The values and beliefs involved in Islam maintain that religion is embedded in everyday life. Students from countries which subscribe to the tenets of Islam may have a difficult time adjusting to the secular society of the U.S. This study is concerned with the interrelationships among events perceived as stressful, the ways of coping with stress that are reported as most often used, and the reported level of satisfaction with living in the U.S. for the Muslim Arab international students in this study. A four page survey questionnaire was used as the instrument. The questionnaire was filled out by 102 Muslim Arab international students regarding the areas of stressors, coping strategies, satisfaction with living in the U.S., and individual descriptors. None of the hypotheses were supported with statistically significant results. Of the subjects, 83% reported that they did not receive any intercultural pre-sojourn training. Presently, pre-sojourn intercultural training does not aid in reducing the stressful situations experienced by these subjects (Hypothesis 1). The frequency of emotion-focused coping does not decrease when the perceived effectiveness of presojourn intercultural training increases (Hypothesis 2). Limited knowledge and standardized research in this area may contribute to the lack of success of intercultural training. Additional time spent living in the U.S. does not reduce the communication-related stressors Muslim Arab students experience (Hypothesis 3). Although research indicates the longer people live in a foreign culture, the more they learn the rules and norms and therefore become acculturated (Samovar and Porter, 1988), the additional considerations a Muslim Arab international student may have to deal with could override the positive effects of time. The frequency of emotion-focused coping does not substantially decrease the longer amount of time a student has lived in the U.S. (Hypothesis 4). stress is a part of any student's life. For Muslim Arab international students living in the U.S., the basic value system provided by the belief in Islam appears to be related to coping with stressful situations (Hypothesis 5). However, the results were not significant. As the variety of coping strategies increases, the variety of stressors does not decrease (Hypothesis 6). Rather, as the variety of stressors increases, so too does the variety of coping strategies. It appears that students who experience more stressors respond by using more coping strategies. Satisfaction was correlated with neither coping strategies nor stressors. One would expect satisfaction to be positively related to coping strategies (Hypothesis 7), but there was no relationship. One would also expect satisfaction to be inversely related to stressors (Hypothesis 8), but there is no relationship. Satisfaction was measured by the extent to which subjects would want to remain in the U.S., and if they would recommend a loved one to study in the U.S. Based on the highly obligatory social structure that exists in many Middle Eastern countries, contemplating remaining away from one's family and friends may not have been acceptable. Difficulties associated with living in the U.S. as an international student may have also led subjects to report they would not recommend a loved one to study in the U.S. In conclusion, there are three important results that can be drawn from this study. First, with respect, at least, to the Muslim Arab international students in this study, there is no way to empirically discriminate between different categories of stressors or different categories of coping strategies. Second, denial and wishful thinking are not effective coping strategies. Third, direct problem solving is clearly the most effective way for the Muslim Arab international students in this study to cope with stressors while living in the U.S.

The Florida Department of Transportation (FDOT) formed public-private partnerships (PPPs) with local and international private companies during the construction of the Port of Miami Tunnel (POMT) project. These PPPs had employees from different cultural backgrounds who brought new cultures, ideas, innovation, and experiences to their PPPs. The limited PPP literature did indicate that different cultures should be properly integrated to avoid challenges and conflicts in the new organization. If not properly managed and integrated, cultural conflict can create communication problems, increased employee dissatisfaction, higher turnover, and poor employee performance. Using Risberg's communication theoretical foundation, the purpose of this phenomenological study was to explore the lived experiences of PPP employees to see how their intercultural communication facilitated cultural integration. Data were generated through semi-structured, open-ended interviews with 11 employees of the PPPs formed with FDOT during the POMT project. Data were coded and analyzed using a thematic analaysis procedure. Findings were that cultural aspects like social interaction, comfort in interacting with people from different cultures, empathy, respect for others, knowledge about other cultures, open-mindedness, and managerial support helped in facilitating cultural integration in the respective PPPs. Positive social change implications may include the improvement of PPP efficiency and efficacy with: greater leadership awareness of the challenges and opportunities of diversity; new policies and management strategies that take advantage of different cultural contributions; and, policies that encourage cultural competency and sensitivity.

