“This is the age of global economy in which resource supplies, product markets and business competition are worldwide rather than merely in local or national scope.” “The global economy offers great opportunities of worldwide sourcing, production, and sales capabilities.” Nevertheless, when companies stretch their leg to the world, they have to face many challenges caused by the process of globalization. Cultural differences are the inevitable question they have to encounter. During my internship period, I worked as a receptionist in Park Plaza Beijing Science Hotel, which is managed by Carlson, a global hospitality and travel company. In my research paper I will take Carlson Hotels as a main example to make a deep analysis about what are the popular cultural differences that multinational corporation encounters in China and what conflicts those cultural differences will cause. Carlson is a family-owned, global hospitality and travel company. Headquartered in Minneapolis, Minn., Carlson encompasses 1,077 hotels in 81 countries and territories; 924 restaurants in 61 countries and territories; and a majority stake in Carlson Wagonlit Travel, the global leader in business travel management, which operates in 153 countries and territories. My concentration will be on the area of its hotels in China.
The Carlson Rezidor Hotel Group is one of the world’s largest and most dynamic hotel companies. It has a fantastic portfolio of 1,319 hotels in operation and under development, a global footprint covering 81 countries and territories and a powerful set of global brands: Radisson Blu, Radisson, Park Plaza, Park Inn by Radisson, Country Inns & Suites By Carlson and Hotel Missoni. Until the October 14th of 2010, throughout China there have been 10 hotels managed by Carlson Company in operation and 11 ones have been contracted. In addition, there will be 9 Carlson hotels opening in 2011 to 2013.
The Essay on Carlson 2002 Company Work One
Summary and Paraphrasing APA Style University of PhoenixBSBA/ - 021 Team C William Louden May 19, 2005 Summary and Paraphrasing APA Style Summary During the 20 th Century, the workforce had traditional values. Individuals would work a lifetime with one company. These individuals begin work at a very young age and would work for 50 plus years before retiring. The labor laws at that time did not ...
For more potential consumers and lower labor costs; Carlson is on a rapid expansion in China. Apart from Carlson, many other international hotel companies do business in China, such as Sheraton Hotel, Hilton Hotel, Shangri-La Hotel, Hyatt Hotels. Not only facing with the challenge of complex and dynamic global economic environment, international hotels also encounter Chinese social and regional culture which in a large part differs from that of America. Global business executives must understand and deal successfully with general environment conditions that present many differences in economic, legal-political and human resources systems, among other aspects of business infrastructure. Culture differences tend to arouse conflicts and business failure. Success of international hotel company is not achieved just by coming to China. But they need to establish themselves locally and become Chinese citizens.
Chapter Two the Theory of Cross-Culture Conflict
2.1 The Concept of Cross Culture Conflict
Cross-cultural conflict can be defined as conflict generated, and perhaps exacerbated or perpetuated, by cultural differences among the groups involved in the conflict. The culture in which a person is raised plays a significant role in shaping his values, morals, behaviors and attitudes. These characteristics impact how a person thinks, and what his overall mind-set is toward the world around him. When a person is met with the principles and ideals of a different culture, cross-cultural conflict takes place. The power of culture is strong, and it can be difficult to overcome cross-culture conflict, as evidenced by numerous conflicts between different cultural groups. People in different cultural background hold distinctive values, attitude and ways of solutions towards six basic issues faced by human beings. These issues include views about humanity, views about himself and the nature, relationships with people, the incentive about human’s action, the attitude towards personal space and time. In order to understand the concept of cross-culture conflicts better, I will discuss three issues in detail. Through comparing the western culture represented by America and Asian culture represented by China, we can see how differently people from different culture background think the same issue and how cultural differences affect their attitudes and actions towards life and work. 2.1.1 Humanity
The Essay on Culture And Conflict God Gilgamesh World
The culture of conflict is just as important as the conflict itself. The reasons for conflict and the inner agony of pride are all do to culture. The epic poem of Gilgamesh, and The Odyssey, the story of Genesis have many forms of many conflicts. Cultural conflicts have many different forms, but pride is usually at the root of all of them. The book of Gilgamesh has many conflicts, and battles. ...
