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论文编号：	4717
作者编号：	2120102632
上传时间：	2012/12/11 0:39:46
中文题目：	JD公司跨文化管理研究
英文题目：	The Research of JD Company Cross Culture Management
指导老师：	齐善鸿
中文关键字：	跨文化管理;企业文化;文化差异和冲突;对策和建议
英文关键字：	cross-cultural management;corporate culture;cultural differences and conflicts;solution and suggestions
中文摘要：	为了充分发挥各国经济方面的区域优势，同时减少因各国间的贸易保护带来的不利影响。全球大企业逐渐由商品输出转向技术及资本输出，甚至于零部件的全球化生产，全球化采购。这样势必扩大其跨国经营的规模，随之而来的就是企业要面临跨国经营母国文化与他国文化的差异以及该差异造成的文化冲突，这个跨文化问题解决的好坏，很大程度上会影响企业经营的成败。本文旨在通过对世界文化，国家文化以及企业文化的分析。对文化及文化冲突理论的研究，结合作者自身多年的外企及海外工作经历对文化差异进行深入描述，搭建研究框架。针对一家美资世界500强企业－JD公司的跨文化管理现状，首先进行事例分析，然后设计调查问卷，对JD公司的中外籍雇员不同群体间在关系与规则、认同感来自哪里、处理感情的方式、如何解释把事情做好的价值观、如何看待地位、如何对待及管理时间的、对待环境的看法七个维度上进行分析，试图寻找到JD公司的文化差异。文章根据调查问卷获得的数据，定量论证了中外籍员工的教育背景、年龄层次、在JD公司工作工龄等差异都会导致中外籍员工文化差异及跨文化冲突问题。本文根据上述研究得到的JD公司文化差异产生的维度及原因，提出了DMEIA， “定义、测量、领会、包容、支持”五个阶段的培训及自我提高的流程。并倡导推进员工国际化策略。希望借这两个对策来有效的改善和增强JD公司员工跨文化敏感度，从而在公司内部构建一个具有包容性的企业文化环境。本文从结构上主要有三个部分：（1）理论概述；（2）事例分析和问卷调查；（3）对策研究及建议。
英文摘要：	In order to good effect for the regional advantages of national economies, while reducing the adverse effects due to the protection of trade between the countries. Global enterprises gradually turn to technology and capital output by the export of commodities, and even parts of the globalization of production and global purchasing. This is bound to expand the scale of its multinational operations, the following issue is an increasingly significant problem of cultural differences and cultural conflict, we deal with cultural differences and conflicts good or not, it will make the enterprise’s management success or failure. This thesis aims at the analysis of world culture, national culture, and corporate culture. Conflict theory of culture and cultural studies, work with the author’s experience in foreign companies and overseas work experience, it will make deeply analyze for cultural differences. This analyze was based on a US-owned company of Fortune 500 companies-JD, through case studies, and then design the questionnaire, investigate the different between Chinese and American employees in the JD company; include the group and the individual; feeling and relationships; how far we get involved; how we accord to status; how we manage time; how we relate to nature; this 7 dimension analysis. Try to find out cultural differences on JD company. According to the data obtained from the questionnaire, quantitative demonstration different group form educational background, ages, work time in JD, and so on aspects. It’s confirmed all of these difference will bring on cultural differences. According to the reasons of bring on cultural differences from above. This thesis created a process called DMEIA (Define; the Measure; Empathize; Inclusive is; Assist), this five stages about training and self-improved processes. And advocacy to promote employees internationalization strategy. Hope takes two solutions to improve and enhance JD employees’ cross-cultural sensitivity, to build an “inclusive corporate culture environment” within the company.
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