La mondialisation et la quête vers la diversité au sein des multinationales confrontent celles-ci à un défi d’envergure : fournir un cadre propice au développement de talents venant du monde entier. L’internationalisation a un grand impact sur l’économie, en particulier, sur le secteur automobile. Celui-ci est encore très présent sur le marché domestique européen, mais dépendant du marché étranger – en termes de coûts de production, de clientèle et de fournisseurs. Cela en fait un terrain d’enquête particulièrement passionnant concernant le travail d’équipes multiculturelles. Le métier et la formation d’ingénieur, très importants dans le secteur technique, sont également analysés sous un angle culturel. Pour illustrer nos propos, nous utiliserons l’exemple du groupe BMW. Nous nous intéressons en particulier à cinq dimensions de la coopération d’équipes multiculturelles. La première est la motivation, la seconde l’intégration des membres de l’équipe. Ensuite, nous regardons quelles compétences sont nécessaires à un chef de groupe afin de diriger ce genre d’équipe. Finalement, la communication et surtout l’usage de la langue sont analysés. La langue joue un rôle particulier pour cette cotutelle. D’une part, le travail théorique tente de rendre compte au mieux des écoles de pensée françaises, allemandes et anglophones. D’autre part, le travail pratique est également effectué en français, allemand et anglais en vue des langues utilisées dans le travail quotidien de l’équipe. L’étude empirique effectuée à cet effet, vise à partager l’expérience d’équipes multiculturelles au sein du groupe. Cela permet d’établir un état des lieux de leurs conditions de travail et à en déduire des conseils pour d’autres équipes au sein de l’organisation pour le futur de l’entreprise ou l’intérêt d’autres acteurs travaillant dans un contexte culturel similaire. / The globalisation and the quest for diversity within multinational firms confront them to a big challenge : to provide a frame in order to develop talents from all over the world. The internationalisation has a big impact, especially, on the automotive sector. It is still very present on the domestic market, but also dependent on the foreign market – regarding costs of production, customers and suppliers. This makes it a fascinating field of study regarding work within multicultural teams. The profession and education as engineer, very important in technical domains, are also analysed from a cultural point of view. To illustrate our purpose we will use the example of the BMW Group. We are particularly interested in five dimensions of the work within multicultural teams. The first one is the motivation, the second one the integration of the team members. Then, we look at which competencies a team leader needs in order to manage this team. Finally, the communication and especially the use of the language are analysed. Thelanguage plays a particuliar role for this cotutelle. On the one hand, the theoretical work tries to describe the related French, German and English work. On the other hand, the applied work is also done in French, German and English regarding the languages used by the team in its daily work. The empirical study aims to share the experience of multicultural teams within thegroup. This helps to identify the status quo of their working conditions and to deduce advice for other teams within the organisation in the future.

This thesis is about the depth of colonisation through translation. I develop an analytic framework that explores colonisation and translation using the trope of romantic love and an experimental textual construction incorporating translation and historical reconstruction. Utilising both the first and the final drafts of “Chapter X, Songs of Human Beauty and Love-charms” in Songs of Central Australia, by T. Strehlow, I show how that text, written over thirty years and comprised of nine drafts, can be described as a translation mediated by the colonising syntax and grammar. My interest lies in developing a novel textual technique to attempt to illustrate this problem so as to allow an insight into the perspective of a colonised person. This has involved a re-examination of translation as something other than a transtemporal structure predicated on direct equivalence, understanding it instead as something that fictionalises and reinvents the language that it purports to represent. It begins by establishing an understanding of the historical context in which the translated text is situated, from both objective and personal viewpoints, and then foregrounds the grammatical perspective of the argument. Utilising the techniques and processes of multiple translation, Internet-based translation software, creative writing and historical reconstruction, it continues to consider the role of imagination and begins the construction of a visceral argument whereby the reader is encouraged to experience a cognitive shift similar to that understood by the colonised other, which is revealed in a fictional autobiography written by an imagined other. It concludes by considering the coloniser within the same context, using, as an example T. Strehlow, who had a unique understanding of the Arrernte language. Tracking his extensive alterations, revisions and excisions within his drafts of Chapter X, this thesis traces a textual history of change, theorising that the translator, no matter how "authentic", is as much translated by the text as she or he is a translator of the text. / Doctor of Philosophy (PhD)

In this study of intercultural communication, I investigate the multi-faceted meaning of the expression " cultural fit " in the sense that it is used by recruiters when shortlisting Indian information technologists to fill skills shortages for the Y2K project in Australia. The data is in the form of ten videotaped interviews in Bangalore and the recruiter commentary on those tapes in Melbourne. A crucial decision to be made by recruiters in any shortlisting process is " How will the candidate fit into the workplace?" This question becomes more problematical when applied to overseas-trained professionals. I take a critical approach, drawing principally on the research traditions of linguistics where studies of intercultural communication and workplace interaction intersect, employing chiefly the tools of Critical Discourse Analysis and Interactional Sociolinguistics and the more abstract notions of Bourdieu. A bridge between these different discourse approaches is provided by Sarangi & Roberts < 1999 < who show the connection between the larger institutional order and interactional routines, through an elaboration of frontstage talk and backstage talk following Goffman < 1959 < . An analysis of the interviews < frontstage talk < reveals "cultural fit" to involve a knowledge of institutional talk, in particular, directness. The recruiter commentary < backstage talk < draws attention to issues of intelligibility, body language, technical expertise and workplace values. the study shows that Indian Information Technologists have "partial fit" in that they possess technical fit but do not demonstrate, or lack the opportunity to demonstrate in the interview, Australian workplace values such as small talk, humour and informality. The recruiter judgments were fleeting and apart from checking for intelligibility, were made on the basis of candidates' body language thus highlighting its importance and its relative absence from the discourse approaches mentioned above. This study shows clearly that there is room for more communicative flexibility on the part of all the stakeholders.