Although sharing many aspects in common, western culture and eastern culture differ from each other in lots of basic issues. As far as Western mainstream culture is concerned, human nature is originally selfish, greedy, lazy, jealousy, etc. That is “Man’s nature is evil at birth.” As a consequence, western countries usually adopt both religions and laws and regulations to guide, educate or strictly limit people’s various activities in the society. Based on the understanding of human nature that is evil at birth, the western culture and social institution and system are built up. This method of using both soft power, such as religion, and mandatory power, such as laws, ensure the stability and development of western countries.
On the contrary, in China people believe “By nature, all human beings are kind”, holding an optimistic attitude towards humanity. Based on this understanding, in eastern countries people’s actions and thought are more leaded or regulated by moral education rather than laws and regulations. Actually, to some extent, social order is mainly regulated by the thought of some great thinkers, such as Confucius, LaoTse, Mencius, and some stories or creed of Buddhism. People in eastern countries tend to use the thought of great thinkers to warm themselves to be moral and kind-hearted and the worship of Buddhist celestial beings such as The Goddess of Mercy and Buddha to restrict the inner lust and impulse to do evil. In the modern world, Chinese people also set up selfless and heroic models to guide people’s actions, while laws merely play a supplementary role.
2.1.2 Time Orientation
“Time orientation is another dimension of the silent language of culture. The way people approach and deal with time tends to vary widely.” There are totally three kinds of time orientations that are the past, the present and the future. People in the culture of past time orientation emphasize on tradition, prize history; people in the present time orientation only care about life at the moment and rarely plan for tomorrow; and people in the future time orientation believe everything happening today will pay back in the future. Chinese culture pays more attention to the past and present, and less on the future. American culture, by contrast, focuses on the present and the future. As an American saying goes: “never cry for spilled milk”, it indicates that: it is useless to regret for what has happened, and what is really important is the future, compared with the future even the present is not vital. This kind of time orientation is also reflected on making plans. In business or management field, Americans usually are more likely to make plans than Chinese. For example, an American manager probably makes out a time schedule including business activities, business trip planning, negotiations, vocations, and etc several months even a year in advance.
The Essay on The Power of Culture to Create a Better Future
Every part of the world has its own culture. Culture includes the arts, traditions and customs of a country or region as well as the wisdom, values , lifestyle and trends of the people living there. In order to build a peaceful world, we need to acknowledge and respect each other’s culture. Culture shapes the way we see the world which in simple terms indicates that our culture values, which often ...
2.1.3 Relationship with others
The third major issue is the difference between an individualistic culture and a collectivistic culture. Individualism vs. collectivism, one of the key dimensions, is defined by Geert Hofstede as “The degree to which a society emphasizes individual accomplishment and self-interests, versus collective accomplishments and the good of groups.” On the individualist side we find societies in which the ties between individuals are loose: everyone is expected to look after himself or herself and his or her immediate family. People from individualistic culture such as USA are generally more self-centred and emphasize mostly on individual goals. They also tend to think only of themselves as individuals and as “I” distinctive from others. Additionally, people in individualistic cultures emphasize their success and achievements in job or private wealth and aiming up to reach more or a better job position.
