As the component partners of the international joint venture (JV) are from different nationalities of which have the diversities of cultural and concepts and the other factors of societies or the political impact. All these factors not only increased the complexity in organization management, but also reduced efficiency of organization. The case company is an international JV specialized in the field of Environmental protection with professionalism recognition and reputation in Taiwan. The mutual cooperation between both parties mainly based on project execution with the foreign joint venture company providing specialized technique and know-how assistance in project execution. And the case company responsible for internal management mechanism and daily operation under mutual common consensus. However, learning after the execution of few joint venture projects, we found out further improvements could be taken in considering of the diversity of culture, concepts and management from both sides. This research is focused on how to efficiently implement the value of JV and gain competitive advantages via case study, the research conclusion summarized as below. 1.The cultural diversity from both sides mainly displays on ideology as well as the values aspect. Therefore, to enhance understanding with each other is necessary in order to effectively reduce the cultural diversity from both sides. To minimize the cultural diversity will increase harmony in communication and coordination and promote higher chance to avoid the possibility of potential conflicts. 2.Before the cooperation taking place, both parties should align their concepts in company goal as well as strategy, management, operation etc., to ensure the achievement of win-win situation. 3.The experience shares: The knowledge exchange and sharing will be contributive to both sides in the way of more understanding both present situations. In the process of mutual cooperation, the occurrences of miscommunication can be attributable to the foreign joint venture company does not fully understand the local market trend and is doubtful about its potential risks. To optimize the joint venture company to have a comprehension of Taiwan enterprises and to share the experiences gained from previous mutual cooperation to facilitate mutual understanding in view of each other standpoint. 4.Increases own organization wisdom capital: The foreign joint company indeed has more specialized technology and finance resources and always takes trust attitude on mutual cooperation. Nevertheless, the foreign joint company still has the hesitancy on the executive capability of project experiences of the case company. The case company should accelerate to accumulate its own organization wisdom capital on professionalism and the technical knowledge in order to lowering risk appraisal by the foreign joint venture company. In this regard, the case company could create more opportunities of mutual cooperation in future special case cooperation in terms of utilizing its own wisdom capital.

Diese Ausgabe präsentiert 6 Artikel, die sich mit der linguistischen und kulturellen Diversität in der Republik Uganda befassen. Besondere Aufmerksamkeit gilt der Frage, wie sich Sprache, Sprachvielfalt und Multilingualismus in öffentlichen und kulturellen Bereichen des täglichen Lebens widerspiegeln. Die Artikel basieren auf Daten und Erfahrungen, die im März 2003 in Uganda gesammelt wurden.

A thesis submitted in fulfilment for the requirement for the degree of Doctor of Philosophy in the Department of Psychology at the University of Zululand, 2006. / This study was conducted to ascertain whether uMkhanyakude District Municipality complies with the provisions of the Employment Equity Act No55 of 1998 and to examine whether the Municipality has devised recruitment methods that provide access to a wider pool of job applicants. Some of the outcomes derived from diversity initiatives are not easily quantifiable or measured but they clearly demonstrate the benefits that can be realized by an organization. Benefits such as: Improved organizational image stemming from more diverse positive reputation and the presence of diverse employees in key positions. Improved co-operation and communication within diverse work-teams, few as they are. Findings_ of this study indicated that cultural diversity is the least understood phenomenon and that the municipality has not made an effort to diversify. This is indicated by the fact that there are no African or White females in the strategic or decision making positions. This under-representation of women constitutes gender discrimination. Also the municipality has not made an effort to develop a strategy on diversifying despite submitting the workforce profile to the Department: of labour; no help has been forthcoming in order to develop equity policies to address high levels of under-representation.

Economic globalization has greatly increased opportunities, but also requires the organizations to be more open and constantly try to create a new working environment. Organizations today are composed of people of different races, ages, languages, religions, and lifestyles. Organizational management's work tends to use a coordinated approach to bring people from different backgrounds together and maximize the ability and talent through multicultural teams. If managed properly, diversity can bring a competitive advantage to the organizations, but if poorly managed, workforce diversity can have negative outcomes. Due to the lack of research on which organizational level is cultural diversity advantageous for organizations to have, this study will focus on understanding cultural diversity and explore new perspectives about the experiences of different individuals in multicultural settings. This qualitative study takes social constructivism as a philosophical position. It has drawn conclusions by an inductive approach based on the empirical data which we have collected through the interviews and literature, where the focus was to construct meaning and interpret the data collected which came from the experiences of the participants.

Purpose: This study aims to investigate, if Multinational Corporations incorporate employees’ culture while forming their organisational culture and the impact of cultural integration on the organisation’s business activities.  Design/methodology/approach: This is an exploratory research in which qualitative data is used. Interviews were administered to 14 employees at Sandvik AB, Sandviken in Sweden. As for validity and reliability, the data for this work was collected from a real life case (Sandvik) and the interview responses were transcribed and analysed in relation to what other scholars consider together with the ideas of the authors.  Findings: This study shows that MNCs incorporate employees’ culture into their organisational culture. Factors of employees’ cultures are present in the organisational culture of Sandvik. Cultural integration as indicated by this study influences job performance, job satisfaction, and give a good image to the organization. It improves team members’ skills and creates aspiration among the employees.  Originality/value and contribution: This topic seems to be one of the few studies that investigate if MNCs incorporate employees’ culture into their organisational culture. It therefore fills the theoretical gap in this area of study. The study contributes to the few studies of integrating employees’ culture into an organisational culture and acts as a start-up guide to future studies.  Limitation: Only one MNC is used in this study. Ideally, another MNC would have been investigated, so as to know if the present results are recurrent with another case. The study is also limited to only the aspect that deals with the integration of employee’s culture into an organisational culture, and not cultural diversity in its totality. It is of interest for scholars in future studies to examine the topic under review relating to several organisations.

