La Revista do Livro (Revue du Livre) fut publiée au Brésil entre les années 1956 et 1970, en tant que revue officielle de l’Instituto Nacional do Livro (Institut National du Livre), organe du gouvernement fédéral du Brésil responsable de la politique publique sur le livres et les bibliothèques entre 1938 et 1970. En 2002, la Revista do Livro fut reprise par le Departamento Nacional do Livro (Département national du livre), subordonné à la Fundação Biblioteca Nacional (Fondation bibliothèque nationale). Le projet conçu par le poète Augusto Meyer, avait attiré d’importants personnages de l’inteligentzia brésilienne au long des différentes étapes de sa publication. Chacune de celles-ci a correspondu à des différents moments politiques du pays. Dans sa première phase, la Revista do Livro fut publiée entre 1956 et 1961, période qui correspond à celle gouvernement du président Juscelino Kubistchek. La deuxième phase de publication, de 1964 jusqu’à 1970 correspond à la période de la dictature militaire au Brésil. La phase actuelle débuta en 2002, la même année de l’élection du président Luís Inácio Lula da Silva, le premier élu d’un parti de gauche à la tête du gouvernement au Brésil. Cette thèse se propose d’analyser, la première phase de publication de la Revista do Livro qui constitue son corpus. La présente thèse part de l’hypothèse que à travers la compréhension de l’action de la revue se dégage un projet politique, littéraire et culturel spécifique dont les objectives étaient d’imaginer et de sélectionner parmi les traditions brésiliennes celles qui devaient être la base de la formation d’une spécificité de la Littérature Brésilienne : la Littérature Brésilienne des « grands hommes ». / Published between the years 1956 and 1970, the Revista do Livro was the official organ of the Instituto Nacional do Livro. The Departamento Nacional do Livro - under the Fundação Biblioteca Nacional – had reclaimed the project in 2002. Conceived by the poet gaucho Augusto Meyer, the magazine gathered in their significant names in Brazilian intelligentsia pages at its various stages of publication, which coincided with different political moments Brazilians. Its first phase (1956-1961) comprises exactly the period of the Juscelino Kubitschek government and has 24 numbers divided into 20 volumes. Its second phase, from 1964 up to 1970, occurred during the period of military dictatorship in Brazil, with 19 issues published in 17 volumes. In addition, his third and current phase, begun in 2002, coincides with the election of Luiz Inacio Lula da Silva of the Workers Party to the presidency and retrieves the sequence number of the magazine. The last number released on July 23, 2015, was the 55, totaling 12 issues in 12 volumes. Given this proliferation of numbers, we decided to make a cut in research corpus setting for this thesis, focusing on the first phase of the magazine. Therefore, we will work with the 24 first issues published between the years of 1956 and 61, extending the look at their early stage, i.e. for the years of planning and creation of the Instituto Nacional do LIvro and its journal. This thesis supports the hypothesis that the Revista do Livro acted as a political project, literary and specific cultural, whose objectives were to imagine and select the traditions that were the basis for (re) found the National Literature from the Constitution a canon based on the great figures of literary historiography. / Publicada entre os anos de 1956 e 1970, a Revista do Livro era o órgão oficial do Instituto Nacional do Livro. Seu projeto foi retomado pelo Departamento Nacional do Livro – subordinado à Fundação Biblioteca Nacional – em 2002. Idealizada pelo poeta gaúcho Augusto Meyer, a revista reuniu em suas páginas nomes significativos da intelectualidade brasileira em suas diferentes fases de publicação, que coincidiram com diferentes momentos políticos brasileiros. Sua primeira fase, de 1956 a 1961, compreende exatamente o período do Governo de Juscelino Kubitschek e possui 24 números divididos em 20 volumes. Sua segunda fase, de 1964 a 1970, ocorreu durante o período da Ditadura Militar no Brasil, com 19 números publicados em 17 volumes. E sua terceira e atual fase, iniciada em 2002, coincide com a eleição de Luís Inácio Lula da Silva, do Partido dos Trabalhadores para a Presidência da República e recupera a sequência numérica da revista. O último número lançado, em 23 de julho de 2015, foi o 55, totalizando 12 números em 12 volumes. Diante dessa proliferação de números e de “coincidências históricas”, optamos por realizar um recorte na definição do corpus de pesquisa para a presente tese, focando na primeira fase da revista. Assim sendo, trabalharemos com os 24 primeiros números, publicados entre os anos de 1956 e 61, ampliando o olhar para a sua fase embrionária, ou seja, para os anos de planejamento e criação do Instituto Nacional do Livro e da sua revista. A presente tese sustenta a hipótese de que a Revista do Livro atuou a partir de um projeto político, literário e cultural específico, cujos objetivos eram imaginar e selecionar as tradições que serviriam de base para (re)fundar a Literatura Nacional a partir da constituição de um cânone baseado nos grandes vultos da historiografia literária.

