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Multiculturalism in Russia : Muslim population case study
Kemalov, Bulat ; Aslan, Emil (advisor) ; Žídková, Markéta (referee)
Many researchers say that the multiculturalism in Russia has emerged recently, but this term started to dеvеlop few dеcades ago. During this time period we have seen its significant change and improvement. Russian sociеty culturally is very divеrse. There are many different nаtions, culturеs, religions, and even civilizations living in Russia. The uniqueness of Russia consists in the fact that those different culturеs are its indigenous people. There is probably no other stаte in the world with such a high number of different culturеs living together relatively peacefully for centuries. Also, culturally diverse population of Russia is not composed of migrаnts as in the case of Europe or the USA. For this purpose the beginning of the thesis is dedicated to understanding of the term multiculturalism, cultural diversity, minority groups and similar. Multiculturalism developed significantly especially in the phase of last events which took place in the Wеst. The 9/11 has brought several changes. Also, the latest incidents (and the speeches of the several lеadеrs) in Europe have shown Europeans and the rest of the world that the situation in immigrаnt welcoming rеgions is not positive as before. This makes the policy of multiculturalism even more complicated in the light of present developments. The...
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Intercultural communication of close cultures in the light of the Czech-Polish case
Šírová - Majkrzak, Anna ; Opletalová, Lenka (advisor) ; Štoll, Martin (referee) ; Soukup, Václav (referee)
This paper puts the issue of Czech-Polish relationships into a context of the intercultural communication. The culturological approach used for the analysis of the communication between cultures brings a new holistic view. Factors of close cultures, the impact of a conflict as well as the importance of intercultural competences are analysed. Based on the Czech-Polish case, barriers to the intercultural communication are specified and discussed. These barriers rise from language, stereotypes, information, religion and history. A question of comicality and prestige of a language not to say entire culture is articulated. The new Network Theory of Barriers is suggested which introduces a closely related networked set of above mentioned obstacles. New platforms for the intercultural dialogue are outlined that can bring a possibility to step out of the circle of misunderstanding. These platforms consist of improving language skills, international institutions and the Internet.
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Intercultural Management in a Selected Company
Badinová, Eszter ; Gábová, Kateřina (referee) ; Konečný, Štěpán (advisor)
Tato diplomová práce analyzuje interkulturní management a komunikaci v české společnosti působící na mezinárodní úrovni. Práce používá dotazníkové šetření pro získání lepšího vhledu do cross-kulturní komunikace mezi týmy a členy týmu ve firmě. Obsahuje také návrhy na základě vyhodnocených údajů, které mají zlepšit výkonnost podniku tím, že pomáhají zaměstnancům překonat kulturní rozdíly.
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Proposal for Intercompany Communication Change in a Multinational Company Operating in IT Services
Zbořilová, Hana ; Peřinková, Jana (referee) ; Konečná, Zdeňka (advisor)
Diplomová práce se zabývá návrhem změny vnitropodnikové komunikace ve vybrané mezinárodní společnosti působící v oblasti IT služeb. Předmětem výzkumu v analytické části je zmapování vztahů místních zaměstnanců k jejich vedoucím a kolegům pocházejících z odlišných národních kultur. Dále je pak zkoumán vliv kulturních odlišností na aplikovaný způsob řízení a komunikaci v rámci mezinárodního týmu. Na základě výsledků výzkumu provedeného mezi zaměstnanci společnosti formou dotazníkového šetření jsou v návrhové části společnosti doporučena opatření vedoucí k zefektivnění komunikace v rámci společnosti a zefektivnění spolupráce v rámci multikulturního týmu.