Especially in the USA the fight about jobs and trying to climb up in the hierarchy ladder is something very common. In business they try to improve their connections and to gain more value out of them, not for establishing a good relationship but just to be involved in a calculative way. Employees are expected to defend their interests and to promote themselves when ever possible. On the other side, Collectivistic cultures have a great emphasis on groups and think more in terms of “we”. People from collectivist cultures like China view individual as a part of a group and think that individual cannot survive without the company of group. They also think a person should try to be gregarious，and a person’s unique personality will incur dislike and alienation from others. In addition, harmony and loyalty within a company is very important and should always be maintained and confrontation should be avoided. In China it is out of question to disagree with someone’s opinion in public. You will do that in a more private and personal atmosphere to protect a person from the “loss of face”. 2.2 Reasons of Cross-Culture Conflict
The Essay on The Relationship Between Hrm Practices and Organisational Culture Within the Hospitality Industry
1. Summary The culture in an organisation has a huge impact in the behaviour and development of the business and its employees. Organisation culture should concentrate on the actions, behaviour and effectiveness of employees. It is through effective Human Resources Management (HRM) practices that culture is really implemented by employees on the daily basics. Culture and HRM bonds are critically ...
When an international company enters into an unfamiliar culture, it will experience many confusions and discomfort, and then culture shock or culture conflict appears. In order to travel comfortably or do business successfully around the world, people must pay attention to culture diversities and dealt with cross-culture conflict. An American exporter, for example, once went to see a Saudi Arabian official. He sat in the office with crossed legs and the sole of his shoe exposed—an unintentional sign of disrespect in the local culture. He passed documents to the host using his left hand, which Muslims consider unclean, and he refused to accept coffee when it was offered, suggesting criticism of the Saudi’s hospitality. What was the price for these culture miscues? He lost a $10 million contract to a Korean executive better versed in Arab ways. What leads to the failure of business in the example above? Obviously, it is the American executive’s ignorance of the culture of the Middle East that causes cross-culture conflict and then the failure of business. In most cases, a significant factor that results in cross-culture conflict is ethnocentrism that is “the tendency to view one’s culture as superior to others.” Ethnocentrism leads us to make false assumptions about cultural differences.
The Essay on Imperialism 2 English Chinese China
The treatment of the Chinese by the British, during the take over of their country, was just like that of the Africans. The British took over the land and the government, took advantage of the people and exploited them for their resources. The English accomplished these things differently in each situation, but each time, the results were the same. One of the most important aspects of imperialism ...
We are ethnocentric when we use our cultural norms to make generalizations about other peoples’ cultures and customs. Such generalizations — often made without a conscious awareness that we’ve used our culture as a universal yardstick — can be way off base and cause us to misjudge other peoples. Ethnocentrism can lead to cultural misinterpretation and it often distorts communication between human beings. For example, when we go to a store and ask for a green coat and the sales clerk gives us a blue one. If we think the person color blind or stupid, we commit Ethnocentrism. The reason is that The Inuit lump shades of what Anglo-Americans call “blue” and “green” into one color category, tungortuk, which can only be translated as “bluegreen.” In the business world, if a leader is ethnocentric, he or she possibly will not be able to manage company successfully, because few staffs will accept him or her leading. When a manager coming from one culture to another culture, he or she will inevitably encounters a group of people whose characteristics are totally different with his or hers. Whether a manager is able to understand the features of the staff in a given culture background can basically determine whether he or she can handle cross-culture conflict.
Chapter Three Popular Culture International Hotel Companies Encounter in China 3.1 Culture Conflict Caused by Language Barriers
3.1.1 Poor Level of English
As a famous international hotel and locating in an international metropolis—Beijing, Park Plaza Hotel managed by Carlson company welcomes guests from all over the world. About 40 percent guests are foreigners who cannot say any Chinese. As a consequence, the requirement for staffs’ skill of oral and listening English is high. However, the problem is in China most employees in the basic level of hotel industries are poorly-educated. Most of them only have secondary-school or high school diploma. The English level was poor even when they were in school, let alone after several years’ graduation. Only a few staffs who have worked in deluxe international hotels for more than two years can communicate with foreigner fluently. But the majority of staff tend to shift jobs frequently, especially those in the grass-root level, in service industry. As a consequence, few employees stay for long time on grass-root positions such as water, waitress, receptionist, housekeeper and concierge. Employees in these positions are those who lack working experiences or have not work for a long time or works as interns. As a result, most grass-root staff in this hotel cannot communicate with foreigners smoothly and fluently.
