The root problem which resulted in this conflict is that the definition of the power structure is different between them. In Chinese culture, the power structure is centralization, so Chinese employee thought that the American was his boss, there is no doubt that he should take a responsibility to make a decision, the only duty of the Chinese employee was tried his best to reach the order set by his boss. However, the power structure in American is decentralization, the boss thought that the relationship between him and the Chinese employee was equal instead of leader-member relation, so he hoped the Chinese employee can participate in the decision process in order to create the maximum profit for the company. 毕业论文
http://www.youerw.com/2.1.3. Long-term Orientation vs. Short-term Orientation
Geert Hofstede said that Long Term Orientation stands for the fostering of virtues oriented towards future rewards, in particular perseverance and thrift. It’s opposite pole, Short Term Orientation, stands for the fostering of virtues related to the past and present, in particular, respect for tradition, preservation of ‘face’ and fulfilling social obligations. In the enterprise operation, the long-term orientation enterprises pay more attention to cultivate employees’ ethic and the sense of belonging. In the short-term orientation enterprise, the ability of the employee will be thought highly than the experience, they would like to pursue the short-term profit rather than the future of the enterprise.
The research on Long-term orientation and short-term orientation in 23 countries doing by Bond, China is at the head which belongs to the long-term orientation culture, America is at 17th.As the different orientation between different culture, there is no doubt that will cause conflict in cross-cultural communication. We can clearly know this from some promotion cases. When the Chinese supermarkets introduce a new product, they always would like to reduce the profits of the product in order to promote the sales volume and established the good relationship with the customer. The American is in opposite side, the new product’s price will be very high until the sales volume is bad that they will make a discount. For Chinese business men, the operation idea is that the long-term profit is more important than sudden huge profit; they would like to spend a lot of time and money developing a new market. However, the American just emphasize the short-term profit, if they can’t get profit in short-term, they think there is no need to spend time on the market.原文请+QQ324'9114优.文^论,文'网
2.1.4. Ascription-oriented vs. Achievement-oriented
Different culture have different judging standard for personal position on the work environment or society. There are two mainstream judging standard------- Ascription-oriented and Achievement-oriented. Achievement-oriented pays more attention on personal ability, you can get a chance of promotion or salary increasing without considering your social position or your age when your working performance is excellent. The ascription-oriented emphasized on personal experiences and the high position of society and the elderly will get more respect. America is a typical achievement-oriented country, China is in opposite pole. We can know completely from below case.
A manager in a data-processing company was having difficulty dealing with a conflict between a young, ambitious American male and his co-worker, a Chinese woman. She had made it clear to the manager that she would not be willing to introduce the new product together with the American male at product launch.
When the manager asked her what the problem was, she received no clear explanation. When she asked her co-worker, the young man had no insights to offer. The young man was clearly annoyed, however, that the Chinese woman was refusing to share her data with him. That meant he couldn’t make the presentation to the client as she had all key data on her computer disks.
The manager repeated questions to her but her “problem” got nowhere. So he changed his approach. He began to explain his concerns, as a manager and as spokesman
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