Inter-culture Management Of Alliance Fran?aise De D(a Case Of Inter-culture Management)

With the development and integration of the world economy,more and more enterprises have gone abroad and embarked on the road of transnational operation.While gaining the economic benefits brought by international operations,these multinational companies are also facing a very difficult problem--to effectively manage the problems caused by cultural differences within the organization.The problem of inter-cultural management is formed along with the development of international economy and trade.In multinational enterprises,employees from different cultural backgrounds meet in the same workplace,and the interaction of various cultures has a significant impact on the organizational performance of multinational enterprises.A company with two or more different types of cultures will inevitably bring obstacles to the sustainable development of the company if it cannot promote the integration of various cultures within it.In the context of economic globalization,no country can shield itself from all foreign cultures and"stand alone".Globalization is a major tend.In order to open up markets and reduce production costs,the multinational companies will be more and more,so the inter-cultural management is one of the important problems faced by multinational enterprises.The Alliance Fran?aise(hereinafter referred to as "AF")is a world-renowned French culture and French language promotion agency.It has established branches in more than 100 countries around the world,and is committed to promoting French culture and teaching French language on a global scale.The Alliance Fran?aise de D is a branch established by the Alliance Fran?aise en Chine.Its business model is Sino-foreign cooperative education,that is,the Alliance Fran?aise en Chine and a university in D City jointly established the Alliance Fran?aise de D together.It was established on September,2004 and is the only Alliance Fran?aise in the area,and has become an exchange center for teaching French and French culture in the region.All courses of the Alliance Fran?aise de D are taught by teaching experts with a master’s degree in Teaching French as a Foreign Language(FLE)and with rich teaching experiences.Students are widely distributed in age,and they study French courses based on interests,study abroad and immigration etc for purposes.In the daily operation of the Alliance Fran?aise de D,more and more various problems caused by inter-cultural conflicts between China and France continue to appear,which profoundly affects the operational efficiency of the organization.In the form of teaching cases,from the perspective of Assistant Xu,the protagonist of the case,this thesis describes the typical events of inter-cultural conflict in the daily operation of the Alliance Fran?aise de D,uses relevant theories to analyze,and proposes the cognition and management strategies for inter-cultural conflict,so that the enterprise can alleviate or prevent the management problems caused by inter-cultural conflicts as much as possible in the future.This thesis includes five parts.The first part is the introduction which introduces the research background and the research content.The second part is the theoretical basis,expounding the theoretical basis applied in this case,including the six value orientation theory,Hofstad’s six-dimensional cultural theory and Trainds’s individualism-collectivism theory and Berry’s cultural adaptation model etc.The third part is the text of the case,including the company background introduction and four specific typical cases related to inter-cultural conflict.The fourth part is case analysis,which is to conduct a specific analysis of the cases in the third part by applying the four theories in the theoretical basis of the second part.Firstly,it analyzes the essential problem behind the case-inter-cultural problem,recognizes cultural differences at multiple levels and analyzes decision-making of inter-cultural problem.This part mainly applies the six value orientation theory,Hofstad’s six-dimensional cultural theory and Trainds’s individualism-collectivism theory to get multi-level cognitions of inter-cultural issues.Through the analysis of Berry’s cultural adaptation model,to make management decisions on inter-cultural issues that have already occurred.Secondly,focus on analyzing the reasons for the failure of inter-cultural training implemented by the enterprise from the perspective of cultural differences,and emphasizing the important role of inter-cultural training in improving the effectiveness of inter-cultural management.Finally,put forward some improvement suggestions for the inter-cultural management of the Alliance Fran?aise de D.The fifth part is the conclusion and enlightenment,summarizing the conclusion and enlightenment of this thesis.This case analyzes and discusses the problems arising from the Sino-French cultural conflicts in the Alliance Fran?aise de D,so that students can identify the problem of inter-cultural conflict in the workplace,understand the nature of the problem of inter-cultural conflict,and analyze the causes of inter-cultural conflict,and propose corresponding optimization measures.This case is applicable to the courses related to "Inter-cultural Management"for undergraduates and postgraduates(MBA and EMBA)of various management majors in various universities.It is also applicable to the discussion and reference of the relevant parts of "Inter-cultural Communication" and "Inter-cultural Training" in the inter-cultural training of management of the multinational enterprises.