Multiculturalism has emerged to challenge liberalism as an ideological solution in coping with ethnic diversity. Inter–ethnic group contact amongst individuals of different cultures is defined as acculturation. Acculturation is an experience from different cultural encounters between employees and their work environments where organisational socialization is a prerequisite to becoming accustomed to different cultural conditions. Acculturation orientation is related to well–being and involves social identification techniques of a minority group within the workplace. Acculturation thus becomes a factor on which to focus when cultural differences are experienced by employees in an organisation of differing cultural values. For purposes of this particular study, the focus will be placed on integration as a mediating role in the relation between positive acculturation conditions and work outcomes. Intergroup relations and adaptation to host culture will be measured directly as per the responses from participants. For the purpose of this study, a quantitative approach is adopted by using a five point Likert scale questionnaire adapted from the model designed by Arends–Toth and Van de Vijver (2006). Predictors in the adapted model include mainstream multiculturalism factors (norms and practices), tolerance, ethnic integration demands and ethnic vitality and outcomes of acculturation, subjective work success, work commitment and job satisfaction. The results indicated that a workplace culture that promotes ethnic cultural maintenance of people from a diverse background coupled with encouragement to participate in the mainstream by ethnic members at home and at work would contribute to the experience of higher levels of subjective work success (Jackson, van de Vijver & Ali, submitted). Multiculturalism practices and ethnic vitality have indirect and significant effects on psychological and socio cultural acculturation outcomes (job satisfaction and organisational commitment as well as subjective experience of work success), while multicultural norms only have indirect and significant effects on psychological acculturation outcomes (job satisfaction and organisational commitment). / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Multiculturalism has emerged to challenge liberalism as an ideological solution in coping with ethnic diversity. Inter–ethnic group contact amongst individuals of different cultures is defined as acculturation. Acculturation is an experience from different cultural encounters between employees and their work environments where organisational socialization is a prerequisite to becoming accustomed to different cultural conditions. Acculturation orientation is related to well–being and involves social identification techniques of a minority group within the workplace. Acculturation thus becomes a factor on which to focus when cultural differences are experienced by employees in an organisation of differing cultural values. For purposes of this particular study, the focus will be placed on integration as a mediating role in the relation between positive acculturation conditions and work outcomes. Intergroup relations and adaptation to host culture will be measured directly as per the responses from participants. For the purpose of this study, a quantitative approach is adopted by using a five point Likert scale questionnaire adapted from the model designed by Arends–Toth and Van de Vijver (2006). Predictors in the adapted model include mainstream multiculturalism factors (norms and practices), tolerance, ethnic integration demands and ethnic vitality and outcomes of acculturation, subjective work success, work commitment and job satisfaction. The results indicated that a workplace culture that promotes ethnic cultural maintenance of people from a diverse background coupled with encouragement to participate in the mainstream by ethnic members at home and at work would contribute to the experience of higher levels of subjective work success (Jackson, van de Vijver & Ali, submitted). Multiculturalism practices and ethnic vitality have indirect and significant effects on psychological and socio cultural acculturation outcomes (job satisfaction and organisational commitment as well as subjective experience of work success), while multicultural norms only have indirect and significant effects on psychological acculturation outcomes (job satisfaction and organisational commitment). / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Syftet med denna uppsats har varit att beskriva och analysera hur unga vuxna i efterhand minns hur det var att komma som ensamkommande barn och integreras i Sverige. I denna studie har en kvalitativ metod använts, och fem semistrukturerade intervjuer har genomförts med unga vuxna med erfarenheter av att komma till Sverige som ensamkommande barn. Studiens teoretiska referensram består av Giddens (2014) idealmodeller för etnisk integration, Lidskogs (2009) resonemang kring social sammanhållning och kulturellt korstryck och Al Baldawis (2014) teori om migration och anpassning. Tidigare forskning består av studie om begreppet integration, hur integration kan se ut för ensamkommande barn samt hur socialtjänsten arbetar med ensamkommande barn. Tidigare forskning i denna uppsats har använts i kombination med uppsatsens teoretiska referensram i analysdelen. Uppsatsens huvudresultat visade bland annat att unga vuxna upplevde att mycket ansvar låg i deras händer gällande sin integration i Sverige. Resultatet visade även att det var en utmaning för de unga vuxna att möta den nya kulturen och det nya samhällssystemet. Denna utmaningen klarade vissa unga vuxna på egen hand medan andra fick hjälp av vuxna personer eller nya kompisar. Vidare framkom det att unga vuxna upplevde att språk och umgänge var viktiga komponenter som ingick i integrationsprocessen. / The purpose of this study has been to describe and analyze how young adults remember in retrospect, what it was like to come as unaccompanied minors and integrate in Sweden. In this study, we use the qualitative research method with the help of five semi structured interviews that were conducted with young adults that hold the experience of coming to Sweden as unaccompanied children. The theoretical framework of this study lies in Giddens (2014) ideal models for ethnic integration, Lidskog’s reasoning about social cohesion and cultural pressures and Al Badawi’s (2014) theory of migration and adaption. Earlier research in this study has been of use in combination with the essays theoretical framework in the analysis. The main result in the essay has indicated (amongst other things) that young adults experience having much responsibility concerning their integration in Sweden. Results also showed that it was challenging for the young adults to encounter the new culture and the new social system. This challenge was successfully handled by some young adults single-handedly while the others got help from adults and new friends. Furthermore, it was found that young adults experienced that language and social intercourse were important components which was part of the integration process.