nya insikter. För det första, hur mer spontana virtuella informella möten kan skapas i praktiken, vilket är relevant för organisationer som arbetar i virtuella kontexter. För det andra, en ny insikt som inte har uppmärksammats i tidigare forskning om att virtuella informella möten också har fördelar som bidrar positivt till gruppens sammanhållning.  Förslag till fortsatt forskning: Studiens resultat kan förstärkas genom studier inom andra typer av organisationer. Vidare kan kvantitativa metoder resultera i större generaliseringar av resultaten. / Aim: There is a growing trend of cultural diversity in the society, organizations and within individuals. Biculturalism means competence that facilitates relationship building in cultural diversity. Work is often organized virtually, which complicates the building of relations. The aim is to create more understanding about bicultural leaders and their leadership in global virtual teams (GVT). How does bicultural leaders’ cultural competence manifest in GVT?  Method: Qualitative case study in a global organization, a market leader in its sector. The organization values diversity and provides an interesting context. An abductive approach is used and semi-structured interviews were conducted with bicultural leaders in GVT. Recurrent themes were identified from the results and are presented under categories, derived from theory about cultural intelligence, CQ.  Result & Conclusions: This study confirms earlier research (Hong, 2010) that bicultural leaders, due to their cultural competence, are skillful in building relations within cultural diversity. The results show moreover, that this is also true in a virtual context.   Contribution of the thesis: The results reveal that relations are built virtually by using strategies for informal interaction. Our study contributes with two new insights. Firstly, how more spontaneous virtual informal meetings can be created in practice, which is relevant for organizations working in virtual contexts. Secondly, a new insight that has not been given attention in earlier research, that virtual informal meetings also have advantages that positively contributes to group cohesion.  Suggestions for future research: The results can be confirmed with studies in other types of organizations. Quantitative methods can result in larger generalizations.

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[pt] O processo de mobilidade global de talentos ganhou maior relevância nos últimos anos em razão da necessidade de competências específicas em diversos países, massificação da cultura corporativa em empresas subsidiárias no exterior ou por razões de desenvolvimento de competências no profissional a ser expatriado. O objetivo cerne da presente dissertação é demonstrar que um dos pilares chaves para o sucesso do profissional transferido ao exterior é a adaptação à cultura do país anfitrião. Para o atingimento deste objetivo utilizamos metodologia qualitativa, com foco exploratório descritivo, através de entrevistas semiestruturadas, que foram conduzidas com profissionais expatriados. Ao longo da presente dissertação identificamos que dificuldades no processo de adaptação podem potencializar situações de choque cultural ou até mesmo interromper a jornada internacional do funcionário transferido. Em contrapartida, os funcionários que possuem maior inteligência e agilidade cultural tendem a ser ajustar com maior sucesso à cultura do país anfitrião, mitigando potenciais efeitos em suas performances profissionais e colhendo melhores frutos em suas jornadas internacionais. O aprofundamento do presente trabalho permitirá correlação futura com os modelos de dimensões culturais existentes, que poderão funcionar como meio complementar no processo de seleção de futuros expatriados, permitindo identificar aqueles que possuem maiores competências culturais e consequentemente facilitando seu processo de adaptação à cultura do país anfitrião. / [en] The global talent mobility process has gained greater relevance in recent years due to the need for specific skills in different countries, massification of corporate culture in subsidiaries companies located abroad or for reasons related to developing individual s skills. The main objective of this work is to demonstrate that one of the key pillars for the success of the professional transferred to work abroad is the need of adapting to the host country s culture. To achieve this objective, we used a qualitative methodology, with a descriptive exploratory focus, through semi-structured interviews, which were conducted with expatriate professionals. Throughout this dissertation, we identified that difficulties in the adaptation process can enhance situations of culture shock or even interrupt the international journey of the transferred employee. On the other hand, employees who have greater intelligence and cultural agility tend to adjust more successfully to the culture of the host country, mitigating potential effects on their professional performance and reaping better results on their international journeys. Deepening the present work will allow future correlation with the models of existing cultural dimensions, which may work as complementary means in the process of selection of future expatriates, allowing the identification of those who have greater cultural competences and consequently facilitating their process of adaptation to the culture of the host country.

