Introduction: Swedish furniture companies have been quite successful in many parts of the world recently, with IKEA being a famous example of that. Meanwhile, Vietnam has one of the fastest-growing economies in South East Asia. However, there has not been any Swedish furniture company established on the Vietnamese market so far. Therefore, it would be useful to see if the Vietnamese furniture consumers would appreciate Swedish furniture, in order to analyze whether Swedish furniture companies could have success in Vietnam as well. Purpose: To study (1) How Vietnamese furniture consumers perceive the typical product values of Swedish furniture and (2) Analyze the potential for establishing Swedish furniture companies on the Vietnamese market. Methodology: Interviews, survey and secondary data. Findings and Analysis: The findings show that Vietnamese furniture consumers would generally appreciate Swedish furniture product values. Although the consumers do not recognize Sweden or Scandinavia as a furniture country or region, their preferences shown in furniture characteristics imply a increasingly positive attitude towards typical Swedish furniture product values. Conclusion and Recommendations: Due to the appreciation of Swedish typical product values, the potential for establishing Swedish furniture companies could be regarded as considerable in terms of product values. It is thus recommended that Swedish furniture companies carry on with creating typical Swedish product values when they enter the Vietnamese market. Index words: Sweden, Vietnam, Furniture, Product Values, Consumer Perception

My study was conducted to provide a deeper understanding of the identity of employee soldiers in the armed forces and their experience of their role in the military context. To describe and identify the soldier's identity formation, values and norms working in group processes are taken into account. As the individual identifies her or himself whit the group, the various phenomena as hostility to other military groups arise. The individuals weld together with other group members to form strong normative relationships within the group. Through a qualitative research approach eight soldiers in a regiment in western Sweden were interviewed, four of them were group executives or deputy group leaders and others were ordinary soldiers. The interviews were interpreted based on the symbolic interactionistic theory; Mead and Goffman. The results of this study indicate that soldiers are working largely based on non-monetary reasons and that varied tasks, the salary and career are do not primarily matters. The team spirit is strong, contrary to the perceived problems of the military organization. Despite a lot of commuting to and from their daily lives, the soldiers see their job as very important and stimulating. The respondents appear to such a great extent be shaped by their work situation that this noticeably affects them in their civilian identity work.

The aim of the study was to investigate how a community motivates and ensures the implementation of its values and how this document affected personnel of meaning, vision and daily operations. The study was based on semi-structured interviews, in which nine respondents were interviewed in a city in southern Sweden. Interviews dealt with three different themes, all concerned organization or set of values. The analysis was based partly on how organizations and institutions build up and maintain their legitimacy. The analysis was also explained by the new institutional theory and its concepts isomorphism. In conclusion, the study shows that the concept of value system is very subjective and means different things depending on which profession you belong to. The study also showed that officials of the municipality indicate that the values discussed continuously in operation. This picture did not fit at all agree with the care assistants who considered values almost never discussed. The study also showed that the implementation was not as successful as desired, then no time for reflection was. The study showed that the reason that there was an opportunity to reflect due to the time and resources were too scarce. Throughout officials related concepts in the study more to an organizational plan, when care assistants instead relate everything to the actual meeting with the care recipient. Instead of using values as a benchmark they instead used of the "inner compass" that consists of subjective norms and values.

Bangladesh geographically comprised one of the largest delta landscapes of the world. Almost 6.7% of country’stotal area (147570 sqkm.) is covered byrivers and inland water bodies. These water bodies being rich in fishproduction meet the majority of the demand of protein. Bangladesh produces world's fourth largest quantity of fishand it is collected from the inland water bodies. Though shrimps were easily available in the inland water bodies forhundreds of years but shrimp culture as an export-oriented activity is a phenomenon of recent past. Bangladeshearned US$ 2.9 million by exporting shrimp in 1972-73 which was 1 % of the country's total exports. It increased to US$ 33 million in 1980 and to US$ 90.0 million in 1985. But until the mid-1980’s shrimp culture was principallydependent on open-water catches of shrimp it means that time shrimps were not cultivated in a proper planned way.But the culture of shrimp totally for export purpose started after the mid 1980’s. Since then the professional cultivation of shrimp had a very positive and effective impact on the economy of Bangladesh. Exports of shrimpfrom Bangladesh increased from US$ 91 million in FY (Fiscal Year) 1986 to US$ 280 million in FY1997. Duringthe corresponding period, the quantity of shrimp exports increased from 17.2 thousand tonnes to 25.2 thousandtonnes. As most of the shrimp farms have been developed without considering the sustainability of the environmentand some other factors like water pH & salinity, soil pH & salinity, soil texture etc. the farmers are getting lessreturn but affecting the environment most. Geographical Information System (GIS) can give an easier but effectivesolution here through selecting the best suitable sites for shrimp cultivation. Moreover GIS can solve thetransportation problem of this perishable product from the production area to the harbor or airport through transport route selection. This cansave a lot of money and time and consequently make the shrimp cultivation moreeconomic.

