跨文化交际案例分析

1、2021/6/161Case study More exercises2021/6/162Case 1lJim Ellis, vice president of a North Carolina knitwear manufacturer, was sent by his company to observe firsthand how operations were proceeding in their Korean plant and to help institute some new managerial procedures. Before any changes could be

2、 made, however, Jim wanted to learn as much as possible about the problems that existed at the plant.2021/6/163lDuring his first week he was met with bows, polite smiles, and the continual denial of any significant problems. But Jim was enough of a realist to know that he had never heard of any manu

3、facturing operation that didnt have some problems. So after some research, he uncovered a number of problems that the local manager and staff were not acknowledging. None of the problems were particularly unusual or difficult to solve, but Jim was frustrated that no one would admit that any problems

4、 existed.2021/6/164l“If you dont acknowledge the problems”, he complained to one of the managers, “how do you expect to be able to solve them?” And then to further exasperate him, just today when a problem was finally brought to his attention, it was not mentioned until the end of the workday when t

5、here was no time left to solve it.2021/6/165Case study Typical sections: case summary Cultural reasons alternatives conclusion2021/6/166Suggested answerlJim was sent to Korean plant to help people there with some new managerial procedures, though Jim was welcomed with great hospitality, only to find

6、 that his Korean colleagues tried to avoid acknowledging any significant problems, let alone solving them. Jim couldnt understand the way that Korean solved the problem. To his exasperation, a problem was mentioned when there was no time left to solve it.Case summary2021/6/167Cultural Analysis lHigh

7、-context/ low-context culturelIndividualistic/ collectivistic culturelAttitude towards bad news2021/6/168lIn individualistic culture, they view conflict as fundamentally a good thing. Working through conflict can gain new information about members, defuse more serious conflict, and increase group co

8、hesiveness. Individuals should be encouraged to think of creative, even far-reaching solutions to conflicts. There is also value in direct confrontation, recognizing conflict and working through it in an open, productive way.Cultural analysis2021/6/169lPeople from collectivistic culture view conflic

9、t as ultimately destructive for relationships, thinking that when members disagree they should adhere to the consensus of the group rather then engage in conflict. In culture like these, silence and avoidance may be used to manage conflict. 2021/6/1610lThus, in this case, Koreans tried their best to

10、 take the peacemaking approach to de-escalate conflicts, so that harmony between members would be maintained as long as possible. However, Jim, from individualistic culture, considered it strange that his Korean colleagues would rather hide the problems to the last moment than solve the conflicts. I

11、n his view, suspending the conflicts wouldnt release tensions and solidify the relationship but to potentially destruct the relationship.Combine the theory with the case2021/6/1611lProblems should be solved from both side.lJim.lKoreans.lConclusion .solutionconclusion2021/6/1612Case 2nOn his first tr

12、ip to Mexico, Harry, a U.S. manager who intended to negotiate a contract with a Mexican firm, was invited to a dinner party by his Mexican counterpart. Since the invitation indicated that cocktails would begin at 7 p.m., Harry arrived promptly at that time. His host seemed surprised, and no one else had arrived. People began arriving about 8 p.m. Harry knew he had read the invitation correct