发布时间 : 星期一 文章跨文化交际案例分析更新完毕开始阅读b6d8f0d7240c844769eaeec7
会等级制度挑战。泰国的社会生活强调等级观念，依赖于等级关系。而在公司等社会机构中，强调正式的组织结构，各个等级保持一定的稳定性。Thailand is hierarchy strong country. Thailand traditional cultural values of the core, such as the patriarchal system, and the authority and worship, level is the concept of the people daily behavior of accepted standards, or even a \people have good. So will not give in to the social hierarchy challenge. Thailand's emphasis on social life hierarchy, rely on hierarchy relationship. And in the company and other social organizations, emphasizes formal organization structure, each level maintain certain stability.因此，在本案例中，最后泰国职员的解释是，如果总经理的用车降低水准，公司所有职员的用车要整体降级，The general manager of the lower level fruit transport, the company all staff transport to the whole downgraded,最终有些职员必须要骑自行车上班，而这是他们不愿也无法做到的。在英国文化的价位观中，权力之间的距离很小．具体工作之外，人们之间是平等的，公司中的领导者用车是为了工作，为了提高的业绩，因此英国经理看来．交通工具的选用是为了提高工作效率．每个人都有选择的自由，自己选用什么样的车与公司其他人无关。In British culture on the price, the distance between the power is small. The specific work outside, between people is equal, the leader is in order to transport the work, in order to improve the performance, so Britain the manager looked. Traffic tools in order to improve the work efficiency is choose. Everyone has the freedom of choice, oneself choose what kind of car company has nothing to do with others.
文化沟通
本案例中，如果英国经理坚持一意孤行，很容易引起泰国员工的集体反感，会有被架空的危险。在跨国组织中，遇到这种情况应从实际环境，即地理环境及当地文化习俗，占主导成员的文化背境出发，考虑大多数人的习惯和意见，做出不影响团队成员工作积极性和工作业绩的决策
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case 4
怎样理解微笑？
微笑是友好的表示，理应得到友好的回应。但是，向别人道歉时微笑是否显得适当？不同国家的人有不同的理解。处理不当，很可能带来意想不到的结果??
Case description:
Peter is the general manager of an American company in China. Recently, Jun Chen, one of the Chinese managers made a mistake at work that caused some
difficulties that required a lot of effort to fix. Jun Chen was very upset about what had happened, and came to Peter’s office to make a formal apology. Jun Chen went into Peter’s office after being told to, smiling before he spoke. “Peter, I’ve been feeling very upset about the trouble I’ve caused for the company. I’m here to apologize for my mistake. I’m terribly sorry about it and I want you to know that it will never happen again.” Jun Chen said, looking at Peter with the smile he had been wearing since he walked into the office. Peter found it hard to accept the apology. He looked at Jun Chen, and asked, “are you sure?”
“Yes, I’m very sorry and I promise this won’t happen again,” Jun Chen said, with a smile even broader than before.
“I’m sorry I just can’t take your apology. You don’t look sorry at all!” Peter said angrily.
Jun Chen’s face turned very red. He did not in the least expect Peter to take it negatively. He was desperate to make himself understood. “Peter,” he managed to smile again, “trust me, no one can feel any more sorry than I do about it.”
Peter was almost furious by now, “If you’re that sorry, how can you still smile?” Questions for discussion”
Why did Jun Chen wear a smile when he made the apology?
Do you think it is reasonable that Peter became so angry with Jun Chen? Why? What are the different interpretations for a smile by the two in this situation? 矛盾冲突
本案例所体现的矛盾非常明显，是由于胶体语言使用的文化差异而导致的误解。不同文化对于微笑的理解是不同的。尤其是在道歉这种特殊的语境下。陈军向彼得道谦时，尽力微笑着说话以显示礼貌和诚意，而对于彼得来说，这种情况下微笑是不尊重的表砚，也是缺乏诚意的表现。This case that embodies the very obvious contradiction, is because the colloid use of language cultural differences and lead to misunderstandings. Different culture for smile of understanding is different. Especially in the context of this special and apologize. Howell way to Peter Williams, trying to smile to speak to show courtesy and sincerity, and for Peter speaking, this situation is not respect watch smile yanping, also is the lack of sincerity of the performance.
原因分析
当陈军表达完自己的歉意时，脸上的笑容使彼得怀提他是否真心感到抱歉，以至于看着他追问了一句：”你确定吗？”。此时陈军并未意识到他们之间的交流已经由于自己错误使用胶体语言而产生了问题，笑容更加明显地答到自己确实感到很抱歉并保证不会再犯同样的错误。彼得非常气愤的表示不能接受他的道歇，这是令陈军万万没有想到的．彼得的反应也让他颇为不解，只能急忙为自己辩解．但仍不忘保持脸上的微笑，可想而知．陈军的行为非但不能消除误解．取得彼得的访解，反而进一步火上浇油，激怒了彼得。 在跨文化交流中，对肢体语言使用和理解的差异往往会导致许多问翅。肢体语言包括手势，身势．服饰．音调高低，微笑，沉默，副语言，对时间的不同观念及空间的使用等。笑容一般传达的是愉悦和友好的感情，可以表示欢迎、原谅、赞同、没有敌意等等。在此案例中，对于中国人陈军来说，微笑不仅仅只是快乐和友好的表示，也传递道歉与谅解的信息。同时由于中国人习惯用面部来遮掩感情，陈军也有借微笑掩饰自己的不安和歉疚的习惯。而对于美国人，这种做法并不能被接受。微笑削弱了道歉的诚意．美国人强调真实直接的表达情感，内心感情与外在表砚的统一。所以他们认为当一个人内心感到愧疚而致歉时，是不可能面带笑容的．否则只能说明道歉的真诚性值得怀疑。In cross-cultural
communication, of body language use and understand the differences often led to many asked wings. Body language including gestures, body movements. Dress. Tone height, smiling, silent, vice language, about the time of
conception and the use of space, etc. General communicate is cheerful smile and friendly affection, can say welcome, forgive, agree with, no hostile, and so on. In this case, to the Chinese for howell, smile not just happy and friendly, and said the information transfer apologize and understanding. At the same time because the Chinese used to face to cover feelings, howell also have borrow smile hide his agitation and the habit of guilt. For an American, this kind of practice and cannot be accepted. Smile weaken the apology of sincerity. American emphasis on real direct express feelings, emotions and external table inkstone unity. So they think that when a person feel guilty when excuse, is impossible to smiling. Otherwise can explain the sincere apology sexual suspect.
