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论文作者:www.51lunwen.org论文属性:议论文 Argument Essay登出时间:2014-12-04编辑:Cinderella点击率:10937
论文字数:4753论文编号:org201412031607453006语种:英语 English地区:美国价格:免费论文
关键词:cultureHong Kongcultural difference文化差异
摘要:香港被视作亚洲的世界城,进入中国的关卡;它也是世界市场中重要的集合地。在过去的两个世纪当中,香港经济的国内生产总值翻了三倍。但最令香港引人注目的,还属其东西方文化交融的特殊环境。本文采用案例分析的方法,试图探讨东西方文化的不同,以及二者交融对政治、商业世界的影响。
Although as mentioned that all staff are PCCW staff which mainly serve the customers of Cathay, and Cathay is one of the major local carrier of Hong Kong, however, the management team and individual staff from Cathay who is in charge to dealing with PCCW are from Australia, whose mindset and national culture can be categorized as western style generally, from the perspective of PCCW, it is more suitable to arrange a similar people to deal with the client of Cathay who has similar cultural common ground, therefore, PCCW employs an Australian as the call center manager, however, as mentioned that, the major pool of staff of the call centre are Hong Kong Chinese, therefore, it forms a situation that the leader of the call centre adept a western leading philosophy to lead and manage a MNC but that staff are major are Hong Kong local Chinese who are adapted to eastern leading philosophy.
When imply the data of PDI of Hong Kong in Asiamiles call center, the situation match with the result of the study. Since the formation of staff pool of the centre are with Chinese majority, the Confucian heritage helps to explain its populations' respect of hierarchy. As mentioned that, although both Cathay and PCCW have set up certain kinds of regulations and rules, some are even can be considered too harsh for staff, (e.g. the harsh criteria of quality assessment on daily call handling performance, but such performance criteria are not explained fully to staff, each staff will only knows his/her performance which reflects on the salary adjustment according to assessment) to govern the performance of each staff, but astonishingly, over 10 years of operation, there are almost not an individual staff to oppose or to skeptic to such unfair rules, it may be explained by Hofstede's finding about Hong Kong's PDI that the mindset of the call center staff are yielded to authority without questioning. In addition, the Chinese in majority of staff pool i.e. the high PDI pool also show a significant figure for the willingness to accept the supervisory direction, and on their emphasis on gaining support from those in positions of authority. (Bu, Craig, and Peng ,2001) compared the willingness to accept supervisory direction among Chinese, Taiwanese and U.S. employees through a vignette study. Overall, Chinese employees had the strongest tendency to accept direction and the US employees the least. Chinese employees were most sensitive to the consistency between the supervisory direction and company policies, and were less responsive to their own assessment of the merit of the directions they were given.
权利距离——Power distance
Power distance in society is also directly related to leadership. For example, subordinates in high (rather than low) power distance societies are more reluctant to challenge their supervisors and more fearful in expressing disagreement with their managers (Adsit, London, Crom, & Jones, 1997). This can explain why the call center staff are seldom to judge or challenge the management or the lea本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。