Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2000. / Field project. Includes bibliographical references.

Thesis (M.A.)--University of Toronto, 2005.

Submitted by admin tede (tede@pucgoias.edu.br) on 2018-09-27T18:54:05Z No. of bitstreams: 1 OSVANY DA COSTA GUNDIM CARDOSO.pdf: 1763032 bytes, checksum: f4979645e4460c6f81db6c955f149ec1 (MD5) / Made available in DSpace on 2018-09-27T18:54:05Z (GMT). No. of bitstreams: 1 OSVANY DA COSTA GUNDIM CARDOSO.pdf: 1763032 bytes, checksum: f4979645e4460c6f81db6c955f149ec1 (MD5) Previous issue date: 2018-08-23 / This dissertation is linked to the research group Youth and Education of PUC Goiás, and registered in the CNPQ. The general objective of this study is to analyze, along with the official documents of Brazilian education, from 1990 to the year 2015, the attributed meanings to gender and ethnic-racial diversity, and their impact on the political pedagogical projects of Basic Education. And specific objectives were: to understand the political project of the World Bank and international organizations for educational policies, especially in relation to diversity; to present the main discussions on gender, race and ethnicity in the International Conferences, from 1990 to 2015; to analyze the political, economic and socio-cultural foundations that constitute principles in the formulation and implementation of diversity policies (gender and ethnic-racial). The theoretical bases that supported this research were the studies on culture, especially the studies of Raymond Willians; the concept of identity, difference and multiculturalism (HALL, 2003) and interculturalism (SILVEIRA, 2008). In addition to studies on diversity and education, by CANDAU (1997, 2002, 2007, 2008, 2009, 2011, 2012), among other authors. Concepts of gender, race, and ethnicity, as well as their overlapping, are discussed through cross-sectional studies (CRENSHAW, 2002). This concept asserts that gender social issues and ethnic-racial relations gain greater discriminatory relevance when perceiving difference within difference. Also, from the studies of Nancy Fraser (2006), the twodimensional model on inequalities is discussed. To understand the focus of this study, educational policies for diversity are presented; the World Bank / UNESCO relationship, with the educational issues of developing countries. The main world conferences and their proposals are related in the construction of an education for diversity, ending with the analysis of the Brazilian legislation (1990 to 2015), on gender and ethnic-racial diversity. It is a qualitative, bibliographical and documentary research, having as methodological procedure the Documentary Analysis. The documentary analysis constitutes a methodological procedure of investigation of the social reality, whose conceptions are broad, being based by diverse philosophical conceptions on the research used in the approaches of positivist nature, as qualitative and of more character that is critical. The results point out that the Brazilian legislation tries to meet certain goals imposed by the World Bank, but it does not want to be in relation to the demands of organized social movements and especially in the alteration of school curricula to meet the social and theoretical perspectives of diversity. ethnic-racial issues have been incorporated more clearly into the curriculum and in the Pedagogical Political Projects, while gender issues appear little in the document and still less in the school curriculum. / Esta dissertação está vinculada ao grupo de pesquisa Juventude e Educação da PUC Goiás, registrado no CNPQ. Integra-se ao escopo da Linha de Pesquisa Educação, Sociedade e Cultura do Programa de Pós-Graduação da PUC Goiás. O objetivo geral deste estudo é analisar, junto aos documentos oficiais da educação brasileira, de 1990 até o ano de 2015, os sentidos atribuídos à diversidade de gênero e étnico-racial e o seus impactos nos projetos políticos pedagógicos da Educação Básica. E, como objetivos, específicos buscou-se a compreensão do projeto político do Banco Mundial e dos organismos internacionais para as políticas educacionais, principalmente em relação à diversidade; a exposição das principais discussões sobre gênero, raça e etnia nas Conferências internacionais, de 1990 a 2015; a análise dos fundamentos políticos, econômicos e socioculturais que se constituem como princípios na formulação e implementação das políticas de diversidade (gênero e étnico-raciais). As bases teóricas que sustentaram esta pesquisa foram os estudos sobre cultura, sobretudo os estudos de Raymond Willians; o conceito de identidade, diferença e multiculturalismo (HALL, 2003) e interculturalismo (SILVEIRA, 2008). Além dos estudos sobre diversidade e educação, por CANDAU (1997; 2002; 2007; 2008; 2009; 2011; 2012), dentre outros autores. Discutem-se as concepções de gênero, raça e etnia, assim como o sobreposicionamento delas, por meio dos estudos acerca da intersecionalidade (CRENSHAW, 2002). Esse conceito afirma que as questões sociais de gênero e as relações étnico-raciais ganham maiores relevâncias discriminatórias quando se apreende a diferença dentro da diferença. Discorre-se, ainda, a partir dos estudos de Nancy Fraser (2006), o modelo bidimensional sobre desigualdades. Para entender o foco deste estudo, apresentam-se as políticas educacionais para a diversidade; a relação Banco Mundial/UNESCO, com as questões educacionais dos países em desenvolvimento. Relacionam-se as principais conferências mundiais e suas proposições na construção de uma educação para a diversidade, finalizando com a análise da legislação brasileira (1990 a 2015), sobre diversidade de gênero e étnico-racial. Trata-se de uma pesquisa qualitativa, bibliográfica e documental, tendo como procedimento metodológico a análise documental. A análise documental se constitui em procedimento metodológico de investigação da realidade social, cujas concepções são amplas, pautando-se por diversas concepções filosóficas sobre a pesquisa utilizada tanto nas abordagens de natureza positivista, como qualitativa e de caráter mais crítico. Os resultados apontam que a legislação educacional brasileira tenta atender a algumas metas impostas pelo Banco Mundial, deixando porém a desejar em relação às reivindicações dos movimentos sociais organizados, em especial na alteração dos currículos escolares para atender às perspectivas sociais e teóricas da diversidade, embora as questões étnico-raciais tenham sido incorporadas de forma mais visível no currículo e nos Projetos Políticos Pedagógicos, enquanto as questões de gênero pouco aparecem nos documentos e, menos ainda, no currículo escolar.