Anderson, et al. (1994) have outlined the importance of bilateral relationships in business-to-business (B2B) marketing environments and thus the understanding of the business network context within which they are embedded. Through the globalization, this understanding has even gained in importance due to the increased challenges arising from working across cultural and national borders. However, culture in Supply Chain Management (SCM) is an underresearched area so far. This thesis has as a purpose to investigate the research question “What national cultural factors are considered in supply chain management by companies in practice and what are their relations?”. Furthermore, it was aimed at comparing the downstream (client) SCM side to the upstream (supplier) side.This thesis applied a quantitative approach in combination with a cross-sectional research design. An online survey was conducted using as a sample the 195-member companies of Ljungby Business Arena. In addition, responses were also collected through the snowball method. Based on the analysis of the survey results the following main findings were revealed: Not all national cultural factors mentioned in theory are considered in SCM by enterprises in practice. Language skills was in up- and downstream the most considered factor. The national cultural factors among themselves are correlated in different directions and at varying degrees of strength. Cultural distance only yielded positive correlations to the national cultural factors in the downstream side but not in the upstream side. Differences between up- and downstream SCM with regard to the consideration of national cultural factors exist; the downstream side considers (seen over all factors) culture more. The main theoretical implications are that also material dimensions of culture should be considered in theory and that due to the differences in up- and downstream SCM maybe different models for each side should be developed. For companies, the findings have shown that employees do not consider all factors of national culture and that they are rather free in their decisions on how to interact with foreign clients respectively suppliers. Thus, enterprises should train and sensitize their employees more to help them adapt to the different national cultural factors during their interactions. Moreover, companies might think about introducing more guidelines, which, however, still leave space for adaptation towards the individual clients and suppliers.

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2018-03-19T13:59:09Z No. of bitstreams: 1 Rafael Luis Pessin_.pdf: 1184466 bytes, checksum: 307bcbdb1ab9e507b1ea5194d0187822 (MD5) / Made available in DSpace on 2018-03-19T13:59:09Z (GMT). No. of bitstreams: 1 Rafael Luis Pessin_.pdf: 1184466 bytes, checksum: 307bcbdb1ab9e507b1ea5194d0187822 (MD5) Previous issue date: 2017-12-19 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / PROSUP - Programa de Suporte à Pós-Gradução de Instituições de Ensino Particulares / Nos últimos anos, a prática de remuneração por desempenho (RPD) tem despertado particular interesse dos clubes brasileiros de futebol e relativo destaque na mídia especializada do país. Inspirada nos modelos de remuneração executiva e motivada pelos cases de sucesso do futebol europeu, a RPD foi adotada no Brasil como forma de mitigar problemas econômico-financeiros e esportivos. No entanto, embora considerada uma solução viável e até mesmo adequada para muitas organizações e clubes pelo mundo, a sua adoção no país tem sofrido resistência. Apoiado neste problema, o presente estudo questionou a extensão na qual a RPD estaria efetivamente adequada aos clubes e atletas brasileiros. Para isto, buscou analisar se a estrutura da remuneração por desempenho no futebol brasileiro é consistente com os valores da cultura nacional. Cinco proposições teóricas foram desenvolvidas para nortear as discussões, sendo estas examinadas através de uma abordagem integrativa mediante a combinação de métodos quantitativos e qualitativos. Na etapa quantitativa, um levantamento (survey) de caráter exploratório foi efetivado com executivos de futebol afiliados a Associação Brasileira de Executivos de Futebol (ABEX). Na etapa qualitativa, quatro entrevistas foram realizadas como forma de aprofundar os resultados. As evidências possibilitaram a confirmação efetiva de apenas duas das cinco proposições. Apesar disto sugerir a suposta inadequação da prática, os elementos conflitantes aos valores brasileiros puderam ser justificados de um ponto de vista cultural. Os clubes parecem ter ajustado os diferentes componentes que integram a RPD aos valores culturais do país. Logo, inferiu-se estar adequada a prática ao futebol brasileiro. Especial destaque pode ser dado às remunerações individuais. Incentivos baseados em metas de atuação, embora de cunho individual, parecem reforçar os valores culturais do país, enquanto incentivos baseados em ações individuais (gols e assistências), apesar de amplamente utilizados no futebol europeu, contrariam os valores brasileiros. Duas reflexões foram sugeridas a partir destas conclusões. Primeiramente, as resistências inicialmente mencionadas não aparentam estar vinculadas à RPD, mas sim, a sua estruturação a partir das ações individuais dos jogadores. Em segundo lugar, diferenças culturais ensejam diferenças nas práticas de gestão. / In recent years, pay for performance has aroused particular interest from Brazilian soccer clubs and relative attention from the media. Inspired by executive compensation models and motivated by European soccer success cases, pay for performance was adopted in Brazil as a way to mitigate economic, financial and sports problems. However, while considered a viable and even suitable solution for many organizations and clubs around the world, its adoption in the country has been resisted. Based on this problem, the present study questioned the extent to which pay for performance would be effectively suitable for Brazilian clubs and athletes. It sought to analyze wheter pay for performance structure in the Brazilian soccer is consistente with the values of the national culture. Five theoretical propositions were developed to guide the discussions, examined through an integrative approach by a mix of quantitative and qualitative methods. In the quantitative stage, an exploratory survey was carried out with 35 soccer executives affiliated to the Brazilian Association of Soccer Executives (ABEX). In the qualitative step, four interviews were conducted as a way to deepen the results found in the previous stage. The evidence presented along these stages enabled the validation of only two of the five theoretical assumptions. Although these results suggest a supposed pay for performance inadequacy, the conflicting elements could be justified from a cultural point of view. Clubs, in general, seem to have adjusted the different pay for performance components to the brazilian cultural values. Therefore, this study inferred that pay for performance is appropriate to the Brazilian soccer. Particular emphasis can be given to individual compensations. Incentives based on performance goals, although of an individual nature, seem to reinforce the brazilian cultural values, while incentives based on individual actions (goals and assists), although widely spread in European soccer, contradict the brazilian collectivist values. Two reflections were suggested from these conclusions. Firstly, the resistances initially mentioned do not appear to be related to pay for performance, but rather to their structuring from the players' individual actions. Second, cultural differences lead to differences in management practices.