When the case for organizational change is presented as a “vision,” is action to support the change more likely? This notion was tested in two studies in the context of diversity issues at work. Diversity was selected as the context because Canadian workplaces are becoming increasingly diverse, and organizations are confronted with the challenge of addressing diversity issues appropriately and effectively. Moreover, theoretically critical features of visions, such as a connection with personal values, may be present in a vision of diversity. It was hypothesized that a vision—a picture of a desirable future state—may be more effective when it is aligned with individuals’ self interests and personal values. In Study 1, small groups of undergraduate male and female students (N=221) were presented with a vision of a proposed Employment Equity (EE) program that focused on raising women's employment rates. Self-interest was captured in the design as the interaction of participant gender with extent of employment change for women (small vs. large) resulting from the implementation of the EE program. Value orientation was captured by participants’ importance ranking of social justice on a pre-study measure. Verifying the self interest manipulation, men were seen to perceive that this program would influence their career advancement negatively and this effect was significantly stronger in the condition with the large increase in women’s employment. The most striking finding emerged with the three-way interaction between gender, social justice orientation, and the extent of employment change condition as these variables affected participants’ willingness to support the proposed EE program. Men who placed lower value on social justice showed a straightforward self-interest effect, with lowest support for the policy occurring when the increase in the women’s employment rate was greater. In contrast, men with higher social justice value were more favourable toward the policy that produced a greater change in women’s employment rates. For these men, personal values seemed to trump self-interests. Results involving positive affect mirrored the pattern of these results. Compared to a small employment increase for women, a large mandated increase in women’s employment led men who placed lower value on social justice to report feeling less positive. However, men who placed higher value on social justice reported feeling more positive when the mandated increase in women’s employment was large. Study 2 further examined the role of values in responding to a vision involving diversity. It was hypothesized that when values guide behaviour, the underlying motivation is relatively autonomous. That is, instead of yielding to guilt or social pressure, the values-guided person acts to attain identity fulfillment. To investigate this matter, undergraduate students (N=475) were randomly assigned to watch either a visionary presentation about promoting workforce diversity or a business case presentation. The visionary presentation described a prejudice-free, inclusive workplace; the business case covered the legalities of diversity. It was found that participants whose values were diversity-oriented felt more “inspired” than other participants overall, and this effect was significantly stronger in the vision condition. The primary difference in findings between experimental conditions involved the association between a measure of autonomous motivation and participants’ reports of intended action. A positive, significant association was obtained in the vision condition; no significant association was obtained with the business case. These results are understandable from the conditional nature of autonomous motivation as assessed here. That is, in both conditions, some people (i.e., autonomously motivated people) said that if they acted to promote diversity, it would be in order to promote their personal values. However, it was only in the vision condition in which the connection of diversity-promotion action to personal values was made salient. Thus it appears that a vision can influence behaviour by inducing autonomously motivated people to recognize this connection. The vision was not more influential overall in motivating participants to support the proposed cause. Nonetheless results indicated that a vision can be a complementary tool in a diversity change implementation by sparking an interest to act within the right people. Taken together, the findings from these two studies indicate that a key way a vision motivates behaviour is by forging the link between values and a course of action.

The purpose of the present study was to examine perceptions of workplace incivility as a function of observers’ gender, observers’ gender-related attitudes, and the gender of the instigator and target of the mistreatment. The study included data from 102 (65% female, 90% white) participants from various occupations and backgrounds across the United States. Participants completed a web-based survey that consisted of scenarios of uncivil interactions, gender-attitudes, and various demographic information. Results suggest that observers’ gender and gender-related attitudes are important factors in how they perceive workplace incivility. Results also suggest that the gender of those involved in uncivil interactions is less influential. vii

This work is an essay on language, multilingualism, and identity. My purpose in this work was to try and explore how today's young people views in their native language, identity and language development in a multicultural society. I was also interested in how young people find a balance between two very different cultures. Since my work will be based on interviews, I have chosen a qualitative approach. My choice of the qualitative method is primarily related to my purpose. I chose the qualitative research because it goes in depth and try to describe why and how things happen. Qualitative research deal with, observational studies of various kinds, the interpretation of texts, interviews with individuals or focus groups In the interviews, the discussion is usually completely open and focuses on the participant's opinions, feelings, experiences, attitudes, etc. The purpose of qualitative research is to detect and identify the characteristics and nature drives with anyone. I also believe that the qualitative method leads me into close contact with my informants. My results tend to show that multilingual children and young people have a better ability to reach their states goals and think long term than those children who did not retain their mother tongue. The results of this work show that children who master their native language feel more comfortable in their surroundings, and the mother tongue has affected these young people's self-esteem and identity. The children who talked more than two languages had better language skills in their parents' native language than the adolescents who had difficulty mastering it.

