This thesis examines approaches to international human resource management by Taiwanese MNCs located in the UK. A range of international human resource management models are discussed, from the universalist paradigm originating in the US to more contextual models, particularly those emphasising the impact of culture. The key elements of Chinese culture and their application to management are reviewed Interview and questionnaire data is drawn from 32 Taiwanese companies operating in the UK in the manufacturing and financial services sectors, and is analysed using SPSS and NVivo packages. Key findings include that the cultural origin of Taiwanese managers remains crucial in the way they manage UK subsidiaries. The small size of the Taiwanese companies also influences their internationalisation and international human resource strategy. In addition, there is a sectoral difference in the different HR practices being adopted. Japanese MNCs have been the only non-western MNCs to have been studied in depth. Although the Japanese and Chinese have been said to share a similar culture, they are shown in this thesis to adopt different techniques to achieve their HRM goals. It is concluded that many goals similar to those of western models of HRM can be found in Taiwanese MNCs, but achieved through different HR practices, for example, group reward rather than individual reward for commitment. It is suggested that conventional HRM frameworks fail to readily explain companies of non-western origin and the thesis tries to develop an IHRM model suitable for Chinese MNCs. Following strong economic development in China, research on Taiwanese MNCs can contribute to future perspectives on Chinese internationalisation and management transfer.

The eye of the storm is the calm center amidst chaos where, metaphorically speaking, mediators often begin their work. Recent research has advocated for a more holistic, relational, culturally inclusive approach to the mediation process. Such an approach requires conflict fluency as well as cultural fluency for effective mediation. This thesis explores how the intervention strategies of mediation may be enhanced through increased cultural understanding. Current theories of intercultural conflict transformation and intercultural communication are reviewed. Conflict fluency is understood through a mediation perspective. Cultural fluency is understood through cultural identity, cultural values, communication styles, and conflict styles. A case study follows the theoretical review of the literature. In this case study, a small community mediation center illustrates what is happening in the field today regarding the relationship between culture and conflict. The case study involves a 6 holistic analysis of the organization, seeking to understand intercultural competence at all levels. This includes an analysis of keystone materials, a survey of mediators, Intercultural Effectiveness Scale (IES) results, and interviews with mediators as well as organizational leadership. The thesis concludes with a list of recommendations that may be useful to this community mediation center as well as other similar organizations. Amongst these recommendations are potentially useful training items such as intercultural conflict styles, critical moment dialogues, and other intercultural tools designed to increase mediator competence in intercultural communication.

A research report submitted to the Faculty of Engineering and the Built Environment, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Master of Science in Engineering (Mechanical, Industrial, and Aeronautical Engineering), October 2017 / The research was conducted to investigate the existing cultural factors that influence international projects and whether project teams are aware of these dynamics. The research specifically focused on South African and German project teams. One company from each country was chosen for the investigation; namely Company SA (from South Africa) and Company GER (from Germany); Company SA is Company GER’s subsidiary company. The project teams that were included for data collection were working on the Medupi/Kusile coal-fired, new-build power stations. The commissioning of these power stations is severely delayed. A case study approach was utilised to collect data; and qualitative methods were incorporated. This entailed conducting semi-structured interviews with six managers; two of which were based at Company SA and four at Company GER, respectively; and participant observations at Company SA’s and Company GER’s prefabrication workshops. Cultural factors do exist in international projects and the project-specific ones were summarised for the project relationship between the South Africans and Germans. Furthermore, the management level is mindful of cultural factors; however, their employees are not consciously aware that the reasons for their differences stem from cultural diversities. All managers also were of the opinion that management of cultural factors do affect the successful outcome of projects. Both companies have not provided their employees with a fixed technique or process on how to manage and adapt in projects with variable cultures. Some recommendations were included regarding methods to increase knowledge and manage an international project where there is cultural diversity; including specifics to manage a South African and German project. / CK2018

This study deals with the cultural differences between conducting business in Eruope particularly in France compared to conducting business in the United States.

