Shanghai potter Mary jia hotel research report--report代写范文

51Due论文代写平台report代写范文:“Shanghai potter Mary jia hotel research report”，这篇论文主要描述的是在经济全球化的今天，不同国家之间的贸易变得更加的频繁，文中所调查的是外企在中国所创办的酒店，是如何克服跨文化经营的难题，如何应对客户、价值观、宗教等方面的不同，如何不断的调整着企业的管理模式。

This report centers on foreign enterprises located in China in order to find out the possible challenges and benefits through conducting a research of one sample company that has attached more importance to fit with the nation’s cultural dimensions, including the customer attitudes, ethics, religion, social values and behaviors, language and literature, as well as the historical background. Additionally, this paper will also critically review how foreign managerial patterns will challenge or benefit Chinese local as well as international companies, before a number of recommendations associated with this issue being presented.

1. Introduction  引言

It is acceptable to say “a country’s culture can possibly be influenced by another country’s film, TV, book etc.” However, it becomes less convincing if the answer is too absolute. On one hand, as explained by Francesco and Gold (2005), more people are working in an industrial environment, namely “industrialization”. Also, globalization has created conditions for widening international exchange, which means people increasingly have access to the same type of information. This appears that diverse cultures may adapt themselves to a homogenous world culture through various media. In a word, it is an unavoidable force of cultural globalization.

However, on the other hand, the world is consisted of various political and religious philosophies and histories that lead to different cultures; moreover, many countries’ cultures are highly related to their politics, such as France (Francesco and Gold, Case 1, 2005) that may lead to a highlighting of difference carried by cultural clash, just like French and Canadians, who sought for a way to remove culture from the World Trade Organization, to preserve themselves from American cultural dominance (Francesco and Gold, Case 1, 2005).

This report will examine whether there are potential challenges and opportunities for managers of some multinational companies located in China that include diverse cultures. Also, a sample company will be applied in order to evaluate the general conditions as well as offer practical and timely recommendations for those enterprises.

2. Methodology  方法

With the purpose of evaluating the cross-cultural challenges and benefits of international enterprises in China, the paper calls for both the collection of quantitative and qualitative information in accordance with academic studies, organizational and individual information. Additionally, this report also aims to get the organizations, the managers and the employees’ feedback on the situation, includes interviews and questionnaires.

All in all, in order to offer the Ritz-Carlton Hotel a bright guideline on Chinese businesses. Theoverall aim of the paper will include qualitative and quantitative information from primary data collection and secondary sources such as Reference books, government statistics or market intelligence reports.

3. Findings and Analysis  调查结果与分析

3.1 General Information about Management Performance of the Portman Ritz Carlton Shanghai

Portman Ritz Carlton Shanghai, as one of the most outstanding hotels in China, has won the Best Employer in Asia and Best Employer in China awards run by Hewitt Associates' and 21st Century Business Herald for the third consecutive time with a staff satisfaction reached 97%.

3.2 Chinese Beliefs Viewed By Western Managers

3.2.1 The Relevance of Confucian Thought to Modern Chinese Values

Confucianism, as the cream of Chinese national culture and tradition, has been handed down from ancient times. Moreover, Confucian thoughts dominated Chinese academic field, and it became impossible to refute or argue against its theory. For this reason, most western managers in China have found that the majority of Chinese certain cultures and philosophies are deriving from Confucian values, and Chinese employees will continue to adopt it as a behavioral norm.

Confucian values in business consist of many key factors, such as cooperation, concept of face, self-effacement, propriety and humility (Curtis and Lu, 2004). These led Chinese managers to behave in a particular way, is somewhat against foreign traditions. For instance, as an individualistic nation, Chinese companies tend to encourage their workers to cooperate with each other, in order to provide relief from the pressures of individual study and achieve the organizational goals (Flowerdew, 1998). Furthermore, as a typical concept of Confucianism, respect for superior is stressed at workplaces. Employees will be reluctant to challenge the managers’ opinions, and regard this as a rule in business operations.

In conclusion, as mentioned by the western managers of the Ritz-Carlton Hotel, Confucian thoughts have been adopted as a standard of social conduct in Chinese businesses. Although Confucianism itself is an ethical system that monitoring Chinese modern lifestyles, with the accelerating advancement of civilization, on the basis of traditional core concepts, Chinese should pay more attention to promote a reformed lifestyle, which is practical in the modern world.

3.2.2 Hofstede’s Five Dimensions of Cultural Values

What may be even more significant viewed by western leaders is that China displays a particular style of business behavior, which has such a high power distance with offsetting low individualism. This can be extensively clarified by analyzing Geert Hofstede’s research, especially on Hofstede’s classic study of dimensions of cultural values (1980, cited by Tan and Torrington, 2004:21).

On one side, Chinese managers tend to use an autocratic pattern to treat their subordinates. According to Hofstede (1980: 26), a large power distance culture (PDI) is indicative of a higher level of inequality of power and wealth in the workplaces and enables an organization to have more layers of management. As a typical country with high power distance, China has accepted the unequal distribution of power in institutions as part of their cultural heritage. For example, Chinese employees of the Ritz-Carlton Hotel are prevented from standing with their back to a high ranking official, in order to illustrate the regard of hierarchical level (Taylor, 2002).

