In light of creating more mutual understanding between South Korea and the Netherlands, this thesis studies and compares the general organizational cultures of South Korean and Dutch businesses by...Show moreIn light of creating more mutual understanding between South Korea and the Netherlands, this thesis studies and compares the general organizational cultures of South Korean and Dutch businesses by focusing on the view of a sample population of employees from each country. Consequently, the question this thesis attempts to answer is: ‘How do the organizational cultures of South Korean and Dutch businesses compare, as viewed through the eyes of the general employee?’ This thesis consideres every organization that employs people as a business. Furthermore, this thesis defines organizational culture as ‘values, norms, behaviors and work practices of the members in an organization’. To test the hypothesis that the two current organizational cultures of businesses in South Korea and the Netherlands are similar to each other, despite the different ways in which the organizational cultures of the two countries have been shaped, this thesis made use of a survey method to research how employees viewed their organizational culture. The survey combined qualitative and quantitative approaches through close-ended answers and deeper delving, open-ended answers. Subsequently, the survey was distributed to employees from all different kinds of job positions and workplaces within both South Korea and the Netherlands. The results of this study show that there are many similarities between the organizational cultures of South Korean and Dutch businesses, such as an occasional need to work overtime, after-work gatherings initiated by colleagues, a feeling of being heard by their boss and colleagues and a generally decent job satisfaction. Differences between the countries include a difference in flexibility of working hours, different views on obedience towards people in higher positions and different views on the need for strong personal bonds with collegues. Overall, the organizational cultures of businesses in South Korea and the Netherlands were found to contain more similarities than differences.Show less
The word innovation has existed ever since humanity started, and that word has had different meanings throughout history. It has gone through many changes when at times it was considered a sin or...Show moreThe word innovation has existed ever since humanity started, and that word has had different meanings throughout history. It has gone through many changes when at times it was considered a sin or heresy to a definition that embodies prosperity and growth, it rather continuously shifts from having a negative connotation to a positive meaning. The aim of this research is to discover what innovation means to Egyptian workers in the technology industry through qualitative discourse analysis, trying to tap into their concept of innovation by conducting in-depth interviews using both inductive and deductive approaches.Show less
In this globalizing world, cultural exchange is a widespread phenomenon. Nowadays it has become common to live and work in foreign countries, and multinational companies have grown to include a...Show moreIn this globalizing world, cultural exchange is a widespread phenomenon. Nowadays it has become common to live and work in foreign countries, and multinational companies have grown to include a multitude of branch companies overseas, such as in Japan. But what happens when people and practices from different countries come together in one workspace, and how does it affect that environment? More specifically, how do workers with a Japanese nationality experience a foreign work environment, and does its presence in home country influence this experience? In order to find out, this study explored the opinions and thoughts of employees working at branch offices of Air France-KLM (particularly the Osaka and Tokyo offices) through a series of surveys and a few key supplemental interviews.Show less
