Cultural differences and satisfaction of expatriates in multi-national companies
Başlık çevirisi mevcut değil.
- Tez No: 518316
- Danışmanlar: Dr. DIMITRIOS KOUFOPOULOS
- Tez Türü: Yüksek Lisans
- Konular: İşletme, Business Administration
- Anahtar Kelimeler: Belirtilmemiş.
- Yıl: 2012
- Dil: İngilizce
- Üniversite: Unıversıty Of Gloucestershıre
- Enstitü: Yurtdışı Enstitü
- Ana Bilim Dalı: Belirtilmemiş.
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: Belirtilmemiş.
Özet
Özet yok.
Özet (Çeviri)
In today's world, cultural interaction became more of an issue for all of us. Culture is a significant characteristic of being a human and has been investigated in the area of psychology, philosophy, sociology, and anthropology up to now. There are many theories to account for culture, its meaning, elements and effects on human life and it is foreseeable this multidirectional inquiry will only continue especially since human social life entails a perpetuation of this interchange; its elements will keep on transforming based on this interaction with the environment. In this respect, this study depends on an understanding of culture as an organism, not static and as one, which is spacio-temporarily determined. The main grounds for the selection of this subject for study is primarily due to the rise to the prominence in the recent years the issues of culture within the work environment; the researcher background of interest in cultural issues and her experience of migrant life have also contributed to the identification of the research questions. With the dawn of the globalism when the business world has integrated further into each other, cultural diversity have come into prominence more so than it did since the Second World War; this necessitates an attempt for a methodical approach to issues of culture within the space of social activity. Not only is it interesting to get to the bottom of this cultural interaction but it is also crucially important to diagnose these issues of culture to make some progress both within the business by understanding how this cultural diversity could be harnessed to the needs of business. To these ends, this research presents a framework on the cultural differences and the satisfaction of expatriates in multi-national companies. Relating to this purpose, culture, its definition and elements, cultural diversity, cultural dimensions, conflict style management and the importance of HR and IHR management are investigated by this study. With these theoretical considerations, a survey was conducted amongst a sample of 29 people to measure the satisfaction of expatriates. This survey's questionnaire part consists of six sections, which include problem solving, compromising, forcing, individualism, uncertainty avoidance and masculinity. Statements are designed to find out the relationship between those dimensions in different cultures. According to the results of this questionnaire, the higher numbers of respondents are indicating the collectivistic cultural features. For this study to be carried further forward it is recommended that the amount of base data collected could be improved by a larger questionnaire amongst a grater sample of respondents; this could reveal further and more detailed reasons how and why expatriates make decisions relating to their attitudes, expectations and work position. In this way our understanding of the satisfaction of expatriates could be used further to increase efficiency in business.
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