The Essay on Hotel management report
There many reservation systems around the world. Definitely, you will find many differences between them. For example: The usage, the reports it produces, the features of the home page and the way it is connected to other departments. Hotels reservation systems are different according to what the management needs/requires out of the system. It also depends on what they aim for. Furthermore, there ...
Those staffs who have never worked in a 4-star or 5-star foreign-related hotels are afraid of speaking when the guest is a foreigner. They choose to stand aside and leave works to experienced receptionists who have no problem at least in basic English communication. Although after regular English training provided by the hotel, their English level will improve, they can only master a limited scope of language and the simplest vocabularies related to their working areas. Once guests say something out of their working areas or speak in a faster speed or in a special accent, most staff members feel it is difficult for them to understand. During the short period of my working time at the front desk, I encountered several times when my colleagues could not understand what the foreigners were talking about. I will cite two examples. The first one is that I have a colleague named Wendy who has worked in this hotel in three different departments for 4 years. It seems that she is experienced enough. However, one day when an American lady asked her in a very standard pronunciation about how to go to some famous scenic spots, such as The Great Wall, the Forbidden City and the Summer Palace, and whether the hotel could make the travel arrangement for her, Wendy stunned and speak to me in Chinese: “Oh bad, I can’t understand what she is talking about!”
Fortunately, I had paid attention to the lady carefully before and understood what she wanted to convey, otherwise I could do nothing for Wendy and had to ask the American lady to repeat what she had said, which must leave a bad impression on her or lead to her complaint about our service level. The reasons why Wendy could not understand were that the American lady used some words which were not that basic and simple and some Proper Nouns that were beyond Wendy’ working area, because it is usually the concierge’s job to help guests by telling them about places to visit, restaurants to eat in etc. Another example is one day an Indian guest suspected that we charged him excessively, my colleague Ada tried to explain the bill to him, but Ada’s English was so poor that she could not recognize many words and even could not pronounce some basic words precisely. What made things worse was that the Indian pronunciation is very hard to recognize, and no one standing aside could do Ada a favor to replace her to communicate with the Indian man. Fifteen munities had passed and the problem remained unsolved. Consequently, it was our foreign manager who took over this matter and solved it.
To sum up the low level of staffs’ English skills in listening and speaking adversely affect the efficiency of work and the degree of guests’ satisfaction towards the service of the hotel. There are some comments made by some guests after they stayed in both Park Plaza Beijing Wangfujing and Park Plaza Beijing Science Park. A Portuguese guest on May 3, 2012 wrote that “The staffs of the hotel are very happy to help in a very oriental way, although many do not speak English very well”. An American guest wrote that on May 6, 2012 “The front desk, concierge, bell boys and dining room staff all speak English (at least much better than I can speak Mandarin).
Remember to be patient and to speak clearly and they will catch what you are saying. Like traveling to any foreign country, you need to show respect and patience and all will work out well”. A guest from UK said that “reception and concierge and lobby service teams poor English language which resulted in several repeating issues around getting service, particularly the “free drinks” part of my upgraded suite package.” A guest from HK said that “only a few staff speaks English well.” I also find that many guests who stayed at hotel managed by Carlson Hotel Company in other cities of China wrote comments to suggest that staff should improve English.
If hotel companies just run business in their own country, language barrier will not exist. But when they operate business abroad they have to face this problem which adversely affects guests’ impression or satisfaction about these hotel companies, just as Carlson Hotel Company. You may ask: “why not hire employees who can speak English very well?” This is a paradox in Chinese society, because, in China, if a person can speak English well why he or she will be willing to take a poor-paid and indecent job. The fundamental reason is that, in China, service job is poorly-paid and laborious but hardly respected by others, people with college degree or well-educated will not choose to take job in this area, while people without high degree much education are willing to take but employee raining cost is higher and the training result is not that satisfied, because many staffs consider that the low salary does not deserve paying too much effort and energy on learning language.