Research Aim: Our aim is to understand how multinational companies integrate cultural diversity of employees in their corporate culture. To achieve this objective, we compare the employees’ perception with the company's view on the topic. Design/methodology/approach: A qualitative case study is conducted with three sets of questionnaires. Two sets of questionnaires were designed for the foreign and the local employees. The third set was created for the department of human resource management who represented the company’s view. Analysis is done by comparing the theories with empirical findings of the study. Findings: The findings revealed that corporate culture is inspired by the national culture. By implementing a proper recruiting process, socialization and teamwork, multinational companies can integrate cultural diversity successfully in their corporate culture. Several tools such as offering language courses, announcements in both languages, a welcoming at the new country booklet, mentors, anonymous feedback on cultural issues and sports or cultural outings are proposed to manage cultural diversity. These tools can be used for both the foreign and the local employees. The integration relies on both employees and the companies. However, upper management should support the department of human resources management to find solutions for the integration of a culturally diverse workforce. Practical implications: Contemporary studies propose tools like mentoring programs that are costly and may ignite stereotyping while managing cultural diversity. This study proposes tools that are cost-effective and functional in integrating and managing cultural diversity of employees. Originality/Value: Previous studies do not emphasize the role of corporate culture in integrating cultural diversity of employees. This study focuses on the empirical gap of employees’ perception on the role of corporate culture in integrating cultural diversity. It proposes, that to manage cultural diversity, companies should only focus on the national and corporate culture of the company and not necessarily of the employee’s culture. / Syftet: Vårt mål är att förstå hur multinationella företag integrerar kulturellt mångfald i deras företagskultur. För att uppnå detta mål jämför vi medarbetarnas uppfattning med företagets syn i ämnet. Design / metod / tillvägagångssätt: En kvalitativ fallstudie genomförs med tre uppsättningar av frågeformulär. Två av frågeformulären utformades för utländska och lokala anställda. Den tredje uppsättningen skapades för personalavdelningschefen som representerade företagets uppfattning. En analys görs genom att jämföra teorierna med det empiriska resultatet av studien. Resultat: Resultatet visade att företagskulturen är inspirerad av den nationella kulturen. Genom att implementera en organiserad rekryteringsprocess, socialisering och lagarbete, kan multinationella företagen integrera kulturell mångfald framgångsrikt i sin företagskultur. Flera verktyg så som att erbjuda språkkurser, utskick på bägge språken, ett välkomshäfte för det nya landet, mentorer, anonym feedback om kulturella frågor och sport eller kulturutflykter föreslås för att hantera kulturell mångfald. Dessa verktyg kan användas för både utländska och lokala anställda. Integrationen bygger på både de anställda och företaget. Högre befattningar bör dock stödja personalavdelningen för att hitta lösningar för integration av en multikulturell arbetskraft. Praktiska åtgärder: Samtidsstudier som verktyg så som mentorprogram är kostsamma och kan skapa fördomar samtidigt när man vill behandla ämnet. Den här studien föreslår verktyg som är kostnadseffektiva och funktionella för att integrera och hantera kulturella mångfald hos de anställda. Bidrag: Tidigare studier betonar inte företagskulturens roll i att integrera kulturell mångfald hos anställda. Denna studie fokuserar på det empiriska gapet av medarbetarnas uppfattning om företagskulturens roll för att integrera den kulturella mångfalden. Det föreslås, för att hantera kulturell mångfald bör företagen bara fokusera på den nationella kulturen och företagskulturen och inte nödvändigtvis på medarbetarens kultur.