Thesis (PhD (Sport Science))--University of Stellenbosch, 2006. / Stress and coping are complex phenomena that are not always fully understood. They are psychological factors that impinge on individuals and people’s responses in dealing with them are described and interpreted in various ways. This study compared the coping strategies used by football players from ethnically diverse backgrounds. The aim was to explore the role that the environment, ethnicity and culture play in players' responses to stressful situations. A sample of 33 players was drawn from a professional club in the Professional Premier Soccer League in the Western Cape, Republic of South Africa. Subjects were representative in terms of race, age, years of experience and playing positions. Eleven black, coloured and white players for each group were selected for individual interviews. Their ages ranged between 15 and 32 years. An interpretive-qualitative research methodology was employed. Semistructured interviews and a biographical questionnaire were used as tools to gather information. The data were analyzed using interpretive analysis or the immersion crystallization method. The results revealed that football players were exposed to stress and there were differences and similarities in the way they conducted themselves. The similarities were recorded on matters related to match situations e.g., pressure to perform, inclusion in a starting line-up, and unruly behavior of supporters. Differences were cited on issues related to language, culture, financial matters, poor playing conditions, negative evaluation of the team by others, losing matches, referees' decisions and being away from home. These differences were found both between and within ethnic groups. Players' perceptions of stress showed that black players were experiencing more stress than the other two ethnic groups and white players were experiencing far less stress than the other two groups. Despite this finding, the majority of players reported to have been in control of stressful situations. The perception of lack of control was reported by black and coloured players only. It appeared that background experience of stressful events was producing greater psychosocial consequences for non-white players than white players. The football players used multiple strategies to cope with their sport challenges and there were both differences and similarities within and between the ethnic groups in the use of these strategies. Subjects used problem-focused coping, emotion-focused coping, passive coping, and avoidance coping in stressful situations. Problem-focused coping and emotion-focused coping were the dominant strategies employed by all three groups. Passive coping and avoidance coping were the lesser-used strategies and were employed by the three groups in situations where players felt that they could not exert control e.g., playing conditions or dubious referees' decisions. Self-criticism, not blaming others, adopting a negative approach, substance use/abuse and turning to religion were the strategies that appeared only in specific groups. This finding supports the hypothesis of differences in strategies related to differences in ethnic backgrounds. It was also revealed that football players were responding differently to stressful challenges that were presented at the different stages of the match. The dominant strategies used at the pre-match stage by the nonwhite group were: planning and preparation, relaxation, praying, focusing and concentration. At the same stage, white players used mostly focusing, concentration and planning. There were strong similarities between the groups in the use of these strategies. During the match stage, non-white players used active coping, positive approach, suppression of competitive activities, focusing and concentration. White players used similar strategies including emotional expression and mental disengagement. Different strategies were employed by players during the match stage, most of them being problem-focused strategies. In the post-match stage players used less-dominant coping strategies. Some strategies were used by players in all three ethnic groups and others appeared in specific groups only, e.g., substance use (coloured group) and passive thinking (white group). The study further revealed that coping strategies could be classified either as sport or non-sport related. A variety of sport-related strategies were found mostly during the pre-match and match stages. The nonsport related strategies appeared mostly during the post-match stage and were used mostly by non-white players. Concerning the processes involved in the selection of strategies, the study revealed that thought-out processes, automatic processes, influence of experience and a combination of processes were used to identify and select coping strategies. Processing of information was a preferred option used by the three groups of players to identify strategies and very few players used automatic processes. Between-group differences were found in the relationship between environmental background and previous experience and the players' selection of coping strategies. For black and coloured players this influence related mostly from factors outside their home environment. For white players it came from within their home situations. The study showed that factors that affected the players in selecting coping strategies, were both intrinsic and extrinsic. Intrinsic factors included personal safety and protection, performance, self-control and personal experience. Extrinsic factors included stress, influence of others, institutional influences, social background, pleasing others, family obligation, opponents and research. White players used intrinsic and extrinsic factors with equal frequency. Non-white players on the other hand, used fewer intrinsic factors than extrinsic factors. The results also showed that relatively less-experienced players were inclined to use achievement motivation as a determining factor. Black players were influenced by one other factor that did not appear in the other groups, that is, family obligations. Finally, exhaustion, cultural differences, language, absence of a family support structure, peer pressure, home circumstances, communication, diet, substance use/abuse, being in a new environment, personality differences and high expectations were identified as factors that restrict the use of coping strategy. Exhaustion and cultural differences appeared across all three groups. Group differences were however observed in language, absence of a family support structure, peer pressure, home circumstances, high expectations, and absence of compliments. These restrictive factors were experienced differently within and between the three ethnic groups and originated from exposure, challenges, and experiences that players encounter in their daily life situations.

