一个美资公司内部文化冲突的调查及思考

发布时间：2018-04-22 04:09

本文选题：美资公司 + 中美文化冲突　；参考：《辽宁师范大学》2014年硕士论文

【摘要】：随着经济全球化和中国改革开放的不断深入，大量跨国公司涌入中国。这些跨国公司不仅将外资引进中国促进了中国经济的发展，与此同时，各种不同的价值观相互交流和碰撞。所以了解文化价值观对冲突管理的影响，探究二者的关系，对于跨国公司内部来自不同文化背景员工的交流，促进公司更好地发展具有重要意义。为了达到该目的，本文将以G.Hofstede的集体主义和个人主义，不确定性规避和权力距离以及Thomas和Kilmann的五种冲突解决风格为理论框架，以美资驻华跨国公司为研究背景，聚焦讨论文化价值观对中国人和美国人的冲突解决风格的影响，试图探索文化价值观同冲突管理方式之间的关系，并且对这两种文化的冲突解决风格加以对比研究，同时希望为跨文化沟通课程的教学方法做出一点贡献。鉴于本文的研究目的，本论文在第一章提出了几个研究问题，即（1）中美员工喜欢的管理方式是否有差异？（2）中美员工各偏好哪种管理风格？为什么？（3）基于该研究能得出哪些结论？为了对以上三个问题加以研究，作者在论文第二章对之前跨文化冲突和管理的研究，“文化”的概念以及中美主要的文化价值观加以综述，使得读者对两国的文化背景及冲突管理方式有所了解并且为下文的问题分析奠定基础。文中第三章是本论文的理论支撑，作者在该章回顾了G.Hofstede的集体主义和个人主义，不确定性规避和权力距离以及Thomas和Kilmann的五种冲突解决风格，并且以此为理论依据，提出了将二者结合加以分析问题的研究模式。基于以上理论，，作者在第四章运用调查问卷的形式对问题加以分析，归纳，总结。最终，在第五章得出了美国人比较喜欢竞争型和适应型；中国人比较喜欢回避型和妥协型等结论。并且通过调查问卷，论文作者也总结出对英语教学的启示，同时也指出了研究的局限性和今后的研究思路。
[Abstract]:With the economic globalization and the deepening of China's reform and opening up, a large number of multinational companies are pouring into China. These multinational companies not only introduce foreign capital into China, but also promote the development of China's economy. At the same time, various values exchange and collide with each other. Therefore, to understand the impact of cultural values on conflict management and to explore the relationship between the two. In order to achieve this goal, this paper will take the five styles of conflict resolution of G.Hofstede's collectivism and individualism, uncertainty avoidance and power distance as well as the five conflict resolution styles of Thomas and Kilmann as the theoretical framework for the purpose of achieving this goal. For the research background, MNCs focus on the influence of cultural values on the conflict resolution style of Chinese and American, try to explore the relationship between cultural values and conflict management, and compare the conflict resolution styles of the two cultures, and hope to make a teaching method for intercultural communication courses. Make a contribution.
In view of the purpose of this study, this paper puts forward several research questions in the first chapter, namely (1) whether there is a difference in the management style that the Chinese and American employees like? (2) what kind of management style of the Chinese and American employees? Why? (3) what conclusions can be obtained based on this research?
In order to study the above three problems, the author reviews the previous study of cross cultural conflict and management, the concept of "culture" and the main cultural values of China and the United States, which makes readers understand the cultural background and conflict management methods of the two countries and lays the foundation for the analysis of the following problems. The three chapter is the theoretical support of this thesis. In this chapter, the author reviews G.Hofstede's collectivism and individualism, uncertainty avoidance and power distance, and the five conflict resolution styles of Thomas and Kilmann. Based on this, the author puts forward the research mode of combining the two parties to analyze the problem. The four chapter uses the form of questionnaire to analyze, sum up and summarize the problems. Finally, in the fifth chapter, we draw a conclusion that the Americans prefer competition type and adaptation type; the Chinese prefer the conclusions of avoidant and compromise. And through the questionnaire, the author also summarizes the enlightenment to English teaching, and also points out the Research Bureau. Limited and future research ideas.

【学位授予单位】：辽宁师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G04

【共引文献】