Abstract
Companies and their stakeholders seem to have finally grasped the fact that intercultural phenomena represent a permanent issue within all companies – regardless of their size, industry or age – from the moment that they first compete in a globalised world. The relationship between companies and cultural issues has never been very stable: cultural phenomena within companies have been through a stage of denial and taboo (1970s and 80s) and have also known the stage of suspicion due to a certain trivialisation of the subject consolidated by globalised tendencies (90s and early 2000s).