This paper aims to measure the kinds of challenges faced by multicultural studentgroups and the influence of culture (individualism and collectivism) on student'sperception of importance on each of the challenges discovered. A 19-item questionnairewas completed by students (N = 234) from different faculties including natural andsocial sciences at Linnaeus University, students were from 47 countries. Challenges inmulticultural groups were measured using a Likert scale (from 1 to 5) that assessedmember participation, communication, group processes and group member compositionand analysed by exploratory factor analysis. To examine the differences in perception ofimportance of the challenges discovered between individualists and collectivists basedon Hofstede's culture framework, t-tests and Mann-Whitney test were conducted. Theresults suggested three main kinds of challenges: culture related challenges, genericgroup work challenges and membership resemblance. Membership resemblance was theonly kind of challenge that significantly differed between individualists and collectivists.Further discussions explaining the results and implementation of this study werepresented.

The aim of the thesis is to explore how parents' life experience can become a resource to strengthen teaching about, and for, cultural diversity with the help of homework assignments and teacher feedback. Two of the four articles included are based on data from the Läxprojektet (2004-2006) [The Homework Assignment Project], which was a practicebased, collaborative research project at a multi-lingual and multi-cultural secondary school. The material collected from project and used in this thesis consists of collaborative homework assignments, audio recorded lessons, student texts and interviews with parents, students and teachers. Article A concerns teachers' feedback during classroom discussions. Results consist of seven categories of feedback and show that all feedback, in contrast to previous research, does not support students' learning. Article B show that collaborative lessons that are based on parents' life experience may fulfill the function of boundary objects (Star &amp; Griesemer 1989) between home and school. Article C deals with the relationship between homework and feedback, which is studied in a research review. Article D revealed that issues concerning how cultural diversity was highlighted at the municipal level and in school planning were primarily featured in the municipalities with the highest proportion of multilingual immigrant students. Thesis results suggest that: Feedback is a challenge for teachers when the content of what the students present is unknown. Parents' life experiences can be a resource in a content-based partnership between home and school. Teaching about cultural diversity is facilitated by the existence of cultural diversity among students and parents. In summary, results indicate that there are several factors that influence whether and how content and teaching about, and for, cultural diversity succeeds in schools. These factors affect the individual level, the classroom level and partially also the municipal level. / <p>At the time of the doctoral defence the following papers were unpublished and had a status as follows: Paper 2: In Press; Paper 3: In Press; Paper 4; Submitted.</p>

Master's thesis Cultural Diversity and its Protection in International Law focuses on the concept of cultural diversity within international law and examines the various means of its protection and promotion. Although the theme of cultural diversity is relatively new for international law, the issue developed significantly in the last fifteen years. This thesis therefore outlines the development of the protection of cultural diversity in an international environment and focuses on its current relevance. The first part of the thesis describes the historical development of the protection of cultural diversity from the perspective of international law. It focuses on the concept of cultural diversity within the framework of international organizations. The thesis then presents various means of protection and preservation of cultural diversity, be it earlier documents dealing with the protection of cultural diversity or the UNESCO Convention on the Protection and Promotion of the Diversity of Cultural Expressions from 2005, which is one of the most important milestones in these efforts. The second part examines in detail the Convention on the Protection and Promotion of the Diversity of Cultural Expressions, the role of civil society in its implementation and the existing positive and negative impacts...

This research seeks to understand how Québec governments have constructed the relation between national identity and cultural diversity from the 1960s’ Quiet Revolution to the 2010s by analyzing the discursive and historical dynamics that have shaped Québec identity politics in this period. First, it clarifies how national identity and cultural diversity are symbolically constructed in relation to one another by analyzing three key discursive lenses that have shaped the construction of national identity and cultural diversity in Québec since the Quiet Revolution, namely nationalism, pluralism, and secularism. These lenses offer different interpretations of the identity-diversity problematic, suggesting competing imperatives that social actors must balance against one another when constructing the relation between national identity and cultural diversity. Second, this research examines how state actors in Québec have mobilized these lenses through policy initiatives and discursive strategies and tried to influence how members of their community think about national identity and respond to cultural diversity. Québec governments’ approaches to diversity management have shifted significantly in this period, from promoting the French language and intercultural integration in the mid- to late-20th century to focusing on religious difference and rigid secularism in the early 21st century. Contributors to this shift include increasing nationalist anxieties through the 1990s, followed by the reasonable accommodation debate and the Bouchard-Taylor Commission in the 2000s. This analysis highlights the challenges that sub-state nationalists face when constructing the relation between national identity and cultural diversity, including the need to manage the cultural anxieties of the majority group. / Graduate

Increased global migration has spurred a vibrant current of research into the economic effects of cultural diversity. Birthplace diversity has become an important indicator used to measure cultural diversity caused by bilateral migration. We detect a lack of studies that explore the short-term effects of birthplace diversity on economic growth. Using a panel dataset including data from 110 countries between years 1990 and 2014, we explore the short-term effects of birthplace diversity on GDP per capita growth. We anticipated that birthplace diversity would carry short-term costs that would negatively affect economic performance, and that the positive effects of birthplace diversity found in previous studies would materialize only in the long-run. Our results provide only weak support for our hypothesis. In the long run our results do indicate a small positive effect of increased birthplace diversity among immigrants on GDP per capita growth, and an increase of the relative size of the immigrant stock correlates with lower GDP per capita growth in the short run, in a more pronounced and negative way.