Save energy, reduce carbon and environmental protection issues are now highly concerned in the world. To be a citizen of the world, every enterprise should proceed with environmental management and corporate greening no matter for the purpose of fulfilling the corporate social responsibility or making profits. Green corporate culture is the foundation of developing green corporate and core of green business modle. Therefore we interviewed 7 companies which have good perfornmance on the corporate greening, to look into what actions they took to promote the green values and change the employees¡¦behaviors in order to set up green corporate culture. We found the stronger the green values of the top management team, the more resources they invested to set up green corporate culture, and the more apparent on the atmosphere of the green corporate culture. Besides, in the aspect of industry difference, the company which is close to downstream value chain, belongs to new development industries, or with more capital, invested more to set up green corporate culture.

Organizational justice literature indicates that high quality relationships will result in more favorable treatment of the individual. However, little has been done regarding how relationships with the supervisor (i.e., ingroup/outgroup identification, leader-member exchange, and guanxi: a Chinese concept for interpersonal relationship) can influence the effects of organizational justice on employees’ job satisfaction, organizational commitment, trust in the supervisor, and trust in the organization. Thus, the first purpose of this dissertation is to examine how different relationships with the supervisor influence the effects of organizational justice on individual and organizational outcomes. Further, most of the current research on organizational justice is done in the U.S. culture. But, there is still doubt that employees recognize principles of justice the same across all cultures, and that organizational justice would have the same consequences on affected employees. The second purpose of my dissertation is to investigate how the relationships between organizational justice and its consequences vary among employees with different cultural values, specifically in the U.S. and China. Finally, I explore the potential three-way interaction of relationships with supervisors, cultural values, and organizational justice on key outcomes. Specifically, I hypothesized that supervisor-subordinate relationships and cultural values will each separately moderate the effects of organizational justice on outcome variables. In addition, I hypothesized that there will be joint moderating effects of supervisor-subordinate relationships and cultural values on the influence of organizational justice. Data were collected from the U.S. and China to test the hypotheses of the present study. Results from hierarchical linear regression showed that only a small percent of hypothesized effects was significant and there was no strong evidence to support hypotheses. However, there were also some interesting results. LMX, guanxi, and ingroup identification all exhibited some extent of moderating roles on the effects of organizational justice, suggesting a multi-dimensional supervisor-subordinate relationship. Cultural values did not show much moderating effects as predicted. Threeway interactions among organizational justice, supervisor-subordinate relationships, and cultural values were more complex and did not show a consistent pattern. Possible explanations for these results and limitations were discussed. Contribution to the literature, practical implications, and future research were also addressed.

Research has indicated that positive and negative attitudes toward intercollegiate athletics can contribute to the perceptions of both congruency and incongruency with the established university mission and values. Core values are considered to represent philosophical viewpoints and organizational priorities, further providing a sense of purpose to stakeholders. As such, established core values are expected to be applied and enacted in daily interactions in order to fulfill the mission and vision of an organization. Over time, however, the increase in negative attitudes attributed to athletic department behavior brings into question their perceived alignment with the university core values and brand. The potential existence of incompatibility and misalignment among internal constituents concerning core values has been linked to the starting point for conflicts within the organizational setting. Thus, attitudes toward athletic department behavioral congruency or incongruency with stated university core values is worthy of investigation in order to determine the consequential impact on the university brand. The purpose of this study was to investigate stakeholder attitudes toward athletic department behavioral congruency with the stated core values of Texas A&M University and assess the subsequent implications for the university brand. Personal interviews (N=13) were conducted with individuals from each of six university internal and external stakeholder groups: current students, alumni, faculty/staff members, community members, athletic department personnel, and athletic department boosters. Findings revealed four primary themes: 1) 'Excellence' Equals Winning, 2) For Public Relations Purposes Only, 3) Separation and Isolation of the Athletic Department, and 4) Lack of Leadership from the Top-Down. Implications communicated the necessity of a consistent and accurate representation of the Texas A&M brand at all university levels. Further, the implementation of a unique, potentially more effective model for core value congruency and brand management was presented. Finally, the necessity of promotion and implementation of the core values from university and athletic department leadership was recommended for core value effectiveness and brand consistency.