Proefschrift--Utrecht. / "Geschriften van Hofstede" ... p. [iii]-xxxv. "Stellingen": [6] p. at end. Includes bibliographical references.

Proefschrift--Utrecht. / "Geschriften van Hofstede" ... p. [iii]-xxxv. "Stellingen": [6] p. at end. Includes bibliographical references.

Uppsatsen är en kvalitativ studie av maktdistansen i den turkiska banksektorn. Syftet är att beskriva hur maktdistansen ser ut i den turkiska banksektorn. Intervjuer har genomförts med sex personer i olika positioner inom en turkisk bank. Den teoretiska utgångspunkten är Geert Hofstedes kulturdimensionsteori, mer specifikt den dimension som behandlar maktdistans. Tre egna begrepp har skapats med utgångspunkt i Hofstedes teori om maktdistans i arbetslivet. Dessa begrepp ligger till grund för operationaliseringen och intervjufrågorna baserades på dessa. Begreppen rör frågor om hierarkier, beslutsfattande och relationer. Utifrån de resultat som sedan presenteras kan maktdistansen i den undersökta banken fastslås som relativt stor och med hjälp av jämförelser med tidigare studier finner vi stöd för att maktdistansen inom den turkiska banksektorn är stor. Maktdistansen inom den turkiska banksektorn är således stor och att det är viktigt för praktiker att känna till detta om de vill etablera sig i länder med liknande kultur.

Práce se soustředí nejprve na charakteristiku francouzského hospodářství, dále se věnuje obchodní výměně mezi ČR a Francií, vzájemným investicím a v závěru komentuje různé přístupy k oboustrannému obchodu z pohledu kulturních odlišností.

This diploma thesis deals with local cultural aspects of television commercials in selected multinational automobile companies in the Czech Republic and the USA. Countries deliberately represent very different cultures in order to demonstrate in which cultural aspects companies have to deal with localization of advertising within their global activities.The aim of the work is the analysis of advertising appeals to identify and compare the differences in television commercials in selected locations using Hofstede's model of cultural dimensions.

This paper examines how cultural values influence risk premium across the world. Cultural values are measured by four cultural indexes, power distance, uncertainty avoidance index, masculinity index, and individualism index, established by Geert Hofstede. Our methodology determines the risk premium by using the Dividend Discount Model, and then computes the regression analysis of each index's impact on average risk premiums. After analyzing 31 countries, results show the only statistically significant correlation found was between the individualism index and risk premium. The higher the individualistic nature of the culture was the higher the risk premium. This is attributed to the overconfidence and self-attribution biases found in investors with high individualism index.

<p>Som privatpersoner ser vi världen och framförallt Europa krympa framför våra ögon i och med dagens globalisering och samtidigt vidgas vyerna för världens företag. Möjligheten att för företagen kunna anställa personal från alla världens hörn gynnar både den som söker jobb och den som söker ny personal. Att söka sig till en ny kultur kan verka lockande och allt fler tar tillfället i akt att genom arbetslivet upptäcka nya delar av Europa men är det verkligen så enkelt? I Italien som är Sveriges 10:e viktigaste handelspartner finns en rad svenska företag representerade, en kommunikation mellan länderna är därför naturlig. Kompliceras denna relation av det faktum att två kulturer möts eller är vår bild av att italienska och svenska ledare är två helt olika ledartyper endast en förlegad föreställning som för var dag som går suddas ut allt mer. Geert Hofstede framställde under slutet av 1960 och början av 1970 talet en teori som beskriver kultur utifrån fyra olika dimensioner som möjliggör jämförelser mellan olika kulturer. Hofstedes teori ligger till grund för den enkätundersökning som är basen i denna uppsats och som utformades för att visa den svenska och italienska kulturens uppfattning av dagens ledarroll. Enkätundersökningen genomfördes i två omgångar och i två urvalsgrupper, en italiensk och en svensk. Resultatet visar att kulturella skillnader finns mellan den svenska och italienska kulturen, ledarrollen har inte europeiserats men i jämförelse med Hofstedes studie är skillnaderna små.  Skillnaderna syns främst i två av Hofstedes kulturella dimensioner, maktdistans och osäkerhetsundvikande där Italien både har större grad av maktdistans och högre grad av osäkerhetsundvikande.</p>

In a world where multinational cooperation and cross-cultural challenges are part of daily life, understanding cultures has become increasingly important. That people and organizations develop together might seem obvious, but that culture can be studied to understand the structure and approach of organizations, is perhaps less so. In this paper, a major structural difference in the armed forces of Germany and Sweden is examined; having to sign a contract to serve for 13 years or not having to sign a contract with service length restrictions. Hofstede's theory Dimensions of National Culture is applied to the case to see whether the cadets' motivation and behavior is affected by this major difference in the two otherwise very similar organizations. The study aims also to explore whether the findings can be considered correct given that semi-structured interviews were conducted to see if the thoughts of the cadets are in line with what the theory claims. The conclusion is that the theory can be used to understand how cadets' motivation and behavior supports the structural organizations present in Germany and Sweden. However, the interviews show that the theory is very generalizing and that not all cadets' thoughts are consistent with what the theory states in every case. / <p>Erasmus</p>

In today’s globalised world, international marketing is everyday business for many companies. Culture is a factor that might affect the effectiveness of international marketing. The purpose of this study is to examine how Swedish consumer’s attitude towards advertising is affected by cultural incongruence in the advertising message. To test this, a survey with four different versions of an advertising message was used. The different advertising messages were congruent, incongruent and two that were partly congruent with Swedish culture. The two versions that were partly congruent acted as the control version. If the advertising message was congruent with Swedish culture or not, was decided by the use of Hofstede’s theory of cultural dimensions. The result was that Swedish consumer’s attitude was no different regardless if the advertising message was congruent, incongruent or neither.

Aim: To investigate the impact of national culture on the process of managing change and innovation in the sector of higher education and identify what kind of environmental factors could produce a moderating effect on the cultural impact. Method: Inductive method and qualitative approach were used. With the purpose of collecting qualitative data, 15 in-depth semi-structured interviews were conducted with employees of Faculty of Education and Business Studies in University of Gävle, Sweden. Results &amp; Conclusions: The study suggests that any innovation is a change, while change is always a process and, thus, should be managed as such. Authors draw attention from the process of management of innovation itself towards managing through manipulating by such an influencer as national culture. At the same time authors point out that not everything can be explained on the basis of culture providing a range of potential factors that can strongly moderate the impact of culture. Suggestions for future research: Current research is limited by the choice of country, sector of economy, number of studied cases, etc. Investigation of cultural impact on change and innovation management in universities of other countries or the choice of another economic sector would open opportunities for further research. Contribution of the thesis: During the study the authors verified a part of the suggested hypotheses demonstrating the strength of the impact that national culture produces on management of change and innovation. Moderating effect of different environmental factors such as employee’s age and position within organizational structure, governmental policies in the sphere of higher education, type of organizational structure and type of leadership, was demonstrated. Authors come up with implications of managing the process of change and innovation through manipulation of cultural impact.