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英国人力资源管理论文:有关文化对组织内部沟通的影响研究 [4]

论文作者:www.51lunwen.org论文属性:学期论文 termpaper登出时间:2014-12-11编辑:Cinderella点击率:4696

论文字数:5781论文编号:org201412101718452377语种:英语论文 English地区:英国价格:免费论文

关键词:hign street fashionNottingham文化与沟通跨文化交流

摘要:本文将重点研究文化对英国诺丁汉地区高街时尚店雇员们彼此沟通的影响。核心是希望弄清楚,在某一组织内部,文化对沟通是否会有所影响。

eep those with them and use the body language to express themselves. While in low context communication, people are clear and open about the information they share with each other. His paradigms for intercultural communication have some implications. These include focusing on the micro-level, non-verbal communication in high context cultures and access to information in high-context cultures (French, 2007).

 

Geert Hofstede is one of the earliest and best-known psychologist well-known for his study on the culture in IBM where he did a research on employees in 72 countries. It is one of the most popular theories, which explains the influence of culture on the management. He developed a typology consisting of four cultural dimensions through a society can be classified. He examined the values and belief of 145,000 employees of IBM from 40 different nations and mapped some of the key cultural issues. These include power distance, uncertainty avoidance, individualism, and masculinity. The Power Distance shows the level of degree to which a culture accepts unequally distributed power in the organization. High power distance means organizations with more autocratic leadership and has very little employee involvement in the decision making process (Rugman, 2007; Rodrigues, 2009). Hofstede (1980) and Blodgett et al (2001) described that people, living in high power distance culture shows optimistic emotions towards their supervisors and pessimistic emotions to the less power people in the organization or culture. The second dimension, Uncertainty Avoidance, is the measure to which the people feel threatened by the vague situations. When in a society, the level of the uncertainty avoidance is high, the demand for the consensus and written rules are high which can be linked to the high context society proposed by Hall, while in societies with low uncertainty avoidance, people are more risk takers (Hofstede, 1980). The third dimension, Individualism, is actually the tendency of the people that care should be taken of themselves, organization, or their family and stresses their own interests rather than for others. Under this category, people try to imagine, that individual interests are more important than the groups (Hofstede, 1980) while under Collectivism, individuals see themselves as the part of the organization or group. They think of themselves as part of family or organization. The fourth dimension, Masculinity/Femininity, is the value assigned to the competitiveness, performance, achievement, and materiality. Individuals from masculine culture are more competitive and aggressive where as people from feminine culture are considered more humble and modest and they have concern for the quality of life (Blodgett, 2001; Muller et al, 2008). This dimension sometimes also renamed as Quantity of Life vs. Quality of life. Hofstede has included another dimension in his framework (Muller and Tuner, 2004). The fifth dimension, Long vs. Short-term dimension, describes the importance of future against present and past. Long term values are more focused towards future like saving while the short term are more oriented towards past and present, like respect for tradition, beliefs and social obligation (Hofstede, 2003).

 

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