3.1.2 Poor Level of Chinese
There are just three foreigners, the general manager, the executive assistant manager and the western restaurant head chef, among senior management level. They all come from English-speaking countries and cannot use Chinese to communicate. All their subordinate staff members have to cater to them to speak English when communicate with them. This hotel is a good place for English leaner to practice oral English, but for those staffs whose English is medium or poor; it is an inconvenience or obstacle to communicate with them. Usually many international companies will require expatriates to accept cross-culture and foreign language training before expatriates going to work abroad. It is obvious that the three foreigners in Beijing Science Park Plaza Hotel senior management level have not received any Chinese culture and language training. Working at the front desk department, I had more contact with the executive assistant manager—Erik, because he is also the department manager of front desk. He told me that he didn’t receive any formal Chinese training before he came to China and after three years’ work in China his listening comprehension of Chinese is 60% and can speak 10% Chinese.
Every day he would hold a brief meeting among staffs in front desk department. But 80% of staffs could not take in his meaning very well and 50 percent of them completely did not understand. Fortunately he had a Chinese assistant; his assistant usually repeated what he had said and emphasized something especially important. One of fatal factors that will directly affect the development of multinational company overseas is language proficiency. Mastering the language of the host nation, expatriates in the multinational companies can better understand the culture of the host nation; alleviate the pressure of adapting new environment. The ability to speak read and write the language of the host nation is also an evaluating criteria for the qualification of expatriates. Apparently, the Carlson Hotel Company does attach enough importance on this matter, or perhaps it is out of ethnocentrism. 3.2 High Frequency of Staff Turnover and the Serious Shortage of Staff in Chinese Hotel Industry 3.2.1 The Current Situation
It is commonly known that high frequency of staff turnover in hotel industry is always a serious obstacle that hinders its development. It is very difficult to hire junior staff in the worldwide hotel industry, and paying high salary and bonuses is a basic strategy to retain talents. However this problem becomes more severe in China due to the low payment, although it is not the only reason for this problem. As labor-intensive industry, the normal rate of staff turnover is less than 15%. But in a survey conducted by China tourism association human resources development training center among 23 cities’ two-star to five-star hotels reveals that in the past 5 years staff turnover rate is averagely 24% in China. Additionally, in China hotel industry also have to face the problem of serious shortage of staff mainly in the grass-root level. A national wide survey indicates that the average rate of outflow of staff in hotel industry of China in 2011 is 45.38%. 3.2.2 The Reasons and influences of High Frequency of Turnover and shortage of staff in Chinese Hotel Industry Some major reasons will be discussed. Firstly, staff turnover rate is especially high among staff with university degree. High-star hotels always want to increase well-educated and knowledgeable staff and reduce poor-educated or uneducated ones.
But no matter what is your degree，new employees tend to be assigned to some low level positions, such as waiter, receptionist, housekeeper and concierge. Most college students will consider doing this indecent job is a waste of their talent and the university degree. Additionally, hotels merely pursue the goal of recruiting staff with university degree but ignore strategies of keeping them. Many managers with low degree in hotel usually do not treat staff with university degree in a patient way and frequently criticize them for the excuse that their working ability is not as high as staff with vocational school degree, which undoubtedly frustrate them and strength their decision for resignation. Secondly in China people working in hotel consider they have to depend on youth to make a living, just as Air steward, and once staff get over a certain age, they will be washed out. Adverse effect is that staff members who are close to that wash-out age will think them are not suitable to work in basic level and prepare to resign.