This thesis focuses on intercultural comparison issue. In the first part, essential parts of cultural comparison are discussed, as the consideration of future way and meaning of national cultures. Next, the relationship between national and organizational culture is described and recent intercultural researches are assessed. On this theoretical framework, the Swedish culture research is based. The main benefit of the research is the subjective comparison method that describe in detail position of Swedish culture compared with another. At the end, the Swedish national culture results are gently transferred to organizational culture. The goal of this paper is contemporary assessment of Swedish culture and topics suggested for next research.

In the rapid pace of globalization and new market competition, the New Product Development (NPD) and the Supply Chain Management (SCM) represent today a frontier to obtain competitive advantages to companies. One interface between NPD and the SCM, the Supplier Integration (SI) has proved to be effective as competitive advantage. However, there is a lack of research on how human variables, such as national culture, can moderate the effectiveness of Supplier Integration on those fields. Therefore, this study investigates the relationships between Supplier Integration from the Product-Process-Supply Chain triad and the National Culture Dimensions. I conducted an exploratory case study in 3 companies in the automobilist industry that operates as a Modular Consortium (MC) in Southern Brazil and used the Hofstede´s (2001) national culture dimensions to model national cultural factors. The findings show an evident relation between Supplier Integration with the Low Power Distance, Low Individualism and High Uncertainty Avoidance poles, while no Masculinity and Longterm Orientation pole was distinct for the Supplier Integration in the case study. The managerial implications of this study is to provide a better understanding of the potential impact of human factor to the Supplier Integration in companies that will have operations in Brazil. / No ritmo acelerado da globalização e nova concorrência no mercado, Desenvolvimento de Novos Produtos (NPD) e Supply Chain Management (SCM) representam hoje uma fronteira para obter vantagens competitivas para as empresas. Uma interface entre o NPD e o SCM, a Integração do Fornecedor (SI) provou ser eficaz como vantagem competitiva. No entanto, há uma falta de investigação sobre como variáveis humanas, tais como cultura nacional, pode moderar a eficácia da integração do fornecedor (SI) nesses campos do conhecimento. Portanto, este estudo investiga as relações entre fornecedor Integração da Cadeia na tríade Produto-Processo-Cadeia de Suprimentos e as Dimensões da Cultura Nacional. Para tal foi realizado um estudo de caso exploratório em três empresas do setor automobilístico que operam no Consórcio Modular (MC) no Sudeste do Brasil e usaram-se as dimensões culturais de Hofstede\'s (2001) para modelar fatores humanos. Os resultados mostram uma evidente relação entre a integração do fornecedor com a baixa Distância do Poder, baixo Individualismo e elevada Aversão à Incerteza, no entanto não foram obtidas relações evidentes para as dimensões Masculinidade e Orientação a Longo Prazo para a Integração do Fornecedor no estudo de caso. A principal colaboração deste trabalho é o fornecimento de uma melhor compreensão do potencial impacto do fator humano para a integração do fornecedor em empresas que possuem operações no Brasil.

