Abstract Organizational structures are surrounding the entire businesses and are essential for the functionality of an organization. The importance of a structure that satisfies and encourages the staff in the success of the organization to do a god job reflects on the organization’s success. There are many different kinds of people and behaviours in the world, which makes the world we live in very complex and diversified. The perceptions of one human being, living in Europe, most likely aren’t the same as the perceptions of one person living on the other side of the globe. This difference between people all over the world also diversifies the organizations, which consists of these people. Different behaviour and organization structures are preferred by different organizations. This fact makes it difficult to operate an organization that is expanding to operate between national boarders. The difficulties in moving to new nations and meeting new cultures leads to many problems. How will an organization that operates over national boarders adopt to the different countries involved? This thesis will examine the difficulties for these kinds of problems and how they should minimize possible problems that might occur through internationalization. The main question in this thesis will look at exactly how the transformation to go from one organizational structure to another in a Multinational corporations. For a further analyse of the problem, one organization in an expanding situation will be examined. The organization that will be analysed is LG Electronics, which is a Multinational Enterprise organization that operates in several countries. The LG Electronics is an organization from South Korea which in Sweden has an IT-division that has worked as an experiment, in an attempt to minimize the problems that might occur when different organization cultures starts to work with each other. The thesis will be strengthened mainly through background and organizational preferences information about differences between nations and the nations that act as the host and the home country for the organization, the two different structures involved and a list of different types of Multinational organizations. To examine the situation in LG Electronics interviews with two different purposes will be done, one with investigational purpose and one with informational purpose. Keywords Culture, Organization structure, Multinational Enterprises, Matrix structure, Hierarchical structure, Organizational change, Transformation, Host country, Home country

The issues surrounding asylum seekers in host countries like Sweden are severe concerns that need immediate attention, issues ranging from daily stressors constitute major problems to their mental health. There is therefore a need for both governmnet and non-government organizations to provide services that will upkeep the mental health status of these people. Notwithstanding, this study aimed to have a holistic view on the services provided by Soulidarity and Human Rights and Svenska Kyrkan organizations in Sweden. Through semi-structured interviews conducted with represntatives from these organizations based on the research questions that target the perception of their services, challenges, and recommendations. The empiricial data collected were analyzed using the theoretical framework of social support theory. The empricial result from this study shows that; asylum helped organizations provided a dimension of services ranging from individual, counseling, and leisure support services. Also, the services provided by these organizations were impactful to; build the self-confidence, abilities to perform tasks and build the self-esteem of these traumatic stress asylum seekers who came for help.  Furthermore, the workers in these organizations encountered challenges with working under complex migration and intergration policies that do not favor these asylum seekers, financial challenges, language difficulties, and internal problematic behaviors displaced from traumatic stresses asylum seekers. Finally, the workers in these organizations recommend that; changes in policies, financial improvement, and recruitment of more staff, strengthening sensitization, and empowerment of group rights are better ways of improving their services.

本研究旨在探討影響國際學生流動的拉力因素構面，並找出台灣大學院校對大陸學生的主要拉力因素為何，以做為未來政策制定和大學院校招生之參考。經過文獻探討之後發現國際學生流動的拉力因素有八個構面，分別是學校機構、留學政策、國際競爭力、地理環境、經濟、社會文化、家庭與體制因素。研究方法的部分，利用專家問卷進行問卷試題的適切性評估，再使用因素分析與信度分析法，確立問卷各因素構面試題並取得良好的信度，並利用網路問卷調查法進行正式問卷施測，共計386位填答者，有效填答有286位。研究分析使用描述性統計、獨立樣本t考驗和單因子變異數分析，來探討我國大學院校對於大陸學生的拉力因素排序情形與不同背景變項間的差異程度。根據分析結果，歸納出本研究之結論如下： 一、留學政策的制定是台灣吸引陸生的最主要拉力。 二、台灣的文化與大學特色是吸引陸生的重要拉力。 三、男性在留學政策因素上認同度高。 四、商業管理的學生在留學政策因素上的認同度較農業及醫藥學的學生高。 五、有來台經驗的學生在學校機構與體制因素上的認同度較高。 六、經濟因素會因學生是本科生或研究生而有所差異。 最後，根據本研究之結論，對於台灣大學院校、教育行政主管機關和未來研究提出建議，以制定相關招生策略、政策規定或是未來研究方向。 / The purpose of this study is to explore the dimension of the pull factors of international student mobility, and discover the main pull factors of Taiwan higher educational institutes, in order to make proper future policies and strategies for recruiting students from mainland China. Through literature review, this study finds that there are eight dimensions of pull factors which are dimension of educational institutes, dimension of study-abroad policy, dimension of international competitiveness, dimension of environment, dimension of economics, dimension of socio-culture, dimension of family, and dimension of national system. As for research methods, using expert questionnaire, factor analysis and reliability analysis to ensure all questions are well-stated and get good degree of reliability, and then using web-based questionnaire to do the survey. In this study, there are 386 respondents, and 286 of them are valid. By means of descriptive statistics, independent t-test and one-way ANOVA, the order of the pull factor and the differences between every background variables are found. According to the results, the main conclusions are as follows: 1.The making of study-abroad policy is the main pull factor of Taiwan for students from mainland China. 2.The characteristics of Taiwanese culture and universities are important pull factors. 3.Male shows higher degree of agreement in the dimension of study-abroad policy factors. 4.Students of business and management show higher degree of agreement in the dimension of study-abroad policy factors than students of agriculture and medical science. 5.Students who have experiences in Taiwan show higher degree of agreement in the dimension of educational institutes and national system factors. 6.Undergraduate students and graduate students show different degree of agreement in the dimension of economics factors. In the end, based on the conclusion of this study, some suggestions had been proposed to Taiwan educational institutes, educational administration authority and future research, in order to make appropriate policies, strategies, or research direction.

