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  本篇加拿大论文代写-跨文化管理讲了文献综述将进一步讨论与跨文化管理相关的不同理论,以更好地理解和回答研究问题集。这些理论将具体包括Hofestede的文化理论和GLOBLE理论。本篇加拿大论文代写文章由加拿大第一论文 Assignment First辅导网整理,供大家参考阅读。

  Cultural Distance: For predicting the level of adaptation needed on the expatriate assignment of an employee, it becomes crucial for understanding cultural distance among the two nations. It can be considered as the level of difference among the two social systems, ranging out of substantial or minimal terms (Zhou, 2010). No matter what the level of culture distance is, it impacts the responses of every individual towards business. Employees hold the natural tendency of being ethnocentric and for judging condition in a new nation as per their own standards. There will be a magnified effect of these problems in case of great cultural distance.

  Cultural Shock: As employees start working and living in another county, they hold the tendency of suffering from cultural shock. Cultural Shock is the disorientation and insecurity caused with the encounter of different cultures. They may not acknowledge their reactions, with the fear to lose self- confidence, or becoming upset emotionally (Thomas and Peterson, 2014). Some people end up isolating themselves, while some take the decision of returning back home. This has virtual universality. Some of the key factors causing cultural shock are different currency system, separation from common social groups, attitudes towards productivity and work, alternate goods available, driving patterns, dress and food, language, and different philosophies of management (Tangirala, 2010).

  Irrespective of strong evidences supporting employees to move on international assignments for understanding different cultures and maintaining adaptability, their arrival often takes place without preparation. The overall selection is mainly set on the basis of job performance in their country. Due to their ethnocentric, individualistic or parochial beliefs, they may not show concern to do business with individuals having different traditional beliefs in comparison with their own (Søderberg and Holden, 2012). They may not have knowledge about the local language and may seek less interest to be involved in the community. Their selection also may have been made on the basis of their technical knowledge as acknowledge by the employers. However, the understanding of culture is crucial for avoiding any costly misunderstandings and errors for the business organization (Gibson, 2015). Various steps can be undertaken by organizations for preventing the issue of cultural shock and reducing the effect of other challenges involved. Some of the strategic recommendations that will be described later are compatible assignments, careful selection, pre-departure training, support and orientation in the new nation, being prepared for re-entry, and guarantees and incentives (Thomas and Peterson, 2014). Further ahead, managerial guidelines will be provided for the success of cross cultural management.

  The literature review will further discuss about different theories related to cross-cultural management to better understand and answer the research question set. The theories will be specifically including Hofestede’s theory of culture and the GLOBLE Theory.

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