Research On Cross Cultural Management Of A Enterprise Employees

The process of globalization intensified,as the biggest beneficiaries of economic globalization is the transnational enterprise,along with the economic integration,political integration,trade integration has cleared the boundaries between countries,multinational enterprises can develop rapidly,playing an increasingly significant impact and effect on the world economy.Multinational companies in foreign investment,not only to adapt to local laws and regulations,but also used to the local customs,but also to respect the habits of local consumers.Similarly,the globalization of business makes each enterprise to recruit a large number of different nationalities,members have different cultural backgrounds,different styles of culture constitute the diversification of employees,the organization is full of diverse views,ways of thinking,design scheme,work habits etc..Different cultural background will bring new challenges to the operation and management of multinational corporations.How to ensure the effective integration of cross culture is a challenge that needs to be faced.This paper tries to find the management mode suitable for the development of the enterprise in the face of the cross cultural conflict,which is based on the globalization of the company-DHL Chinese company as a case study.This paper begins with theoretical research,the domestic and foreign academic literature summarized,elaborated on the national culture theory,value model,Sichuan and Punieer two-way mode,high and low context culture cultural scene theory of cultural analysis of Turner,provides theoretical basis for the research.Then the basic situation of DHL,the company's corporate culture is introduced,and the use of cross-cultural conflict questionnaire research of DHL company's performance and the status quo of cross-cultural conflict management and puts forward the existing problems in the management of.Then,the German company B's cross cultural conflict principle method and management strategies are studied,and summarizes the experience and enlightenment.Finally,in view of the problems existing in the management of cross culture conflict of DHL company,the appropriate management mode is put forward,and the specific management countermeasures are put forward.Through the full text of the study,we can draw the following conclusions:First,from the domestic and foreign literature research results and the theoretical basis of the study,cross cultural management of academic achievement is very rich,into the system.Not only the academic research of a large number of multinational enterprises in developed countries are researched in the case of cross-cultural conflict management in developing countries,but also the formation of many mature theories,the system of the division of culture,cultural conflict through different dimensions.Overall,cross cultural management difficulties and differences in thinking,values,behavior norms,beliefs and other aspects,the specific performance of the enterprise managers in the decision-making and management concepts.For cross cultural management,many scholars have also proposed the use of sophisticated management tools to effectively manage.Second,the case company of this paper is studied.In this paper,a high degree of globalization of the international logistics service provider-DHL company as a case study,its business profile,corporate culture,cross cultural management,etc..In the form of a questionnaire conducted the research on the cross-cultural management situation of DHL company,the conflict between the study found that the organization of intercultural communication conflict,conflict management,employees and managers are the main conflicts in cross cultural management.DHL company in the field of cross cultural management,mainly through the integration of human resources,values,and the host country relations and other measures to implement the implementation of the problem,the lack of input and output ratio is not good,the leadership is not enough attention.Third,this article has carried on the research to the B company's cross cultural management,the DHL company's cross cultural management countermeasure also proposed own view.Overall,to do the multinational cross-cultural conflict management should follow the respect each other culture,recognize the difference and fusion principle of direction integration;in the specific management practice,must consider the situation,select the appropriate internal and external environment of enterprise management tools.In the specific cross cultural conflict management,can be engaged in pre prevention,in the active treatment,after the effective use of the three steps to manage.Hope that through this study,can provide some ideas and reference for cross cultural conflict management related practitioners and scholars.