MA (Youth Development) / Institute for Gender and Youth Studies / See the attached abstract below

No description available.

Denna studie har undersökt hur organisationskulturen i en organisation påverkas vid en internationalisering, där människor från två olika länder, från olika kulturer, sammanförs i syfte att samarbeta och skapa en gemensam kultur. Studien undersökte organisationer från länder med låg hierarkisk kultur som etablerar sig i länder med hög hierarkisk kultur. Vidare har studien även avsett att belysa ledarskapets betydelse vid en internationalisering. Studien har tillämpat en kvalitativ ansats och implementerat en fenomenografisk forskningsmetod där utfallsrummet utgörs av empiri från fyra semistrukturerade intervjuer, vilket triangulerats med data från GLOBE 2004. De första tre intervjuerna genomfördes med en svensk organisation med expertis inom området där respondenter från deras kontor i Saudiarabien, Sydkorea och Turkiet deltog. Den fjärde intervjun genomfördes därefter med Volvo Groups “Head of Leadership and Performance”. Studiens teoretiska referensram utgörs av tidigare forskning inom ämnena organisationskultur, nationskultur och ledarskap.  Studiens resultat konstaterar att en organisations hem- och värdland i stor utsträckning påverkar organisationskulturen vid en internationalisering. Denna påverkan har påvisats dels på en organisatorisk nivå i exempelvis organisationens ideologier och grundläggande värderingar, men även på en kontextuell nivå i exempelvis lokala affärskulturer och nationsspecifika högtider. Avslutningsvis konstateras det att ledarskapet innehar en avgörande roll vid internationalisering och fungerar sammanlänkande mellan organisationens hem- och värdland. / This study has investigated how the organizational culture in an organization is affected during an internationalization, where people from two different countries, from different cultures, are brought together with the aim of collaborating and creating a common culture. The study examined organizations from countries with a low hierarchical culture establish themselves in countries with a high hierarchical culture. Furthermore, the study also intends to highlight the importance of leadership in an internationalization. The study has applied a qualitative approach and implemented a phenomenographic research method where the outcome space consists of empirical evidence from four semi-structured interviews which was triangulated with data from GLOBE 2004. The first three interviews were conducted with a Swedish organization with expertise in the field where respondents from their offices in Saudi Arabia, South Korea and Turkey participated. The fourth interview was then conducted with the Volvo Group's "Head of Leadership and Performance". The study's theoretical framework consists of previous research in the subjects of organizational culture, national culture and leadership. The study's results state that an organization's home and host country largely influences the organizational culture during internationalization. This influence has been demonstrated partly on an organizational level, for example, in the organization's ideologies and basic values, but also on a contextual level, for example, local business cultures and nation-specific holidays. In conclusion, it is stated that leadership has a decisive role in internationalization and functions as a link between the organization's home and host countries.

Multinational corporations (MNCs) encounter intricate challenges as they expand their global presence, which demands strategic decision-making. The selection of an entry mode significantly impacts various aspects of a firm's operations, stakeholder relationships and long-term performance. This thesis focuses on Swedish companies entering the US market to investigate how Internal Factors and Host Country Conditions shape entry mode strategies. The primary objective is to deepen the understanding of interactions between internal firm demands and external conditions when evaluating entry mode choices. The study considers Internal Factors such as dissemination risk, control, and resource commitment, as well as Host Country Conditions including culture, market attractiveness, legal environment, and uncertainty. The key findings highlight a discrepancy between the recommended entry modes in each category, emphasizing the importance for firms to assess the relative significance of each category and prioritize one over the other. This approach enables firms to gain a clearer understanding of how to effectively enter the market.