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Management of international working teams
Stará, Dominika ; Nový, Ivan (advisor) ; Franková, Emilie (referee)
The Master's Thesis deals with a management of a particular multicultural team of Bershka division of Inditex company. The aim of the thesis is to evaluate the current situation from the view of the manager of the multicultural team of Bershka and to specify recommendations regarding the aspects of the specific cultural composition of the team. Theoretical part states a concept of working teams with the multicultural aspects, it deals with the cultural diversity and the cultural dimensions of G. Hofstede, E. T. Hall and F. Trompenaars. Analytical part involves the analysis of Hofstede's dimensions to define the cultural differences among the team members. To verify stated hypothesis, the qualitative methods of observation and personal interviews were used. The aim of the thesis is fulfilled by suggesting the specific recommendations for effective management of the team of Bershka.
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Business and Cultural Specialties of South Africa
Bučáková, Mária ; Müllerová, Františka (advisor) ; Plchová, Božena (referee)
This Bachelor thesis should primarily be used as a guide for potential businessmen planning a long-term stay in order to do business in South Africa. It aims to provide the information about the possibilities of doing business for Czech, as well as other foreign investors, with a focus on the cultures of South Africa. The comprehensive understanding of cultural diversity is one of the key factors for setting up a successful business. When working on this thesis I tried to incorporate information from various sources, together with my personal experience after visiting the country. The thesis is divided into three parts. The first discusses the general characteristics of South Africa, the second part is dedicated to localized cultural studies, and the third section analyses international trade with a focus on experiences of Czech expatriates living in South Africa.
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The best practices of diversity management
Wolters, Janneke Marjolein ; Dvořáková, Zuzana (advisor) ; Quigley, Martin John David (referee)
This thesis describes and analyses diversity management and its best practices (with the focus on nationalities and cultures). The central question in this research is: 'what are the essential elements of diversity management to effectively manage diversity within organizations?' Via desk- and field research (interviews and questionnaires) information is obtained to answer this question and other sub questions of the thesis. Nowadays, organizations have to adapt themselves to a rapidly changing environment, both internal and external. Companies have to deal with a continuously evolving labor- and sales market, which is the result of various factors, including the changing demographic composition and globalization. Organizations cannot longer ignore diversity and should take it into account, to ensure that the company will not face any future problems related to recruiting, efficiency, innovation, growth, et cetera. Based on the conducted research, it became clear that implementing diversity management consists out of several stages, namely: 1. Establish diversity council and appoint diversity contact officer who together bear the main diversity responsibilities; 2. Previous diversity initiatives should be visualized; 3. Organizational data must be collected; 4. Diversity strategy and priority areas must be set up (inclusive organizational culture, management support and awareness & commitment); 5. Establish diversity policy (allowance of country-by-country deviations) and 6. Define diversity tools (recruitment, training, mentoring & coaching, career development, linkage diversity & performance, benefits/other factors and partnering with external bodies). During these different stages, it is important to communicate with all employees, since this will create support, awareness and commitment to diversity. After the process has been completed, it is important to monitor and evaluate the diversity vision, policy and tools. Main conclusions that can be drawn from the research are the following: 1. Diversity brings more advantages than disadvantages; 2. Management team diversity is of great importance; 3. Inclusive organizational culture is essential; 4. Diversity management must be integrated and 5. Attractiveness of diversity management should be promoted. In addition, the conducted research made clear that companies should spend more time and energy to diversity management and they should really focus on their 'ability to execute', since this will bring many advantages and will avoid future problems.
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Czech-Spanish business co-operation with a view to the cultural diversity
Řezanková, Dana ; Müllerová, Františka (advisor) ; Plchová, Božena (referee)
The first chapter is devoted to basic information about Spain. I present historical and economic developments of the country. Thoroughly I deal with the economic development during the financial crisis and with foreign trade classified in terms of the most important trading partners and commodities. The second chapter describes the Czech-Spanish business relations from the very beginnings to the present. There is also a subchapter, which is oriented on the state services to the support Czech exporters and importers. The third chapter shows the cultural specific features of both countries using the theories of Geert Hofstede, Edward Hall, Alfons Trompenaars and giving some examples.
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