==>> 点击下载文档 |
我们目前处于知识经济时代,“文化管理”和“知识管理”是知识经济时代的主
要管理模式。跨文化管理理论是指导跨文化组织管理的重要管理理论,也是目前比较
流行和实用的跨文化组织管理理论。国际教育培训机构作为一个跨文化组织,应该从
跨文化管理的角度去研究在培训机构工作和学习的外籍人才的管理问题。我们需要认
真剖析文化差异,摸索管理不同文化在中国本土组织碰撞、交叉、融合的管理办法,
为中国本土组织探寻出适应中国实际情况的跨文化管理模式。因此,研究外籍人才与
本土组织文化冲突问题是非常必要和重要,也是十分紧迫的。本文采用理论与实例相
结合的方法,以 A 教育培训机构为例,对于普遍存在着以价值观的冲突,行为规范
的冲突和隐私方面的冲突情况的文化冲突现象,根据相关文化差异理论结合工作实践
研究本土组织内的文化冲突问题,结合跨文化管理理论提出建议与对策,以提供更优
质,更高效的管理措施,并建议通过重视文化差异,完善制度,建立沟通机制等办法
来解决机构内的文化冲突问题
本文研究的主要目的在于:剖析我国本土组织跨文化管理现状及存在的问题,提
出由文化差异带来的各种问题的解决方法,进而探索出中国跨文化管理实现途径,促
进我国本土组织的国际化发展
关键词:跨文化管理;文化差异;文化冲突;文化融合
作 者:常学华
指导教师:何会涛Abstract Research on the Culture Conflicts between Foreign Professionals and Local Organization
II
Research on the Culture Conflicts between Foreign
Professionals and Local Organization
——ACase Study on Training InstitutionA
Abstract
Along with the deepen connection of world economic development, the complexity of
international politics, the extension of global knowledge network and the highlights of
each nationalities, the international contacts between each organization are more and more
closer, especially the communication and collaboration among education and training
organizations and transactional management of multinational enterprises. Certain amount
of foreign professionals joined local education and training institutions have forced a quite
culture shock to local organization. If those differences have been properly handled, the
culture conflicts will be occurred and it will affect the normal operation and development
of local organization.
We are currently in the era of Knowledge Economy, Cultural Management and
Knowledge Management are the main patterns of the knowledge economy era.
Cross-cultural management theory is one of the important management theories guiding
cross-cultural organization and management, also is at present more popular and practical
theory of cross-cultural management. International education training institutions as a cross
cultural organization, under the law of China's foreign affairs and diplomatic policy, should
be to study from the local organization for the cross-cultural management mode suitable
for the China's actual situation perspective of cross-cultural management to manage the
foreign professionals who are working and studying in the education and training
institutions. We need to carefully analyze the cultural differences and explore the
management approach of different cultures’ collision, overlapping and integration in the
local organization management in order to find a suitable solution for the cross-culture
management in local organization. Therefore, it is very important and necessary to research
on the culture conflicts and integration between foreign professionals and local
organizations. Based on research, this paper adopts the method of combining theoretical
and practical examples, taking one education training institution A for example, to studyResearch on the Culture Conflicts between Foreign Professionals and Local Organization Abstract
III
the culture conflicts which generally exists in the form of conflicts on value, code of
conduct and privacy. The paper proposes suggestions and advices, in order to provide more
efficient management measures according to the theory of cultural differences in
combination with working practice to research local cultural conflict within the
organization, combined with cross-cultural management theory and suggests to solve the
problem of cultural conflict through the way of appreciation of culture differences,
formalization of the management system and establishment of the mechanism of
communication.
The purpose of the research is to analysis the present cross-cultural management
situation and existing problems of local organizations in our country, and put forward the
solution of the problems caused by the cultural differences as well as explore the proper
way of China's cross-cultural management and promote the development of the
internationalization of local organizations in our country.
Keywords: Cross-culture management, culture difference, culture conflicts, culture
integration.
Written by: Xuehua Chang
Supervised by: Huitao He目 录
第 1 章 绪 论1
1.1 研究背景与研究意义1
1.1.1 研究背景1
1.1.2 研究意义2
1.2 研究综述及其评析5
1.2.1 国外研究综述 5
1.2.2 国内研究综述 6
1.3 主要研究内容8
1.4 研究方法与技术路线9
第 2 章 理论基础 10
2.1 文化差异理论10
2.2 文化冲突理论12
2.3 跨文化沟通理论13
2.4 跨文化适应理论14
2.5 跨文化融合理论16
第 3 章 A 教育培训机构及其跨文化管理现状17
3.1 A 教育培训机构基本情况 17
3.2 A 教育培训机构组织管理架构及人员基本情况 18
3.3 A 教育培训机构面临的文化差异与冲突 19
3.4 A 教育培训机构跨文化管理现状 22
第 4 章 A 教育培训机构外籍人才文化冲突问题及成因23
4.1 A 教育培训机构外籍人才文化冲突的表现 23
4.2 A 教育培训机构外籍人才文化冲突的主要问题 27
第 5 章 A 教育培训机构外籍人才文化融合的对策29
5.1 提高文化差异的认识和重视程度 29
5.2 建立并加强有效的跨文化沟通机制 295.3 加强外籍人才的跨文化适应能力 30
5.4 合理适当的运用跨文化冲突的解决办法 33
5.5 强化国际人力资源跨文化管理 33
第 6 章 结论与展望 35
6.1 本文研究结论35
6.2 跨文化融合的几点启示35
6.3 本文研究的不足35
6.4 本文进一步研究的展望36
参考文献37
攻读学位期间公开发表的论文 40
致 谢41外籍人才与本土组织文化冲突问题研究 第 1 章 绪 论
。。。。。。以上简介无排版格式,详细内容请下载查看