However this situation does not exist in western countries. There are many waiters and waitresses who are over 40 years old in hotel industry in America. The reason is that American law and regulation and social welfare ensure the grass-root job in hotel industry can be counted on a lifelong to supply his or her family. Besides most staff get increasingly bored with service job and comparing with their low level of income with guests’ high level of consumption they feel increasingly unfair in the long run and choose to leave this industry. For example, in four or five-star hotels in China, receptionists’ daily-wage is estimated to be 100 to 120 Yuan, and their salary is higher than that of any other positions in the basic level.
Whereas, a Buffet Breakfast is more than 120 Yuan, their daily wage even cannot afford a breakfast. As to the room rate is at least 550 Yuan per day which equals their more than five days’ wage. On the contrary, in western countries staff in service industry is well paid, and averagely their two hours-wage can afford a rich meal in hotel. Plus they can receive additional income from tips paid by guests. Tip is a must after you receive service in western counties but unnecessary in China. High frequency of staff turnover and outflow adversely affects not only the stable development of hotel industry but also the working efficiency and productivity. This is a tough problem challenging these international hotel companies.
3.3 Different Understanding towards Service between the Western Countries and China The largest happiness in the world is to make others happy. The concept of “service” just illuminates this great thought which has existed for a long time. In Chinese culture, “service” means being ordered by others and satisfying other’s command. Doing service job is indecent and usually looked down by others. In contrast, in the western countries, “Service” and “Servant” have the same lexical origins and additionally due to the long time influence of the Bible, most western people believe that “everyone is the servant of Jesus” and that everyone should try to become servant leaders in their working fields. The concept of “service” and “servant” has been changed and elevated. Apart from that, many western hotel company, such as Ritz-Carlton Hotel Company educated their employee not to be shameful of serving others but proud of it, because service can bring happiness and satisfaction to people, make people feel refreshed, elevate people’s moral and even purify the heart. All these theories are from the creed that human are born with sin of western Christianity.
In addition staff members in the western service industry are well paid and educated, and they seldom feel unfair and psychological imbalance. As a consequence, employees in western service industry have much better service attitude and patience than those in Chinese hotel industry to the guests’ requirement. Moreover, the western guests and Chinese guests treat staffs in hotels with totally different attitude. Usually western guests are kinder and patient even they have dissatisfaction towards the service, they will not express it out directly or scold staffs. They usually write comments or complaint on some famous travel websites or write some suggestions to hotel managers. On the contrary Chinese guests tend to have bad tempers and be very impatient. Once they feel a little dissatisfaction they will express it immediately in a rude way, such as scold staffs or even shout out in the hotel lobby.
During my internship I can almost see Chinese guest complain rudely and loudly in front of the reception desk every two days. For example, when a receptionist is slow in the check in and checkout processes due to unfamiliarity to work procedure, the western guests usually will wait patiently and keep quiet. This will let the receptionist feel extremely sorry for inefficiency and apologize sincerely. But Chinese guests will use the room card to knock on the marble reception desk and complain that “what the hell are you doing!” “Do you really know how to do the job?” “Quite stupid and inflexible!” But the impatience and rudeness of Chinese guests will strength the unfair and psychological imbalance of staff, and in return they will treat Chinese guests in the same way. Usually after the guest leaves, the receptionist will murmurs “SB” to the guest.（”SB” means “stupid guy”）.
To sum up, no matter how excellent of the service of some international hotel companies in their local countries, they cannot guarantee to provide the same quality of service to their customers when they operate business in China. The quality of citizens cannot be changed in short term.
Chapter Four Solutions to Cultural Conflict Challenging International Hotel Industries Operating Business in China Although cross-culture corporation have to face the challenge of culture conflict, cultural differences bring about culture diversity and making good use of culture diversity will obtain new competitive edge. Multinational corporations generally adapt four ways of cross-culture management. The first one is acculturation, namely, “Do in Rome as Rome does”. This strategy is suitable to adopt when the targeted country has a low level of open market and there are large differences between the culture of the corporation and that of the targeted country. The advantage acculturation is to help corporation to stand stably in the new environment, reduce hostility and friction caused by the target country and obtain trust from local society and then expand market.
