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Abstract(s)
Esta dissertação analisa a relevùncia da multi/interculturalidade em contextos empresariais multinacionais, salientando os desafios, as preocupaçÔes, os obståculos e as soluçÔes, bem como apresentando estratégias para a gestão da diversidade cultural no local de trabalho, num cenårio marcado pelo dinamismo do mundo contemporùneo.
Com a globalização dos mercados e o aumento da interconetividade social e económica, torna-se essencial para as organizaçÔes compreender e gerir eficazmente as dife-renças culturais, promovendo as interaçÔes interculturais que potenciem o sucesso orga-nizacional.
A investigação centrou-se nos desafios enfrentados pela EnergyNorthStar, adotando uma abordagem de mĂ©todos mistos (integrando tĂ©cnicas quantitativas e qualitativas) para recolher e analisar dados sobre a inclusĂŁo, a formação transcultural, a consciĂȘncia multicultural e as prĂĄticas de gestĂŁo da diversidade cultural. A pesquisa incluiu a anĂĄ-lise das DimensĂ”es Culturais de Geert Hofstede e de Edward T. Hall, avaliando o impacto das barreiras de comunicação, das normas culturais divergentes e da experiĂȘncia de equi-pas diversificadas.
Os resultados evidenciam tanto os desafios como os benefĂcios da multi/interculturalidade. Entre os principais desafios destacam-se as barreiras culturais e de comunicação, enquanto os benefĂcios incluem soluçÔes inovadoras e perspetivas enriquecedoras provenientes das diversas origens e experiĂȘncias dos colaboradores.
Com base nos dados apurados, propĂ”em-se estratĂ©gias centradas na promoção da inteligĂȘncia cultural (i.e. capacidade de interagir de uma forma eficiente em contextos culturais diversos, nomeadamente com pessoas de diferentes paĂses, etnias, religiĂ”es, organizaçÔes ou atĂ© mesmo de ĂĄreas profissionais que tĂȘm valores, costumes e formas de comunicação distintos) e da competĂȘncia intercultural (i.e. capacidade de interagir de forma eficaz e apropriada com pessoas de outras culturas), na implementação de polĂticas de diversidade e de inclusĂŁo e, ainda, no desenvolvimento de programas de formação intercultural, com o objetivo de criar ambientes laborais respeitadores, adaptĂĄveis e eficazes, em conformidade com as exigĂȘncias de um mercado globalizado.
This dissertation examines the critical role of multi/interculturality in multinational business environments, addressing the challenges, concerns, and barriers associated with cultural diversity while proposing actionable strategies for its effective management in the workplace. The study is framed within the dynamic and interconnected context of the contemporary globalized economy. As globalization accelerates and economic interdependence deepens, the ability to understand and manage cultural differences has become a cornerstone of organizational success. Intercultural interactions, when effectively cultivated, serve as powerful drivers of innovation, collaboration, and growth within multinational enterprises. The research focuses on the challenges faced by EnergyNorthStar, employing a mixed-methods approach (integrating quantitative and qualitative techniques) to system-atically collect and analyze data on inclusion, cross-cultural training, multicultural aware-ness, and diversity management practices. It incorporates the theoretical frameworks of Geert Hofstedeâs and Edward T. Hallâs Cultural Dimensions to evaluate the impact of communication barriers, conflicting cultural norms, and the complexities of managing diverse teams. The findings highlight both the challenges and benefits of multi/interculturality. Key challenges include cultural and communication barriers, while the benefits encompass innovative solutions and enriching perspectives derived the diverse back-grounds and experiences of employees. Based on the data collected, a set of strategies is proposed that focus on the promotion of cultural intelligence (i.e., the ability to interact effectively in diverse cultural contexts, particularly with individuals from different countries, ethnicities, religions, organizations, or even professional fields that embody distinct values, customs, and modes of communication) and intercultural competence (i.e., the ability to engage with individuals from other cultures in an effective and appropriate manner). These strategies further encompass the implementation of diversity and inclusion policies, as well as the development of intercultural training programs, with the overarching aim of fostering respectful, adaptable, and effective workplace environments aligned with the demands of a globalized market.
This dissertation examines the critical role of multi/interculturality in multinational business environments, addressing the challenges, concerns, and barriers associated with cultural diversity while proposing actionable strategies for its effective management in the workplace. The study is framed within the dynamic and interconnected context of the contemporary globalized economy. As globalization accelerates and economic interdependence deepens, the ability to understand and manage cultural differences has become a cornerstone of organizational success. Intercultural interactions, when effectively cultivated, serve as powerful drivers of innovation, collaboration, and growth within multinational enterprises. The research focuses on the challenges faced by EnergyNorthStar, employing a mixed-methods approach (integrating quantitative and qualitative techniques) to system-atically collect and analyze data on inclusion, cross-cultural training, multicultural aware-ness, and diversity management practices. It incorporates the theoretical frameworks of Geert Hofstedeâs and Edward T. Hallâs Cultural Dimensions to evaluate the impact of communication barriers, conflicting cultural norms, and the complexities of managing diverse teams. The findings highlight both the challenges and benefits of multi/interculturality. Key challenges include cultural and communication barriers, while the benefits encompass innovative solutions and enriching perspectives derived the diverse back-grounds and experiences of employees. Based on the data collected, a set of strategies is proposed that focus on the promotion of cultural intelligence (i.e., the ability to interact effectively in diverse cultural contexts, particularly with individuals from different countries, ethnicities, religions, organizations, or even professional fields that embody distinct values, customs, and modes of communication) and intercultural competence (i.e., the ability to engage with individuals from other cultures in an effective and appropriate manner). These strategies further encompass the implementation of diversity and inclusion policies, as well as the development of intercultural training programs, with the overarching aim of fostering respectful, adaptable, and effective workplace environments aligned with the demands of a globalized market.
Description
Doutoramento em RelaçÔes Interculturais, apresentada à Universidade Aberta
Keywords
Valores Cultura Diversidade cultural Contexto empresarial Globalização Diferença Interculturalidade Multiculturalidade InclusĂŁo Direitos humanos MigraçÔes CompetĂȘncias EstratĂ©gias Formação InteligĂȘncia cultural GestĂŁo multicultural Comunicação intercultural Values Culture Cultural diversity Business dontext Globalization Differences Interculturality Multiculturality Inclusion Human rights Migrations Skills Strategies Training Cultural intelligence Multicultural management Intercultural communication