Culture & Conflict: Intertwined with International Business

International business has grown day by day as a powerful part of the world economy since the development of separate nations in ancient times. Today international transactions have become a very common entity in the business world. With this newfound trend comes the need to understand the complexities of culture and conflict management in order for an international business to succeed with a competitive edge. Both factors hold the potential to either mercilessly crumble an unprepared organization or richly reward a company for prodigious forethought and management skills. As a result, the link between the fragility of culture adaptation and the preeminent demand for conflict management holds the key to boundless success in the world of international business

Culture conflict amongst Malaysian children

Culture is an essential part of conflict and conflict resolution. Culture is in our lives and relationships, giving us messages that shape our perceptions, attributions, judgments, and ideas of self and others. Though cultures are powerful, they are often unconscious, influencing conflict and attempts to resolve conflict in imperceptible ways. Two things that are essential to remember about culture: they are always changing, and they relate to the symbolic dimension of life. The symbolic dimension is the place where we are constantly making meaning and enacting our identities. Cultural messages from the groups we belong in giving us information about what is meaningful or important, and who we are in the world and in relation to others. Therefore, this paper will discuss the culture conflict undergo by children in Malaysia arise from different cultural groups i.e ethnicity, from generation, socioeconomic class, sexual orientation, ability and disability, and religious affiliation, language, and gender. The study sample comprises from 30 primary school students from three locations; urban, city and rural areas in Malaysia. Data were gathered using recording, interview, and questionnaire. Data will be analysed by using socio-pragmatic approach. The outcome of the research also indicated that aspects of context and cognition have also played an important role to overcome the cultural conflicts among Malaysian children

POST-MERGER IT INTEGRATION: AN IT CULTURE CONFLICT PERSPECTIVE

This paper analyzes the culture conflicts between two merged IT departments from two banks and how they resolve them. The integration of divergent cultures is crucial to maintain the performance of merged organizations. This paper examines post-merger IT integration of a Taiwan\u27s financial holding company which merged a government owned bank with its banking business, and argues that the understanding of IT culture conflict between two merged departments can contribute to effective post-merger IT integration. This paper identifies three types of IT culture conflict occurring in IT integration, and then discusses how to resolve IT culture conflict in post-merger IT integration. We assert that IT department can resume the productivity once IT culture conflict can be identified and resolved even IT infrastructure and processes of merging organizations are incompatible

EFFECT OF CULTURAL OF FAMILY, CONFLICT MANAGEMENT, AND TOLERANCE INTER-RELIGIOUS HARMONY STABILITY OF PEOPLE IN BATAM

The purpose of this study was to determine the influence of family culture, conflict management, tolerance and inter-religious harmony to the stability of people's lives. This study uses survey (survey research), the research aims to identify and determine the position of instantaneous variables (status quo variable) based on the data available at the time, and the relationship between the variables studied. The population in this study are all people of the city of Batam, while While the research targets are religious leaders who are members of Harmony Faith Dialog Forum  (FKUB) in Batam that at the time of the study the total number is 300 people and the sample have as many as 172 people , The results showed that the stability of people's lives are directly affected family culture, conflict management, and inter-religious harmony. The study also found inter-religious harmony is directly affected family culture, conflict management, and tolerance. The study also found that tolerance is directly influenced by family culture and conflict management. Based on these findings it can be concluded that any changes or variations that occur in the family culture, conflict management, and inter-religious harmony results in the increase in the stability of people's lives. Therefore, the stability of people's lives, family culture, conflict management, and inter-religious harmony can be used as guidelines in making strategic planning to the stability of people's lives.   &nbsp

Improving English education in Thailand by modeling classroom behavior

English classroom behavior across Thailand is highly influenced by long-held traditions, culture and values. By comparing Thai secondary education classroom behavior with that of Chinese classes working at the same level, we have constructed a model of Thai students’ English classroom behavior. Comparison is made from surveys conducted by schools with students demonstrating similarly wide range of performance and ability in English. We also suggest effective ways to improve English teaching in Thailand for both Thai and foreign teachers of English by incorporating this model with the theories of J. Kunin, so as to help avoid culture conflict, motivate students’ interest and make better use of existing standards and practices

Resolving IT-Culture Conflict in Enterprise 2.0 Implementations

Social media technologies have grown from the personal recreation tools of college students to systems that can benefitbusiness. In addition to using social networking to market, sell, and manage external stakeholder relationships, someorganizations are leveraging social networking’s communication and collaboration tools to improve internal operations.However, implementing social networking systems (hereinafter SNSs) within an organization can prove challenging since thevalues associated with SNSs (i.e., having fun and getting to know people personally) may conflict with an organization’sculture (i.e., work, control, and authority). Therefore, the purpose of this case study is to understand how to resolve IT–culture conflict in workplace implementations of internal SNSs, often referred to as Enterprise 2.0

Ivo Stecker: Ethnographic Chiasmus: Essays on Culture, Conflict and Rhetoric

  Review  

Organizational culture, conflict management and organizational commitment in Hong Kong construction industry

Includes bibliographical references (p. 143-149).Thesis (B.Sc)--University of Hong Kong, 2010.published_or_final_versio