Dissertation
Dissertation > Economic > Economic planning and management > Enterprise economy > Economic theory and methods

Cross-culture Conflict Case Studies of the Company V

Author LiNa
Tutor WangXueXian
School Dalian University of Technology
Course Business Administration
Keywords Culture cultural differences cultural conflict game theory
CLC F270
Type Master's thesis
Year 2013
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In order to solve the cross-culture conflicts happened in Company V, the author took company V as the search object of this dissertation. Based on the cast study, the author described and analysis the current situation of human resource management in company V, the author found the key reason for the cross-culture conflicts happened in company V. And finally the author proposed the solutions to improve the HR management in company V to solve the cross-culture conflicts. All these solutions help the company V successfully enter into the maturation period of the enterprise development. And reduced the risk caused by cross-culture conflicts for the company V.With the expansion of business transaction in worldwide, more and more multinational companies are facing the problem of culture difference and conflicts. Some of them even suffer in the management plight. Company V is a purely Germany based company, is also facing this problem. Based on the case study, the author put the focus on the reason of cross-culture conflicts. After describe and analysis the current situation of human resource management in company V, the author found the key reason for the cross-culture conflicts: culture difference between Chinese culture and German culture. Finally the author proposed the solutions to improve the HR management in company V to solve the cross-culture conflicts happened in company V. Namely to establish a correct concept of cross-culture and create a good mechanism to support the cross-culture communication. And meanwhile based on the competency model to recruit the suit person for the right position, who has the same values with the company culture. At last but not least, based on the competency model to build the relatively fair C&B system and the career development plan for the employees according to the organizational development goal and employee’s personal wishes. And then make the retention of the human resource true.

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