<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>

<p>AbstractAuthors: Åsa Höjer, Karl WijkmarkTitle: The intercultural communicator. A study of cultures’ influence on communication.Level: BA Thesis in Media and Communication StudiesLocation: University on KalmarLanguage: SwedishNumber of pages: 67Date of seminar: 2009-01-15Advisor: Jens CavallinKey words: Intercultural communication, culture, Hofstede´s cultural dimensions, anxiety and uncertainty, self-confidence, high and low context, verbal and nonverbal communication, Telenor, Pakistan, Scandinavia.Case company: TelenorPurpose: The purpose of this study is to investigate what cultural differences, regarding communication, that are present between Scandinavia and Pakistan. Furthermore the purpose is to illustrate which factors that are important for personnel working for Telenor, that are about to work in a foreign culture, in order to create effective intercultural communication.Methodology: The following study is a case study that has used a qualitative methodology with interviews conducted via e-mail. To be able to interpret and understand human experiences and situations a hermeneutical approach has been taken. Since we have had existing theories which has enabled us to look and test the “real world” a deductive approach has been used.Theoretical perspectives: As a basis for this study lies a cultural theory with focus on Hofstede´s study of specific cultures within nations. Furthermore, theories within the intercultural communication´s area such as stereotypes, high and low context communication, verbal and nonverbal communication have been used. Finally a theory regarding anxiety and uncertainty was applied.Conclusions: By studying the Pakistani culture that is characterized by collectivism, a large power distance and high context communication where the messages are implicit, this study has established that communication is carried out in a rather different way than in Scandinavia. Besides having basic knowledge about the foreign culture, and thereby be able to manage and avoid misunderstandings in the communication, this study has established thatan individual´s personality has a big influence on the effectiveness of the intercultural communication. The person´s cultural background together with his/her individual traits and values creates a personal communication-pattern that is more or less suitable in the intercultural communication encounter.</p>

This research mainly examines the superior-subordinate relationship between Japanese managers and Thai subordinates working in joint ventures in Thailand, especially the management style of the Japanese and the reactions of the Thais, Cultural adaptation of Japanese expatriates and Thai subordinates is also explored. Through this study, we gain better understanding of the Japanese-Thai interpersonal relationships, communication patterns, work ethics, and other cultural values with particular emphasis on recurring themes such as concepts about work, vertical relationship, authority and supervision style, and gender issues. The in-depth interviews were conducted with ten Japanese managers, six Thai managers, and 12 Thai subordinates in Thailand in 2001. Findings show that although there are some similarities in Japanese and Thai cultural values at work, conflicts, frictions, and misunderstandings still exist between Japanese superiors and Thai subordinates because of their cultural differences. Both parties also have some stereotypes and negative myths of the other party. Concerning concepts about work, Japanese superiors prefer immediate actions from their Thai subordinates when problems arise whereas when the Thais encounter some difficulties in solving problems, they hesitate to inform their superiors. Since there is no clear job description in Japan, the Thais often feel uncomfortable when their job responsibilities overlap with their colleagues. Moreover, unlike Japanese people, Thai employees do not have a strong commitment to the company. Vertical relationship explores how the Japanese and the Thais build and maintain their relationships at work and after work hours. The Japanese believe that relationships should follow job accomplishment while the Thais think that good relationships should be established before working. After-hour activities are suggested as means to strengthen relationships between superiors and subordinates. Furthermore, Japanese superiors tend to use different strategies to supervise their Thai subordinates; those strategies include scolding, expecting expression of opinions, information sharing, and delegation of authority in decision making processes. However, the strategies seem not to work properly in Japanese-Thai joint ventures due to cultural differences at work. Although gender can be a barrier in career advancement in Japan, Japanese expatriates do not see this as the case in Thailand. However, most of the Thai female subordinates complained that women were less likely to get promotions while Thai male subordinates thought that career advancement was blocked because managerial positions were occupied by and reserved for Japanese expatriates. At the end, three cases are presented to illustrate how Japanese superiors and Thai subordinates adjust in intercultural work settings. Each case consists of two individuals' work experience and adaptability. We can see the importance of individual differences as some Japanese superiors and Thai subordinates realize cultural differences and try to adjust to the intercultural work settings while others hold back and, finally, resign from the company. To avoid conflicts and misunderstandings, and to work together effectively, Japanese managers and Thai subordinates should realize their cultural differences and learn the other's culture. If problems arise, they should be open-minded and willing to help each other solve the problems. / Graduation date: 2004

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.

In this article intercultural education is discussed, cases from the Danish upper secondary school are analyzed, and some requirements for further development are proposed. First definitions of the concepts communication, communicative action, intercultural communication and intercultural education are given. Starting from these definitions it is argued that intercultural communication as well as intercultural education is possible. Then two cases are analyzed. Finally – in the Discussion – it is underlined that the students’ metareflection on the context dependence of the knowledge construction process is a pivotal precondition for successful intercultural education.