<p>The last decade has seen the huge impact of globalization on the way organizations perform their routine activities with a greater than before extent of focus on project management in order to be in sync with the fast changing environment. Therefore the companies are required to understand a national culture’s impact on decision making in project teams in different countries. This thesis investigates the national cultures influence on decision making in project teams in Thailand and India by focusing on IT industry based on Hofstede’s (1980) five cultural dimensional framework. The researchers intend to identify similarities and differences in decision making styles of both countries. Throughout the study, useful lessons for project team on national cultures impact on decision making can be drawn for IT companies in Thailand and India and future mixed-culture teams. It also provides the insight for the project teams to have concern for and understand why people from different cultures act or respond to various situations differently giving high emphasis to decision making process.</p><p>An empirical qualitative research using semi-structured interviews was conducted from a total of 12 IT project team members in Thailand and India based on their experiences on cultural influence on decision making when working in project teams. The research revealed that there are significant differences in decision making styles of Thai and Indian IT teams, and the differences have strong links with cultural aspects. The results also addressed number of similarities in the decision making styles of Thailand and India. The major implication is that the knowledge of the cultural differences and similarities would facilitate better management of mixed Thai-Indian project teams. Therefore, by keeping in mind the importance as well as the impact of various national cultures and presenting each member with social working knowledge of peers within the mixed-culture team, arguments and conflicts due to misconception and pre-judgment can be minimized. Hence it will increase the efficiency and effectiveness of the working process and environment in the project teams.</p>

How do people construct shared views of what the organization is all about in the international, complex; company? Within a cultural perspective, organizational identity can be tmderstood as organizational members' shared views and definitions of the organization. As people make sense of actions, events, decisions, etc., shared meanings develop which provide organizational members with a sense of organization. Through an ethnographic study in the corporate setting of lKEA I have tried to create an understanding of the processes tluough which organizational identities become constructed across borders. In the study it is shown how organizational members through the processes of sense-making construct collective self-views. By drawing borders against the outside world, mirroring themselves and talking to the self, organizational members come to create definitions of what the organization is all about. In the international, complex organization, these processes take place in different national contexts and in various local spheres of meaning. In order to offset divergent views and differentiation of meanings, managers try to create a global supra-identity through the fabrication of culture. At the same time, however, there is a heterogenization of meanings as predefined meanings from the top are constantly interpreted, rejected, recreated or adopted in the local spheres. Thus, in the complex organization, there are many collective selfviews and multiple identities. The organization, then, is to be Wlderstood as an arbitrary boundary around a set of spheres of meaning that overlap and interact.Index

To  ensure  success  in  the  rapid  pace  of  globalization,  it  is  crucial  for  companies  to understand the management practice within and outside national boundaries. This study investigates  the  influences  of  national  culture  on  new  product  development  (NPD) collaboration between China and Sweden.   By applying  the  qualitative approach  with a single  case,  the  study  shows that national culture influences on NPD  collaboration  by  means  of organizational  culture and  work values   regarding   six   national   culture   dimensions   between   China   and   Sweden. Concerning  organizational  culture,  power  distance  and  masculinity  versus  femininity dimensions  of  national  culture  have  impacts  on  NPD  collaboration.  In  terms  of  work values, the  influences  of power  distance and uncertainty avoidance are  ranked at  first place, whereas individualism and collectivism, masculinity  versus femininity, harmony and long-term versus short-term orientation are relative weak comparing with first two dimensions.   However,  the  results  also  show  that  some  organizational  characteristics  including uncertainty  avoidance,  long-term  versus  short-term  orientation  and  harmony  have barely  effects on NPD  collaboration. This  implies that there  could  be  context-specific factors  that  affect  performances  of  NDP  collaboration  regardless  of  in  which  country the NPD project takes place.

The last decade has seen the huge impact of globalization on the way organizations perform their routine activities with a greater than before extent of focus on project management in order to be in sync with the fast changing environment. Therefore the companies are required to understand a national culture’s impact on decision making in project teams in different countries. This thesis investigates the national cultures influence on decision making in project teams in Thailand and India by focusing on IT industry based on Hofstede’s (1980) five cultural dimensional framework. The researchers intend to identify similarities and differences in decision making styles of both countries. Throughout the study, useful lessons for project team on national cultures impact on decision making can be drawn for IT companies in Thailand and India and future mixed-culture teams. It also provides the insight for the project teams to have concern for and understand why people from different cultures act or respond to various situations differently giving high emphasis to decision making process. An empirical qualitative research using semi-structured interviews was conducted from a total of 12 IT project team members in Thailand and India based on their experiences on cultural influence on decision making when working in project teams. The research revealed that there are significant differences in decision making styles of Thai and Indian IT teams, and the differences have strong links with cultural aspects. The results also addressed number of similarities in the decision making styles of Thailand and India. The major implication is that the knowledge of the cultural differences and similarities would facilitate better management of mixed Thai-Indian project teams. Therefore, by keeping in mind the importance as well as the impact of various national cultures and presenting each member with social working knowledge of peers within the mixed-culture team, arguments and conflicts due to misconception and pre-judgment can be minimized. Hence it will increase the efficiency and effectiveness of the working process and environment in the project teams.