Content
1. Introduction 3 1.1. Company Profile 3 1.2. Introduction 3 1.3. Methodology 4
2. Different perspectives on culture 6 2.1. Functionalist perspective on culture 6 2.2. Constructivist perspective on culture 9 2.3. Danish versus Vietnamese way of working 10 2.4. HRM challenges explained through theory 11
3. Knowledge management, explicit and tacit knowledge 15 3.1. Knowledge management 15 3.2. Explicit and Tacit Knowledge 15 3.3. Knowledge management processes adopted by Aalborg Industries in Vietnam 16 3.4. Suggestions for improvement of the knowledge management processes 18
4. Leadership 22 4.1. Leadership theory 22 4.2. Leadeship styles 23 4.2.1. Transactional leadership style 23 4.2.2.…show more content… This paradigm is based on two essential perspectives. The first perspectives state that national cultures are divided into few dimensions such as “individuals vs. collectivists” or “internal vs. external control of cultures”. The second perspective sees the culture as static and already determined phenomena (Fang, 2006). Culture is seen by the dimensional paradigm as a homogeneous pattern of values and beliefs. It lies on number of assumptions some of which are: 1. Complexity has to be overcome by simplification; 2. Nationality forms the unit of analysis; 3. Its focus is on cultural differences; 4. It is shared, learned and meant to shape behavior; 5. Values remain stable over time; 6. Cultures are difficult to change;
In the functionalist perspective on culture, tackling complexity by simplification expresses in changing “cultures” into separate and isolated from each other “nation-states” (Fang, 2006).
The second assumption explains how each culture has its clear and defined profile. The third assumption emphasize on the belief that cultures are different from each other and in the same time stable in their differences. On top of their surface are lying heroes, symbols and rituals, which Hofstede
3. Methodology 4
2. Different perspectives on culture 6
2.1. Functionalist perspective on culture 6
2.2. Constructivist perspective on culture 9
2.3. Danish versus Vietnamese way of working 10
2.4. HRM challenges explained through theory 11
3. Knowledge management, explicit and tacit knowledge 15
3.1. Knowledge management 15
3.2. Explicit and Tacit Knowledge 15
3.3. Knowledge management processes adopted by Aalborg Industries in Vietnam 16
3.4. Suggestions for improvement
2.3.2 The Aalborg Commitments
The chronicle of Aalborg Commitments starts from the Aalborg Charter of European Sustainable Cities and Towns towards Sustainability which was signed in 1994 at Aalborg, Denmark (ICLEI, 1994). The Charter is the first European Conference discuss about sustainable urban development. The Charter inspired by the Rio Earth Summit’s Local Agenda 21 in its (Local Agenda 21) urban agenda. The charter had shifted the attention of EU countries to focus on sustainable urban development
European civilization. Others, a minority, drew from that the conclusion that the European capability to overcome aggressive nationalism which caused those tragedies, is achievable by adopting the idea of the united and peaceful continent as a common project.[6] That inspiration was to be insured by a share of common, European distinctiveness. However, this process implies the necessity to consider the impact of nationalism and the role of national states in a growing trend for a united Europe. As Anthony