[pt] Esta tese investiga o papel moderador da inteligência cultural na relação das características dos gerentes de projeto e o sucesso dos projetos. A tese é composta por dois estudos principais: (a) em primeiro momento, por meio de um estudo bibliométrico com uso de citação, cocitação, pareamento e análise fatorial, buscou-se entender o que tem sido estudado em inteligência cultural e qual estrutura intelectual e a pesquisa atual do tema. (b) no segundo estudo, por meio de pesquisa com gestores de projetos e utilização dos dados em uma regressão, objetivou-se investigar a influência do gerente no desempenho, considerando suas características individuais, em especial, a inteligência cultural, como uma capacidade que pode alterar o comportamento do gerente e o desempenho de um projeto. Como contribuição estão presentes o entendimento do que tem sido estudado em inteligência cultural e a estrutura intelectual bem como quais as implicações das carateristicas individuais, em especial a inteligência cultural, de um gestor de projetos no sucesso de um projeto. / [en] This thesis investigates the moderating role of cultural intelligence in the relationship between project managers characteristics and project success. The thesis is composed of two main studies: (a) first, through a bibliometric study using citation, cocitation, pairing and factor analysis, I sought to understand what has been studied in cultural intelligence and what intellectual structure and current research on the topic. (b) in the second study, through research with project managers and the use of data in a regression, my objective was to investigate the manager s influence on performance, considering their individual characteristics, in particular, cultural intelligence, as a capacity that can change the behavior of the manager and the performance of a project. As a contribution are present the understanding of what has been studied in cultural intelligence and the intellectual structure as well as the implications of individual characteristics, especially cultural intelligence, of a project manager in the success of a project.

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[pt] Em um mundo globalizado, onde pessoas de diversas culturas convivem, trocam experiências e compõem equipes de trabalho, o domínio de habilidades e competências de natureza intercultural figura como um fator relevante e atual. Neste contexto, surgiu, em 2003, o construto teórico da inteligência cultural. O objetivo geral deste trabalho foi compreender o estado da arte sobre inteligência cultural na área de Administração e identificar os principais grupos de temas que vêm sendo explorados na academia (sua evolução, foco de interesse e estágio atu-al), a fim de propor um framework teórico e uma agenda de pesquisa futura. Para tal, efetuou-se uma revisão bibliométrica dos artigos científicos publicados em inglês, na base de dados SCOPUS, de 2004 a 2018. A partir de uma amostra final de 262 artigos, realizou-se (i) com a utilização do software Microsoft Excel, uma análise estatística dos dados (descritiva), a fim de verificar o impacto da pesquisa de IC na área de Administração, bem como mapear a produção científica a partir de diferentes unidades de análise (autor, afiliação, país, etc); e (ii) com a utiliza-ção do software SciMAT, uma análise bibiliométrica (de citação e de coocorrên-cia de palavras) para identificar as principais temáticas exploradas até o momento (clusters) e sua evolução temporal. Os resultados apontaram alguns temas como oportunidade para pesquisas futuras, destacando-se estudos sobre inteligência cul-tural e: outros tipos de inteligência, negociação intercultural, treinamento e desen-volvimento intercultural, performance organizacional e estratégia, gestão do con-flito, inteligência cultural organizacional, antecedentes da inteligência cultural; dentre outros. / [en] Mastering intercultural skills in a globalized world where people from dif-ferent cultural backgrounds are trying to live together, exchange experiences and join multicultural work teams is becoming key to achieve best results. In 2003, cultural intelligence emerges as a relevant construct to address this issue. The main goal of the present work was to understand the state of art on cultural intelli-gence in the Management field as well as to identify the main themes explored so far (clusters), their evolution, focus of interest and current stage in order to pro-pose a theoretical framework and a future research agenda. A bibliometric review of the scientific papers (articles and reviews) published in English in SCOPUS database was carried out, comprising a period of fifteen years (from 2004 to 2018). In order to verify the impact of the CI research in the Management field, as well as to map scientific production considering different units of analysis (like author, affiliation, country, etc) a statistical descriptive analysis of the final sam-ple data (262 documents) was carried out using the Microsoft Excel software. A bibilometric analysis (citation and co-word) using SciMAT software was also a choice to identify clusters and their evolution through time. The results pointed to some themes as research avenues opportunity to be explored, such as cultural in-telligence and: other types of intelligence, intercultural negotiation, intercultural training and development, organizational performance and strategy, conflict man-agement, organizational cultural intelligence, antecedents of cultural intelligence; among others.