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美国代写论文：跨文化冲突管理
With the ever changing world environment, there is a strong need for managers to understand the cultural differences and ways to deal with these differences. Operating globally can bring immense success for the business, but also poses great challenges such as cross-cultural communication. Culture embodies a person’s behavior, shapes his attitudes, preferences, beliefs, values, in totality, his entire personality. To accept another person’s culture is hard because it significantly differentiates from your own beliefs and personality. However, negotiation and conflict management across cultures is an essential part of operating globally and the essay discusses in great depth about how to sort these differences. The topic is explained and argued by the use of an example of two very dominant national cultures of China and America (Asian and Western). To successfully solve conflicts and negotiate, both parties must try to understand each other’s cultures before-hand. Understanding of the cultural stems and the reasons of cultural concepts can make negotiation or conflict management very easy. Both parties must be ready to listen and accept each other’s values, putting aside their set stereotypes.
Conflict/Negotiation management
With globalization, it has become compulsory for managers to communicate between two cultures and often engage in conflict or negotiations to solve any problems or misunderstandings that may have arisen (Wei, Yuen, & ZHU, 2001). Conflict can be described as the un-matching of values, expectations, behaviors or any such characteristic between two people belonging to different culture (Ting-Toomey, 1994). Negotiation and conflict management is easier when dealing with intra-cultural conflict as compared to cross-cultural conflict (Zhu & Zhu). This is because in intra-cultural conflict, the parties have similarities in attitudes and thinking. Conflict arises usually because of miscommunication between the two parties, whereas in cross-cultural conflict, the problem is of a difference in values, beliefs and other such personality traits (Zhu & Zhu). Negotiation styles in one culture may be completely opposite to that in another and thus may further embed the disagreements, like openness or frankness is valued in some cultures like in America, whereas considered disrespectful in others like in China (Zhu & Zhu).
随着世界环境的不断变化，管理者非常需要了解文化差异和处理这些差异的方法。全球化运作可以为企业带来巨大的成功，同时也带来了跨文化交流的巨大挑战。文化体现了一个人的行为，塑造了他的态度，偏好，信仰，价值观，总体上，他的整个人格。接受别人的文化是很难的，因为它与你自己的信仰和个性显着不同。然而，跨文化的谈判和冲突管理是全球经营的重要组成部分，本文深入探讨如何对这些差异进行分类。这个话题是通过使用两个非常占主导地位的中美（亚洲和西方）民族文化的例子来解释和论证的。为了成功解决冲突和谈判，双方必须先试着了解彼此的文化。了解文化背景和文化理念的原因可以使谈判或冲突管理变得非常容易。双方都必须准备好倾听和接受对方的价值观，抛开自己的刻板印象。
冲突/谈判管理
随着全球化的发展，管理者必须在两种文化之间进行交流，并经常进行冲突或谈判，以解决可能出现的任何问题或误解（Wei，Yuen，＆Zhu，2001）。冲突可以被描述为属于不同文化的两个人之间的价值，期望，行为或任何这种特征的不匹配（Ting-Toomey，1994）。与跨文化冲突相比，谈判和冲突管理在处理文化间冲突时更为容易（朱和朱）。这是因为在文化内部的冲突中，各方在态度和思想上都有相似之处。冲突通常是由于双方沟通不畅造成的，而在跨文化冲突中，这个问题在价值观，信仰和其他这样的人格特征上是不同的（朱和朱）。一种文化中的谈判风格可能与另一种文化中的谈判风格完全相反，因此可能会进一步嵌入意见分歧，如开放性或坦率性在美国等一些文化中被重视，而在中国（朱和朱）则被认为是不尊重的。
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