GP中国公司跨文化组织行为研究
发布时间：2021-01-03 02:37
随着改革开放的持续推进和经济的高速发展,自1984年改革开放以来,中国每年都吸引大量外商投资。统计数据显示在中国投资的外国企业在中国的公司内部也会出现多种不同文化背景的员工,形成跨文化的企业管理环境。企业在进行跨国经营时,要面对和权衡母国文化、东道国文化、企业文化、个体文化等几种有差异的文化,不同文化间的差异越大,企业受到的异质文化冲突就越大。因此跨国经营即是一个经济活动,也是一个社会文化活动,文化差异的存在对跨国公司既有积极影响,也会有负面影响。固跨国公司如何进行跨文化管理从而避免文化差异和冲突带来的负面影响已成为跨国企业共同面对的问题。本文通过大量查阅国内外关于跨文化管理相关文献做为理论基础,选择GP中国公司作为研究对象,结合公司由于文化差异出现的文化冲突的具体表现及影响,从文化价值观认知,管理理念与工作方式的差异,跨文化沟通、人力资源制度等方面对公司管理人员进行访谈,和对员工进行问卷调查,分析冲突产生的原因。最后文章从开展组织文化建设,建立跨文化管理的有效模式以及实施全球化和本土化相结合的措施等方面对GP中国的跨文化管理提出改善建议和措施。以通过这些措施的实施改善GP中国的跨文化...
【文章来源】：广东外语外贸大学广东省
【文章页数】：79 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
Chapter Ⅰ Introduction
1.1 Research Background
1.2 The significance and Objective of the Research
1.3 Research idea and method
1.4 Research Construction
Chapter Ⅱ Literature Review
2.1 Relevant Concept Definition
2.1.1 What is culture
2.1.2 Culture Conflict
2.1.3 Cross-culture Management
2.2 Theory Review of Cross-culture Management
2.2.1 Hofstede’s Five Culture Dimension Theory
2.2.2 Klukhohm and Strodtbecks’ Six Theories of Value Orientation
2.2.3 Hall’s High Context and Low Context Theory
2.2.4 Nancy·J·Adler’s Culture Conflict and Harmonization Theory
Chapter Ⅲ Case Description
3.1 GP Company Introduction
3.2 GP Company Mission and Core Value
3.3 GPC Organization Chart
3.4 GPC Cross-culture Management Status and Problems
3.4.1 Current Status
3.4.2 Problems
Chapter Ⅳ Case Analysis
4.1 Interview
4.1.1 Interview Object
4.1.2 Interview Design
4.1.3 Descriptive analysis of interview samples
4.2 The Questionnaire Survey
4.2.1 Survey Purpose and Object
4.2.2 Questionnaire Design
4.2.3 Reliability and Validity of the questionnaire
4.2.4 Descriptive Analysis of Questionnaire
4.2.5 Analysis to the Influence of Personnel Characteristics on Questionnaire scores
4.2.6 Analysis of questionnaire score data
4.3 Summarize on the Interview and Questionnaire
4.4 Analysis of cross cultural management issues
4.5.1 Analysis of the differences of Values and Conflicts
4.5.2 Analysis of Management Concept and Work Style conflict
4.5.3 Analysis of Cross-culture communication problems
4.5.4 Analysis on HR Policy problem
Chapter Ⅴ Suggestions
5.1 Establishing an Effective Cross-cultural Management Model
5.1.1 Optimization of Organizational Structure
5.1.2 Analysis and Identification of Cultural Differences
5.1.3 Forming the management Concept of cross-culture Corporation
5.2 Cultural Integration
5.2.1 Culture Synergism
5.2.2 Cultivating Common Corporation Core Values
5.3 Integration of globalization and localization
5.3.1 HR Policy Globalization and Localization Integrate
5.3.2 Talents Localization
5.3.3 Establish Effective Talents Incentive Measures
5.4 Cross-cultural training
5.4.1 Time Arrangement for Cross-culture Training
5.4.2 Cross-cultural Training Content Design
5.4.3 Selection of Cross-cultural training methods
Chapter Ⅵ Conclusion and Prospect
6.1 Conclusion
6.2 Limitation of the Research
6.3 Prospective of Further Research
REFERENCES
APPENDIX
本文编号：2954148
【文章来源】：广东外语外贸大学广东省
【文章页数】：79 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
Chapter Ⅰ Introduction
1.1 Research Background
1.2 The significance and Objective of the Research
1.3 Research idea and method
1.4 Research Construction
Chapter Ⅱ Literature Review
2.1 Relevant Concept Definition
2.1.1 What is culture
2.1.2 Culture Conflict
2.1.3 Cross-culture Management
2.2 Theory Review of Cross-culture Management
2.2.1 Hofstede’s Five Culture Dimension Theory
2.2.2 Klukhohm and Strodtbecks’ Six Theories of Value Orientation
2.2.3 Hall’s High Context and Low Context Theory
2.2.4 Nancy·J·Adler’s Culture Conflict and Harmonization Theory
Chapter Ⅲ Case Description
3.1 GP Company Introduction
3.2 GP Company Mission and Core Value
3.3 GPC Organization Chart
3.4 GPC Cross-culture Management Status and Problems
3.4.1 Current Status
3.4.2 Problems
Chapter Ⅳ Case Analysis
4.1 Interview
4.1.1 Interview Object
4.1.2 Interview Design
4.1.3 Descriptive analysis of interview samples
4.2 The Questionnaire Survey
4.2.1 Survey Purpose and Object
4.2.2 Questionnaire Design
4.2.3 Reliability and Validity of the questionnaire
4.2.4 Descriptive Analysis of Questionnaire
4.2.5 Analysis to the Influence of Personnel Characteristics on Questionnaire scores
4.2.6 Analysis of questionnaire score data
4.3 Summarize on the Interview and Questionnaire
4.4 Analysis of cross cultural management issues
4.5.1 Analysis of the differences of Values and Conflicts
4.5.2 Analysis of Management Concept and Work Style conflict
4.5.3 Analysis of Cross-culture communication problems
4.5.4 Analysis on HR Policy problem
Chapter Ⅴ Suggestions
5.1 Establishing an Effective Cross-cultural Management Model
5.1.1 Optimization of Organizational Structure
5.1.2 Analysis and Identification of Cultural Differences
5.1.3 Forming the management Concept of cross-culture Corporation
5.2 Cultural Integration
5.2.1 Culture Synergism
5.2.2 Cultivating Common Corporation Core Values
5.3 Integration of globalization and localization
5.3.1 HR Policy Globalization and Localization Integrate
5.3.2 Talents Localization
5.3.3 Establish Effective Talents Incentive Measures
5.4 Cross-cultural training
5.4.1 Time Arrangement for Cross-culture Training
5.4.2 Cross-cultural Training Content Design
5.4.3 Selection of Cross-cultural training methods
Chapter Ⅵ Conclusion and Prospect
6.1 Conclusion
6.2 Limitation of the Research
6.3 Prospective of Further Research
REFERENCES
APPENDIX
本文编号：2954148
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