This study seeks to contribute to entry mode literature by introducing the concept of ¡§corporate culture diversity¡¨. Compared to multinational corporations (MNCs) from developed countries, Taiwan¡¦s MNCs have shorter history of internationalization. Therefore, international learning is critical to their entry modes. We examined an original determinant of entry mode choice, proposed and tested the operationalization for a new theoretical construct, namely ¡§corporate culture diversity¡¨. In the theory of knowledge development process, it suggests that MNCs enter a foreign country initially with relatively small commitments, for instance through export, because of the high uncertainty caused by a low level of knowledge regarding the operational environment of the host country. At the later stage, as knowledge development takes place over time and the uncertainty is reduced. MNCs then gradually increase their levels of commitment to the country. MNCs are viewed to go through this sequential and incremental process of internationalization within not only a foreign country but also when they stretch out from one foreign country to another. To establish a new theoretical construct, hypotheses were developed on the entry modes in relation to cultural diversity of a firm¡¦s international experience, a step beyond the conventional theory of how national cultural differences influence entry mode choice. The hypotheses were tested within the framework of organizational learning, using data on 1,156 entries that 376 Taiwanese MNCs carried out in 41 countries and territories during 1986-2006. Additionally, a moderating effect of corporate culture diversity regarding entry modes in countries with high level of cultural distance was also specified. The result shows that not only culture distance at national level and prior experience by the MNC in a host country, but also the culture diversity of the MNC itself has a strong effect on the decision making process of entry mode choice. In addition, the research confirmed the traditional view that the amount of cultural learning needed in a particular host country is an important determinant of mode choice in foreign direct investments. However, less traditionally, the finding that corporate culture diversity that reflects the capacity of an MNC in understanding foreign cultures had a significant increasing effect on the selection of WOSs mode over JVs mode seems to provide an important contribution to this field of research. Most importantly, the novelty of the research is that we have successfully formulated an operationalization of a new construct ¡V the culture diversity at corporate level, a step beyond the national level. The culture diversity reflects the level that an MNC exposes to foreign cultures. Our result contributes to support the importance of the concept of corporate culture diversity. The operationalization of this construct has also been tested and found significant in our empirical test.

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2016-09-09T18:06:12Z No. of bitstreams: 1 Felipe Costa Coelho.pdf: 1010912 bytes, checksum: ffcd246a2b14275b1199ee92e55f24c9 (MD5) / Made available in DSpace on 2016-09-09T18:06:12Z (GMT). No. of bitstreams: 1 Felipe Costa Coelho.pdf: 1010912 bytes, checksum: ffcd246a2b14275b1199ee92e55f24c9 (MD5) Previous issue date: 2016-03-15 / The organization’s culture is important to maintain employees with the same goals and values. However, in order to maintain a competitive strategy and act responsibly in the community, the company needs to innovate and adapt. The diversity management is valid so it is able to keep facing these new challenges e demands. However, there are many obstacles to successfully diversity management. This study has the purpose to understand how diversity management can affect an organization’s culture. In addition, how that culture can affect the strategy to implement management for the diversity. For this study, a case study with six interviews were used. The interviews were support by a semi-structured script. All the data were examined by content analysis. According to the accomplished research, organizational culture and diversity management are directly connected and can affect positivity to each other, as long as they are in equilibrium, otherwise, they will cause disadvantages to the organization. / A cultura de uma organização é importante para que seus colaboradores possuam mesmos objetivos e valores. Porém, em busca de manter uma estratégia competitiva e agir de forma responsável na comunidade em que se encontra, a empresa precisa inovar e adaptar-se. A gestão da diversidade apresenta-se como uma válida forma de enfrentar estes novos desafios e exigências. Contudo, há muitos obstáculos para que uma gestão da diversidade seja bem-sucedida. Este estudo propõe-se em entender como a diversidade pode afetar a cultura de uma organização. Além disso, como a cultura pode afetar a estratégia de gestão da diversidade. Foi utilizado para este objetivo um estudo de caso em profundidade com seis entrevistas. As entrevistas foram apoiadas em um roteiro semi estruturado. A análise dos dados obtidos foi feita pela análise de conteúdo. De acordo com a pesquisa realizada, sugere que a cultura organizacional e a gestão da diversidade estão diretamente conectadas e que podem influenciar positivamente uma a outra, porém precisam manter um equilíbrio em suas ações para que não causem prejuízos à organização.

