Thesis (laurea in lettere)--Università di Roma, 1979. / Includes bibliographical references (p. 151-156).

Human resource development (HRD) professionals have been sensitive to employees' nonverbal behaviors in other countries in the past decades. Additionally, nonverbal cues impact not only firms' selection programs but also affect job interviews. However, this qualitative research examined whether a clothing retail company has trained hiring managers to recognize nonverbal cues in the selection program. Furthermore, the researcher verified whether eye contact, volume of voice, facial expressions, gestures, postures, and attire were emphasized in the company selection program and customer service. Overall, the conclusion indicated the company did not train all hiring managers to recognize nonverbal cues in the selection program. Second, the company did not make sure whether all managers have been trained on recognizing nonverbal cues by the same training program in order to have a consistency with the company's goal. Moreover, the issue turned out that managers developed their own cognitions of nonverbal cues and implemented their own knowledge of nonverbal cues in the firm's selection program. Finally, the data illustrated only eye contact, volume of voice, facial expressions, and gestures are emphasized in the firm's selection program and customer service.

This report focuses on the differences between teachers’ nonverbal behaviors across cultures. It presents the literature review on the effects of teachers’ nonverbal behaviors on students’ motivation, cognitive and affective learning, theories of nonverbal behaviors and cultural dimensions that affect the display of these behaviors across cultures. It indicates the need for further research in the analysis of teachers’ nonverbal behaviors in relation to their culture and the effect of these behaviors on students’ learning. / text

The purpose of this study was to compare the philosophical stance, terminology, methodology, and research findings of two representative and influential investigators in the field of nonverbal behavior, Ray L. Birdwhistell and Paul Ekman, drawing theoretical implications and practical applications for oral interpretation. The study found that while Birdwhistell has maintained that all nonverbal behavior is culturally learned and must be examined within the communication gestalt, Ekman has emphasized the innate, universal, and expressive elements of bodily movement, especially that of the face. Ekman has recognized the role of cultural learning, however. It was found that neither Birdwhistell's nor Ekman's research has rendered support for any of the theoretical approaches to nonverbal behavior which oral interpreters have entertained in the past. However, it was found that Birdwhistell's and Ekman's approaches to nonverbal behavior do justify a more deliberate training strategy in oral interpretation. It was found that Ekman's external variable research methodology which encompasses both indicative and communicative methods offers more chance of generating meaningful and useful research in oral interpretation than does Birdwhistell's structural approach. It was also found that Ekman's constructs of emblem, illustrator, regulator, adaptor, and affect display offer the most workable vocabulary with which to discuss and elucidate nonverbal behavior, and that Ekman's research which is continually updating and expanding these categories illuminates concepts with which oral interpretation scholars have been grappling for years.

Communication is essential to business. A major component of communication is nonverbal communication. This form of communication has existed and been capitalized upon much longer than verbal communication. Nevertheless, the majority of people do not receive any formalized training on the subject. The objective of this report is to outline the importance of nonverbal communication by providing the reader with a practical introduction to the topic and define how it is applicable to business. / text

No description available.

Thesis (M.A.)--Ohio State University. / Bibliography: leaves 97-106. Available online via OhioLINK's ETD Center

The unprecedented growth of international business has resulted in an increased volume of face-to-face negotiations between parties from different cultures. The importance of cross-cultural negotiation in today¡¦s business environment is reflected in the growing body of negotiation literature. However, there is a notable void in negotiation research regarding the impact of culturally divergent modes of nonverbal communication. The purpose of this paper is to identify the key linkages between the disparate fields of cross-cultural negotiation and nonverbal communication. A model illustrating how key determinants of nonverbal communication affect cross-cultural negotiation is presented. The goal of the model is to provide some valuable insights into how negotiators from diverse backgrounds communicate on a nonverbal level, and how divergences in nonverbal communication affect the negotiation process and outcomes.

Thesis (Ph. D.)--University of Oklahoma, 1997. / Includes bibliographical references (leaves 146-166).

Thesis (M.A.)--West Virginia University, 2003. / Title from document title page. Document formatted into pages; contains v, 72, [3] p. Vita. Includes abstract. Includes bibliographical references (p. 43-55).