發(fā)布時(shí)間：2018-04-22 04:09

  本文選題：美資公司 + 中美文化沖突　； 參考：《遼寧師范大學(xué)》2014年碩士論文

【摘要】：隨著經(jīng)濟(jì)全球化和中國改革開放的不斷深入，大量跨國公司涌入中國。這些跨國公司不僅將外資引進(jìn)中國促進(jìn)了中國經(jīng)濟(jì)的發(fā)展，與此同時(shí)，各種不同的價(jià)值觀相互交流和碰撞。所以了解文化價(jià)值觀對(duì)沖突管理的影響，探究二者的關(guān)系，對(duì)于跨國公司內(nèi)部來自不同文化背景員工的交流，促進(jìn)公司更好地發(fā)展具有重要意義。為了達(dá)到該目的，本文將以G.Hofstede的集體主義和個(gè)人主義，不確定性規(guī)避和權(quán)力距離以及Thomas和Kilmann的五種沖突解決風(fēng)格為理論框架，以美資駐華跨國公司為研究背景，聚焦討論文化價(jià)值觀對(duì)中國人和美國人的沖突解決風(fēng)格的影響，試圖探索文化價(jià)值觀同沖突管理方式之間的關(guān)系，并且對(duì)這兩種文化的沖突解決風(fēng)格加以對(duì)比研究，同時(shí)希望為跨文化溝通課程的教學(xué)方法做出一點(diǎn)貢獻(xiàn)。 鑒于本文的研究目的，本論文在第一章提出了幾個(gè)研究問題，即（1）中美員工喜歡的管理方式是否有差異？（2）中美員工各偏好哪種管理風(fēng)格？為什么？（3）基于該研究能得出哪些結(jié)論？ 為了對(duì)以上三個(gè)問題加以研究，作者在論文第二章對(duì)之前跨文化沖突和管理的研究，“文化”的概念以及中美主要的文化價(jià)值觀加以綜述，使得讀者對(duì)兩國的文化背景及沖突管理方式有所了解并且為下文的問題分析奠定基礎(chǔ)。文中第三章是本論文的理論支撐，作者在該章回顧了G.Hofstede的集體主義和個(gè)人主義，不確定性規(guī)避和權(quán)力距離以及Thomas和Kilmann的五種沖突解決風(fēng)格，并且以此為理論依據(jù)，提出了將二者結(jié)合加以分析問題的研究模式�；谝陨侠碚�，，作者在第四章運(yùn)用調(diào)查問卷的形式對(duì)問題加以分析，歸納，總結(jié)。最終，在第五章得出了美國人比較喜歡競爭型和適應(yīng)型；中國人比較喜歡回避型和妥協(xié)型等結(jié)論。并且通過調(diào)查問卷，論文作者也總結(jié)出對(duì)英語教學(xué)的啟示，同時(shí)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.

【學(xué)位授予單位】：遼寧師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：G04

【共引文獻(xiàn)】

相關(guān)期刊論文 前1條

1 張志學(xué);姚晶晶;黃鳴鵬;;和諧動(dòng)機(jī)與整合性談判結(jié)果[J];心理學(xué)報(bào);2013年09期

相關(guān)碩士學(xué)位論文 前3條

1 依達(dá)（DESSOUGMBA Balamoguénéma）;跨文化因素對(duì)企業(yè)溝通績效影響評(píng)價(jià)[D];哈爾濱工業(yè)大學(xué);2013年

2 Giada STRADA（葛雅妲）;在中國做生意：意大利中小型企業(yè)出口經(jīng)理，在中國經(jīng)營意大利項(xiàng)目業(yè)務(wù)發(fā)展的演變[D];華東理工大學(xué);2013年

3 李洋;工作中即時(shí)信息溝通開放度研究[D];首都經(jīng)濟(jì)貿(mào)易大學(xué);2014年

本文編號(hào)：1785524