<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.

Dėl galimybės laisvai judėti tarp šalių, labai išaugo darbo jėgos judėjimas. Tad multikultūrinė komanda įmonėse tampa įprastu reiškiniu pastaraisiais metais. Šiame darbe nagrinėjama problematika yra susijusi su skirtingų kultūrų sandūra įmonių viduje. Analizuojamos komandinio darbo sritys, kuriose daugiakultūriškumas sukelia daugiau problemų, aptariami vadovų vaidmenys, susiję su tų problemų sprendimu. Pagrindinis šio darbo tikslas – pateikti įmonėms darbo multikultūrėse komandose gerinimo kryptis. Darbas susideda iš trijų pagrindinių dalių: Pirmoje dalyje pristatoma mosklinė literatūra apie kultūrą įtakojančius ir jų įvairovę lemiančius veksnius, pristatomi mokslininkų siūlymai multikultūrinės komandos darbo gerinimui, pristatoma tarpkultūrinės kompetencijos samprata bei jos reikšmė multikultūrinėje komunikacijoje. Antrosios dalies pagrindinis tikslas – išanalizuoti ir įvertinti atlikto multikultūrinės komandos darbo tyrimo rezultatus, identifikuoti taisytinas vietas. Trečioje dalyje pristatomos multikultūrinės komandos darbo gerinimo programa, kuri susideda iš 4 krypčių. Tai – siūlymai kaip sumažinti kultūrinį šoką, kaip suvaldyti ir panaudoti kultūrinius narių skirtumus, pristatoma tarpkultūrinės kompetencijos plėtros programa, kur siekiama tobulinti tokias asmens charakteristikas kaip – kultūrinis supratimas, kultūrinės žinios, kultūrinis jautrumas ar reikalingi įgūdžiai. Paskutinioji kryptis, pristatoma šioje dalyje, yra – įvertinti tiek asmens, tiek įmonės socialinės... [toliau žr. visą tekstą] / Multicultural teams in the companies have become very common in recent years. With cross border mobility becoming much easier the number of people moving from one country to another has grown significantly. This paper focuces on the conflict of different culture inside the multicultural teams in the companies. This paper analyzed activity range where the majority of multicultural appears problems in the team, there are discussed the roles of managers related to the solving of those problems. The aim of the paper is to provide ways to multicultural team work development at enterpises. There are three main parts in this paper: The first chapter concentrates on the theory of culture factors, impact of different cultures, scientists advices for improvement of multicultural team work, intercultural competence conception – existing approaches and models and it’s value for multicultural communication. The main reason of the second chapter in this paper is to analyse and to evaluate the results of the multicultural team work at enterprises, to show, which characteristics do not ensure the effective intercultural communication and work in the team. In the last chapter of the paper there are present 4 ways - exhaustive programs for the improvement of multicultural team work at enterpises – advices – how to reduce cultural shock, how to manage cultural differences, intercultural competence program, which includes development of the following attributes: cultural awareness, cultural... [to full text]

The present doctoral thesis deals with diversity management and clarifies its concepts. The objectives of the thesis include comprehensive characterisation of diversity management as an element of corporate culture, description of roles of managers, departments of human resources and the role of the top management. Additional goals include charting the current scheme of diversity training and describing the inter-relations between corporate culture and diversity management. The chapter devoted to concrete case studies in companies which are focusing on diversity management or equal opportunities explores the current situation in the field with the aim to provide its analysis and evaluation. The thesis consists of two sections (focused on the theoretical framework and the research (case studies itself) and comprises seven thematic chapters. Throughout the thesis, interrelationships with management of human resources, corporate culture, management-oriented training, as well as the appreciation of diversity are highlighted. The thesis provides comparison between equal opportunities policies and diversity management and examines organisational development from the viewpoint of diversity development and diversity in the workplace. The author analyzed in detail diversity management using semi-structured...

Charles University in Prague Faculty of Arts Department of Adult Education Program: Pedagogy Zuzana Krištofová The Analysis of Working Environment in terms of Diversity Management and its Implementation in Corporate Practice Abstract thesis supervisor: Doc. PaedDr. Ludvík Eger, CSc. 2012 ABSTRACT The present doctoral thesis deals with diversity management and clarifies its concepts. The objectives of the thesis include comprehensive characterisation of diversity management as an element of corporate culture, description of roles of managers, departments of human resources and the role of the top management. Additional goals include charting the current scheme of diversity training and describing the inter-relations between corporate culture and diversity management. The chapter devoted to concrete case studies explores the current situation in the field with the aim to provide its analysis and evaluation. The thesis consists of three sections (focused on the theoretical framework, theoretical-research aspects and the research itself) and comprises seven thematic chapters. Throughout the thesis, interrelationships with management of human resources, corporate culture, management-oriented training, as well as the appreciation of diversity are highlighted. The thesis provides comparison between equal...