This study explores the cultural adjustment of the domestic partners of German expatriates working in the Nelson Mandela Bay automotive industry of South Africa. The data was collected by distributing pre-interview questionnaires to the participants and conducting in-depth interviews with them. Grounded theory was used in the data collection and analysis and an auto-ethnographic approach was employed, allowing for reflexivity. The findings suggest that the expatriated domestic partners did not necessarily experience much difficulty in adjusting to South African culture as they did, for example, adjusting to not being able to work for the duration of their stay. The research has also shown that the unmarried domestic partners of expatriate employees are at a disadvantage compared to their married counterparts; receiving less assistance from the companies of their partners. Based on the findings, it has been recommended that companies refine and streamline the assistance they offer to the domestic partners of their expatriate employees, providing all domestic partners with the same pre-departure training and entitling them to the same benefits.

Zhao, Yan. / 500 Thesis submitted in: December 1999. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2000. / Includes bibliographical references (leaves 81-89). / Abstracts in English and Chinese, questionnaire in English and Chinese. / ABSTRACT (ENGLISH) --- p.i / ABSTRACT (CHINESE) --- p.ii / ACKNOWLEDGEMENT --- p.iii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vi / LIST OF FIGURES --- p.vii / Chapter CHAPTER 1. --- INTRODUCTION / Background of the Study --- p.1 / Objective of the Study --- p.2 / Significance of the Study --- p.4 / Chapter CHAPTER 2. --- LITERATURE REVIEW / Expatriate's Adaptation --- p.7 / Impression Management --- p.11 / Performance Evaluation in Leader-Member Exchange --- p.13 / Cognitive Information Processing --- p.17 / Summary --- p.21 / Chapter CHAPTER3. --- MODEL DEVELOPMENT / Research Context --- p.22 / Hypotheses --- p.24 / Chapter CHAPTER 4. --- RESEARCH METHODOLOGY / Overview --- p.29 / Sample --- p.30 / Questionnaire --- p.32 / Measurements --- p.34 / Control Variables --- p.37 / Chapter CHAPTER 5. --- RESULTS / Statistical Method --- p.39 / Hypotheses Testing --- p.40 / Chapter CHAPTER 6. --- DISCUSSION AND CONCLUSION / Discussion of Findings --- p.45 / Additional Considerations --- p.51 / Theoretical Contributions --- p.53 / Practical Implications --- p.55 / Limitations and Future Research Directions --- p.57 / Conclusion --- p.60 / TABLES --- p.61 / FIGURES --- p.72 / APPENDICES --- p.74 / REFENCES --- p.81

The present research proposes a general model of Transnational Teams (TNTs) to investigate how value placed on cultural diversity, cultural adaptation, communication quality, and trust affect the performance of TNTs and their interaction to each other. TNTs contribute to decisions about a firm's total portfolio of transnational interests, global brands and products, organizational configuration, and global sourcing strategy. Qualitative and quantitative methods are applied in this study of thirty members of TNTs from diverse teams. Based on the qualitative and quantitative analysis, relationships between theory and practice are examined. The analysis shows that there is a strong relationship between trust and performance of TNTs.