There's an old Chinese saying \
文化沟通
要避免跨文化交际中产生由胶体语言使用不当而造成交流上的障碍和误解，解决本案例中出现的类似问题，必须提前了解对方国家的文化，了解同样的肢体语言在对方国家中是否有着同样的意义．尤其是对方文化中涉及礼节礼仪的方面有何禁忌和特别之处。切不能想当然的套用自己文化中肢体语言的含义，否则就可能出现本案例中得尴尬情况。
Case 5 Why Was His Answer Not Related to the Question?
为何他答非所问？
飞利浦照明公司的一位美国经理和一位颇具发展潜力的中国员工谈话，但这位中国员工总是答非所问，美国经理甚是疑惑?? Case description:
An American manager of human resource in Philips lightening company talked with a Chinese employee with great potential. The American manager wanted to know the development design and the position the employee wants to get in the company. But the Chinese employee did not answer the question directly; instead he only talked about the company’s future direction, promotion system and his current position. He talked for a long time, but did not give a definite and direct answer. The manager was puzzled and annoyed, because the same situation has occurred several times, Later, the manager complained to another human resource manager, Mr. Jia, “I only wanted to know the employee’s working plan in the next 5 years and the position he wants to get in the company, but why I cannot get a clear answer?” .The Chinese employee also complained to Mr. Jia., “Why are Americans so aggressive?” As the human resource manager in a multinational company, Mr. Jia knows that a different manner in communication brings about misunderstandings. So he did best to explain to the two sides, but it is not easy to reduce the obstacle between them. Question for discussion:
Why did the Chinese employee not give a clear and definite answer? What stereotype did the Chinese employee from towards American? How can Mr. Jia effectively solve the awkward situation?
矛盾冲突
这是一个体现东西方人际交流方式差异的案例。在这个案例中，文化冲突体现在：来自美国的人力资源经理看好一个中国雇员，因此和该雇员谈话，想知道他对自己的职业发展规划以及期望得到什么职位。而令他不解和恼怒的是，该雇员避而不谈该回答的问题却大谈公司的未来发展、晋升和他目前的职位。结果是两人都在背后互相抱怨，美国人认为中国雇员太虚伪，而中国雇员也认为美国人太直接、坦率、咄咄通人。Americans believe that Chinese employees too hypocritical, and Chinese employees also think Americans too direct, frankly, our very aggressive.
原因分析
该案例中的一方是美国人，而那位员工是中国人。产生这样糟糕结果的一个主要原因是中美两国在人际交流方式上，具体来说是在回答问题的方式上，存在巨大差异，而当事双方却并没意识到这一点。这种文化差异体现在中国文化注重维护群体和谐的人际交流环境，而美国丈化则注重创造一个强调坚持个性的人际交流环境。
如果这位中国员工从正面直接回答了人力资源经理的问题。比如．中国员工回答：”? ? 想在五年之内做到营销部经理的职位。”按照中国人的传统心理，这样的回答违反了中国人一向谦应、委婉的心理习惯，太直接反而暴露出自己很有野心并高傲自大的缺陷，而谦虚可以给自己留有后路，万一做不到那个理想的位子，也不至于丢面子．被人笑话。尽于这位中国员工可能心里对未来有着宏伟的蓝图．但是他所处的文化背景主张克制情绪和情感。因此他在回答美国上司的问题时，没有直接说出自己的想法．而是谈了很多与公司未来发展有关的事，在他看来自己的做法是完全符合社会规范的，是谦虚的表砚，并且认为将自己的未来与公司的未来紧密相连有利于保持组织的和谐。这在中国人看来是再正常不过的了，直截了当地说出自己的薪水目标或是职位目标反而会被认为是具有野心的表砚。此外，中国人评价一个人，往往是清他究竟做了什么，而不是看他说了什么。The case of the party is American, and the staff is Chinese. Have this bad results of one of the main reasons is that China and the United States on the way in interpersonal communications, specifically is the way to answer questions, there are large differences, and both parties but didn't realize this. These cultural differences reflected in Chinese culture pays attention to maintenance group harmonious interpersonal
communication environment, and the United States the cultural focuses on creating a it puts emphasis on the individual character of interpersonal communication environment.
If the Chinese employees directly from the front of the human resources manager answered the question. For example. Chinese employees answer: \think in five years do the Marketing Department manager position.\According to Chinese traditional psychological, such answer violation of