Adaptace kolumbijských pracovníků na české vedení a pracovní kulturu

This bachelor thesis examines the workplace adaptation of Colombian workers in the Czech Republic, focusing on intercultural communication, leadership perception, workplace adaptation, and career integration. The study uses a mixed-method approach, combining a structured questionnaire with 102 Colombian workers and semi-structured interviews with three Colombian professionals who have experience in Czech-based workplaces. The theoretical framework is based on intercultural communication, organizational culture, Hofstede’s cultural dimensions, Trompenaars and Hampden-Turner’s model, GLOBE leadership theory, and Berry’s acculturation framework. The findings show that adaptation is generally positive but gradual. Czech workplace communication is perceived as more direct than Colombian communication, which can create initial difficulty but later supports clarity and task performance. Leadership is generally evaluated positively, especially in relation to supervisor clarity, feedback, and support. However, building trust and feeling comfortable discussing work-related problems may require time. Career integration and professional development represent the strongest outcomes, particularly in relation to skills recognition and perceived career growth opportunities. The correlation results suggest that supervisor support is strongly associated with skills recognition, while time working in the Czech Republic alone does not strongly explain adaptation. The thesis concludes that successful adaptation depends on communication adjustment, workplace support, language ability, intercultural awareness, and professional responsibility.