This dissertation is divided into six chapters, as foHows: Chapter 1 of this dissertation discusses the growing significance of FDI for developing countries. It compares FDT in developed and developing countries and analyses recent evidence ofFDI flows to developing countries. Chapter 2 analyses the (endogenous and exogenous) detenninants ofFDI flows into developing countries. Chapter 3 discusses the importance of FDI flows, which are essential for new investments or for financing fortuitous deficits in host countries, and looks at the adjustment mechanisms for the equilibrium of the balance of payments. Chapter 4 gives attention to FDI flows, the liberalisation of financial markets and the financial account of the balance of payments in developing countries in providing more opportunities and mechanisms for development and economic growth. Finally, chapter S examines and compares FDI flows tu South Africa and Angola - the biggest FDI recipients on the African continent. / Economics / MCom (Economics)

Text in Afrikaans / Hierdie studie handel oor derdekultuur-kinders in Suid-Afrika met die fokus daarop om die fenomeen aan ouers, kinders, onderwysers, sielkundiges en ander belangstellendes bekend te stel. Derdekultuur-kinders is die term wat geskep is om kinders te benoem wat vir 'n tydperk tydens hulle ontwikkelingsjare saam met hulle ouers in die buiteland deurbring en hul daar vestig, maar weer na hul vaderland terugkeer. 'n Derdekultuur word geskep indien die kinders dele van hul ouers se kultuur en dele van die kultuur van die gasheerland integreer ten einde geredelik in die gasheerland te funksioneer. Die probleem ontstaan egter wanneer hierdie kinders na hul vaderland terugkeer, aangesien hulle dan nie meer binne hul portuurgroep inpas nie. Die aantal derdekultuur-kinders in Suid-Afrikaanse konteks het sedert 1994 met rasse skrede vermeerder, aangesien al hoe meer internasionale maatskappye Suid-Afrikaners in die buiteland in diens neem en Suid-Afrikaanse ambassades in bykans elke land in die wêreld gevestig is. Die tendens om gesinne saam op die internasionale plasing te neem, veroorsaak dat kinders in verskeie lande gevestig word en in hierdie tydperk aan 'n internasionale en bevoorregte leefwyse blootgestel word. In hierdie studie word 'n literatuurstudie onderneem om die profiel van derdekultuur-kinders, hul kulturele identiteitsvorming en omgekeerde kultuurskok met hul terugkeer na hul land van oorsprong, te ondersoek. 'n Empiriese studie is onderneem om te bepaal tot watter mate die profiele en omgekeerde kultuurskok waaraan Suid-Afrikaanse derdekultuur-kinders blootgestel word, vergelyk met dié soos beskryf in die literatuurstudie. Op grond van die inligting verkry uit vraelyste en individuele onderhoudvoering, en inligting verkry uit die literatuurstudie, is riglyne vir 'n hulpprogram saamgestel waarmee ouers hulle derdekultuur-kinders tydens hulle terugkeer na Suid-Afrika kan ondersteun. Terapeute sonder internasionale ondervinding sal ook hierdie hulpprogram nuttig kan vind. Die studie bevestig dat: * die profiel van Suid-Afrikaanse derdekultuur-kinders grootliks met dié van ander lande ooreenstem; * Suid-Afrikaanse derdekultuur-kinders problematiese her-aanpassing by hul terugkeer na hul paspoortland ondervind; * ouers en terapeute bemagtig moet word om derdekultuur-kinders met hul heraanpassingsprobleme te ondersteun. / This study deals with Third Culture Kids in South Africa, focusing on introducing the phenomenon to parents, children, teachers, psychologists and other concerned parties. “Third Culture Kids” is the term used to describe children who have spent a number of their developmental years with their parents abroad, after which they return to their country of origin. A third culture is created when children integrates the culture of their parents together with the culture of the host country in order to function readily in the host community. The problem arises when the children return to their home country as they then encounter problems adapting and fitting into the local community. The number of Third Culture Kids in the South African context has increased dramatically since 1994, as international companies employed more South Africans abroad and many new South African Embassies were established all over the world. The tendency of having the family accompanying the parents to other countries results in the children residing in various countries and being exposed to an international and privileged lifestyle This study consists of a literature study of the profile and cultural identity-formation of Third Culture Kids, as well as the reverse culture shock they experience on their return to their country of origin.An empirical study is conducted to establish how South African Third Culture Kids‟ profiles compare with that of the literature and whether they are affected by reverse culture shock upon their return to South Africa. The information, gathered by means of a survey and individual interviews and from the literature study, was then used to compile guidelines for a programme with which parents would be able to assist their Third Culture Kids during the repatriation to their country of origin. Therapists without international experience would also be able to benefit from using this programme to assist Third Culture Kids. The study confirms that: the profiles of South African Third Culture Kids have commonalities with those described in the literature; South African Third Culture Kids experience problems on re-entry adapting to the culture of the country of origin; parents and therapists should be empowered to assist and support Third Culture Kids with problems relating to their return to their passport country / Educational Studies / D.Ed. (Sielkundige Opvoedkundige)

This study examines the expatriate spouses’ cross-cultural adjustment to the host country. The cross-cultural adjustment experience of the expatriate spouse differs vastly from that of the expatriate. Literature was consulted to understand the cardinal role that the spouse portrays during an expatriate assignment and to highlight the importance of a well-adjusted spouse. This study engaged in qualitative research methodology using five expatriate spouses residing in Rome, Italy. Spouses were from two different countries and represented different age groups. Data collection methods included interviews and a focus group session to gain an in-depth understanding of spouses’ cross-cultural adjustment experiences. Results showed that spouses arriving in the host country experienced a loss of identity. Identity in this study was divided into three categories namely personal, situational and social. Once spouses went through a period of identity reformation they were able to become well-adjusted spouses. / Psychology of Education / M. Ed. (Guidance and Counselling)