Abstract  The severe situation of female child soldiers worldwide continues, and the harsh reality they stand in front of once returning back to their communities is often concealed. By the time former female child soldiers begin their journey back to civilian life and a life of dignity, they face various difficulties. Females are often exposed to marginalisation, stigmatisation, discrimination and isolation, and their livelihood and safety tend to be jeopardised. Females are often disregarded and are desperately fighting a battle to become accepted and to receive needed assistance. Since gender roles and gender identities vary around the world and between regions, communities tend to treat females and males very differently. Expectations of females vary depending on structures in communities and therefore communities tend to treat females in a certain way. This study seeks to explore national reintegration strategies in the Democratic Republic of Congo (DRC) and how the gap between these strategies and traditional cultural and social expectations of females affect reintegration processes in the country. The complex situation of female child soldiers in the DRC in terms of disarmament, demobilization and reintegration (DDR), with particular focus on reintegration is addressed in this thesis. The objective of this study is to analyse to what extent national reintegration strategies in the DRC are adapted to meet the needs of females and their home community. The findings indicate that the national program of DDR in the DRC, the PNDDR, is not aligned with existing cultural and social expectations of females, which have major consequences in reintegration processes. The findings demonstrate that there are many systems which are vital and have to be considered for reintegration to be effective. These systems have to be considered by the PNDDR on a broader level since there are shortcomings in these systems. It is significant to have knowledge about females to be able to streamline DDR processes and once designing programs of DDR. If reintegration of females is unsuccessful, this has negative effects for peace. This study draws on qualitative approaches and a desk study is performed. A created analytical framework taking surrounding environments, child development and social and cultural components into account is used. Keywords: DDR, DRC, Females, Reintegration, Traditional Social Expectations, Traditional Cultural Expectations

Japanese fathers residing abroad have not been given much attention in Japanese scholarship. In this study, I examine how Japanese fathers in the United States negotiate between Japanese and American cultural expectations regarding fatherhood. Relying on a symbolic interactionist perspective, and through qualitative research involving in-depth interviews with 24 Japanese fathers who live in the United States for business, I focus on the men's culture, conduct, and self-identification. My interviews suggest that Japanese fathers who temporarily stay in the United States usually adhere to Japanese culture and, accordingly, live up to Japanese expectations of fatherhood. Thus, paternal modifications influenced by expectations from close associates are due not to their embracing American fatherhood, but rather to their "situational adjustment." Ultimately, this is a study of cognitive boundaries and of how people decide to internalize cultural expectations different than their own.

Organizational culture statements are established to pronounce and promote core values for employees to live while performing roles and responsibilities. It is essential for employees to be knowledgeable of cultural expectations. When considering organizational alignment, research has indicated there is deficient linkage when analyzing applied strategies versus envisioned strategies focusing on employees’ actual lived experiences. The purpose of this phenomenological study was to survey whether the corporate health care employees’ lived experiences mirrored the stated cultural values associated with the theoretical framework concerning artifacts, espoused values, and basic assumptions. Through an online survey, this phenomenological study analyzed cultural experiences of 10 corporate health care employees, ranging from administrative support to the executive level. This study revealed experiences by employees based on stated cultural values and expectations. Many of the participants’ lived experiences linked back to the organization’s advertised cultural values. Results relative to behaviors emulating the culture statement were expressed based on employees’ alignment with the organizational mission and vision. They feel included, recognize integrity, and have an appreciation for serving the community. Other findings linked to the communication mediums were based on utilization, frequency, and access to appropriate communication tools. Findings also demonstrated leaders’ behaviors which align with innovation and granting autonomy for optimal performance. These results may influence social change by providing insight for better understanding employees’ lived experiences, thus creating improved alignment, replication of behaviors, mutual respect, and collaboration.

Yes / This paper introduces the concept of ‘organizational readiness’: socio-cultural expectations about working selves that prepare young people (albeit indirectly and in complex and multi-faceted ways) for their future life in organizations. This concept emerges from an analysis of Disney animations and how they constitute expectations about working life that may influence children through their representations of work and gendered workplace roles. The paper’s exploration of Disney’s earlier animations suggests they circulated norms of gender that girls should be weak and avoid work. In contrast, its contemporary productions circulate gender norms that suggest girls should be strong and engage in paid work. In this reading, the continued circulation of earlier alongside contemporary animations may convey to young viewers a paradox: girls must and must not work; they must be both weak and strong. We thus offer new insights into the puzzle of the continued relegation of women to the side-lines in organizations; although, more optimistically, we also point to ways in which future generations of employees may forge ways of constituting forms of gendered selves as yet hardly imaginable.