Conflict Management Process of Chinese Employees and American Employees - a Cross-cultural Perspective
论文作者:51lunwen论文属性:课程作业 Coursework登出时间:2007-01-09编辑:点击率:3345
论文字数:4266论文编号:org200701091737377635语种:英语 English地区:中国价格:$ 33
关键词:
Conflict Management Process of Chinese Employees and American Employees - a Cross-cultural Perspective
Content
Chapter One Introduction 1
1.1 Culture and Conflict 1
1.2 Conflict Management and Cultural Influence 4
Chapter Two Some Aspects of Conflict Management 5
2.1 Attitudes toward Conflict 5
2.2 Conflict Perception 7
2.3 Conflict Management Strategy 7
2.4 Conflict Management Rhythm 11
Chapter Three Implications 12
3.1 Developing intercultural knowledge on conflict management 12
3.2 Applying Constructive Conflict Skills 13
Chapter Four Conclusion 14
Bibliography 14
Chapter One Introduction
1.1 Culture and Conflict
l Culture
Culture is one of the most often defined concepts in social science field. In general, it refers to civilization. In particular, it can be as specific as opera, art, and ballet. (Larry A. Samovar and Richard E. Porter 1995: 23) Since culture is ubiquitous, multidimensional, complex and pervasive, it is hard to give an exact definition to it. After studying more than one hundred definitions, Kroeber and Kluckhohn offered one of the most comprehensive and well-known definitions: “Culture consists of patterns, explicit and implicit, of and for behavior acquired and transmitted by symbols, constituting the distinctive achievement of human groups, including their embodiment in artifacts; The essential core of culture consists of traditional (i.e. historically derived and selected) ideas and especially their attached values; culture systems may, on the one hand be considered as products of action, on the other, as conditioning elements for future actions.” (Stephan Dahl 1999)
“Culture is like a kind of software in mind. A person's thinking pattern, feeling, and acting are programmed by it.” (Hoftede 1997: 4) During the past several decades, many anthropologists, social psychologists, and communication scholars have carried out researches to find out in what ways culture influences individual experiences and behaviors. Hofstede's (1980) cultural dimensions are probably one of the best-known approaches to provide systematic and measurable aspects of culture. He has surveyed over a hundred thousand workers on work goals and values in subsidiaries of IBM in 53 nations and regions. After careful analysis, he divided culture into four dimensions: individualism-collectivism, uncertainty avoidance, power distance, and masculinity-femininity.
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