The second one is culture compatibility. The third one is culture change. Multinational Corporation grasps host country’s culture changing opportunities to make the culture of host country conform to its own needs of production and development and make its own culture dominate in the host country. Many American companies, such as Coca Cola, McDonald’s, Pizza Hut, adopt this strategy. And the last one is culture avoiding. When two countries culture cannot be compatible with each other, International Corporation had better to adopt this strategy. But few corporations will expand its market in incompatible countries. Many multinational hotel companies in the western countries usually adopt the strategy of culture change to manage their subcompanies in China, because nowadays the culture of some English-speaking countries, especially the United States, deeply and extensively affects and challenges Chinese culture and Chinese young people. But for better development and adaption Chinese society, it is necessary for multinational companies to get better understanding of Chinese culture.
4.1 Solutions to Deal with Language Barriers
Based on the current situation of China, the best solution to solve the problem of language barriers is not to require all staff to acquire good skills of English but to provide regulate English trainings for all the grass-level staffs and mandate them to accept language trainings. In order to ensure that all the grass-level staffs master basic English especially those frequently used in their work, hotel companies should arrange examination to test their levels. Besides, hotel must require every duty manager in each department to master English in case to be able to replace basic-level staffs to communicate with foreign guests in a few tough cases. However the most important for multinational hotel companies in China is to offer expatriates training about Chinese culture and language. At least they can communicate with those basic-level staffs in Chinese. After all to expect Chinese staffs in grass-root level to be proficient to English speaking and listening is impractical and unreasonable.
4.2 Solutions to High Frequency Staff Turnover and Outflow. What multinational hotel companies can do to deal with the problem of high frequency staff turnover and outflow is limited by China’s national condition to some extent. No matter how hard is this problem, in order to develop successfully they have to do something to attract and retain talents. Strategies such as improving staffs accommodations and welfare system and increase bonus are commonly used by all kinds of corporations. Multinational hotel companies in China have to adapt to the unavoidable and serious situation of high frequency staff turnover and outflow. In most cases, looking for suitable external resources is the first choice. When there are available supply of human resources, high frequency staff turnover and outflow is not very terrible. It is undoubtedly China is never short of workforce, plenty of new workforces are waiting for international companies to hire. But an inexperienced workforce invariably causes high level of training cost. So hotel should pay high attention to the most significant and efficient solutions: retaining experienced staff. When staff feels company care about them, their loyalty to company will increase.
Chapter Five Conclusion
Through analyzing the concept and reasons of cross-culture, popular culture differences multinational companies will encounter in China and solutions to these cultural differences, I want to demonstrate that the complexity of the international environment makes the operation of multinational corporations extremely challenging and that In the dynamic and ever-expanding global economy, the awareness of culture differences and attaching great importance on this issue is vital to the success of multinational companies. But the management strategy I prefer to deal with this issue is to adapt to and learn about the culture in host counties with full appreciation and respect. As Hofstede states, “disregard of other culture is a luxury only the strong can afford,······the consequent increase in cultural awareness represents an intellectual and spiritual gain, and so far as management theories go, cultural relativism is an idea whose time has come.”
There are many deficiencies in my paper, such as insufficient business and management theories and business examples. As an English language learner what I am able to mainly discuss is language and the culture differences between English-speaking countries and China. In fact many issues can be analyzed and studied in the field of cross-culture conflicts international hotel companies will encounter in China. For example, the culture diversity in the oral language communication mainly includes four aspects: high context and low context, euphemism and direct speech, chipping in and keeping in silence, listening attentively to and communication. Additionally, people also can study the culture diversity in nonverbal communication, such as phonetics, tone of voice, eye contact, facial expression and interpersonal space, and some issues in business field, such as across-culture human resource management, cross-culture marketing.
