Prevention of cultural issues in international business
Fateeva, Irina (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025072823695
https://urn.fi/URN:NBN:fi:amk-2025072823695
Tiivistelmä
Globalization and the changing business environment frequently give rise to cultural conflicts within the workplace, leading to harassment and misunderstandings among the employees. As a result, personnel may quit the job, resulting in a loss of talent and the advantages of diverse teams. The purpose of the study is to analyze current international and national legal frameworks that regulate cultural disputes and identify weaknesses and differences in their implementation. The study aims to create a new cultural resolution framework to prevent conflicts among employees in the organizations.
The thesis is based on the deductive method using primary and secondary data. The theoretical part is based on secondary data where corporation law, international teams, cultural issues, and the legal resolution models were explained. The empirical part is based on the questionnaire which was collected among Finnish and Spanish businesspeople and employees in small, medium, and large organizations.
With the help of the descriptive analysis, the quantitative data from the survey was analyzed in Excel and presented in the study. The findings indicate that cultural conflicts can be effectively managed through cultural resolution models and relevant legislation. A novel model was developed throughout the research. The framework included appropriate team distribution and psychological assessments to proactively address potential issues. The new model was built according to the already existing ones.
The thesis is based on the deductive method using primary and secondary data. The theoretical part is based on secondary data where corporation law, international teams, cultural issues, and the legal resolution models were explained. The empirical part is based on the questionnaire which was collected among Finnish and Spanish businesspeople and employees in small, medium, and large organizations.
With the help of the descriptive analysis, the quantitative data from the survey was analyzed in Excel and presented in the study. The findings indicate that cultural conflicts can be effectively managed through cultural resolution models and relevant legislation. A novel model was developed throughout the research. The framework included appropriate team distribution and psychological assessments to proactively address potential issues. The new model was built according to the already existing ones.