The second highest Hofstede ranking for China is uncertainty avoidance (UAI), which implies a more moderated effect of this dimension within the Chinese society (Hofstede, 1980: 28). Specifically, strict rules, laws and regulations are implemented by Chinese people in an effort to minimize the level of uncertainty and eliminate the unexpected results.

In contrast, China has a lower ranking for individualism, compared to other Asian nations. This implies that Chinese managers place more values on collectivist ideas where loyalty is the most important aspect within that group or organization. Therefore, China’s leaders consider the responsibilities for fellow members of the organization as their ordinary duties (Taylor, 2002).

By utilizing Hall’s high-context and low-context cultural framework (1976, cited by Francesco and Gold, 2005:33), China can be regarded as a high-context country which requires significant cultural knowledge and background information to communicate with each other. Oppositely, in a low-context culture, things are made explicit and there is considerable dependence on actual things. Thus, interactions between Chinese and some low context people may be problematic. For instance, Chinese may find Westerners to be ‘offensively blunt’, while Westerners consider them to be ‘secretive and devious’ (Li, 1999).

In consequence, apart from behaving and perceiving in the ways according to their cultural values that influenced by religious traditions, Chinese business people are tend to follow a particular manner in dealing with various issues and create a caste system that reinforce the leaders power and authority. Additionally, with the combination of high scores of PDI and UAI, Chinese managers attempt to create a situation that is highly rule-oriented with regulations and controls in order to reduce the uncertain circumstances. Also, the subordinates are reluctant to challenge their administrators and more likely to implicate and communicate in indirect ways, affected by the high-context culture.

3.3 Western Managerial Behavior Patterns Reflected By Chinese Business People

Generally, a majority of Western thoughts, such as the concepts of Darwin, Montesquieu, Rousseau and Hegel, evolved through various revolutions, have been passed down and cultivated as a mainstream lifestyle in recent western societies.

Firstly, the way in which contracts are regarded and enforced is one example. As described by one Chinese manager of the Ritz-Carlton Hotel, in the USA, contracts are considered as final agreements between each party and also provide protection to all parties. Admittedly, westerners extremely rely on legal documents and regard law as be sacred to citizens. Increasingly however, in Chinese cultures, “contracts are not in high regard and esteem” (Nelda and Barron, 1997). Also, this cultural distinction has created a number of conflicts for international communication.

Apart from this, Christianity, the world’s largest religion, has also greatly and profoundly impacted western people’s behavioral norms recently. On one side, human rights, including liberty and equity, are stressed. As reflected from Curtis and Lu’s research (2004) on Asian overseas students: people, who work in aforeign-owned enterprise, are empowered and given individual space; in addition, everyone has the opportunity to be promoted. On the other side, the Christian faiths seek the ways to offer salvation for the poor. In comparison with China, west countries’ governments have done the poor more favor, which is also influenced by their thoughts. This is one significant reason why the Ritz-Carlton Hotel has enjoyed such a high rate of staff satisfaction.

Additionally, “love” has become another virtue in western societies. This is why their recent citizens ordinarily make friends quickly, even in business fields. Take American business people in the Ritz-Carlton Hotel as an example, acquaintanceship in business also can be considered as close friends; they avoid behaviors that may offend an international person.

To sum up, western thoughts, as well as some religious faith, have been influential in forming a behavioral norm of current westerners. These can also become direction for differentiating one culture from another. Generally, some of the western business behaviors should be learned by some other cultures such as Chinese values as to improve international business performance on a basis of harmonious communication context.

3.4 Managerial Responses to Cross-Cultural Issues

As observed from the results of questionnaires as well as interviews, the insistence on western or Chinese traditions may not only offer the hotel the advantages of expanding abroad, but also bring in some obstacles for its development. On one side, the Ritz-Carlton Hotel’s unique ideas complied with the majority of the target consumers’ requirements. With regard to the managerial style of Ritz-Carlton, it was informal and flexible, yet high in equality. This also appealed the world’s awareness of individual achievement (Grol and Schoch, 1997, p.229).

Despite the positive aspects, the negative factors cannot be neglected. Because of the Ritz-Carlton Hotel’s distinct managerial pattern, some potential talents with Chinese nationality could not be promoted. Specifically, the company’s informal operation could be reflected in the relaxed office atmosphere with the personal ‘du’ rather than the more formal ‘sie’ in China, with the informal ‘tu’ rather than the formal ‘vous’. This seemed less competitive in a formalized country like China.

3.4.1 Chinese Confucian Values Fit to Western Management Styles

China is a society that characterized by solidarity and loyalty in terms of the family, a high work ethic, an emphasis of hierarchy and harmony, based on the Confucian heritage (Beamer, 1998).

Primarily, as a collectivism country, Chinese people tend to lay more emphasis on harmony and long term relationships. In consequence, in order to fit in global markets, Chinese feminine cultures in the workplace may follow in some tough values on earnings, recognition and challenge.

Moreover, in most western low power distance locations, personal communications are valued and the participation in decision making is encouraged; also, hierarchical levels are sometimes ignored. Whereas, Chinese Confucian traditions encourage employees to show respect for superior and not challenge the managers’ opinions. Thus, it has a positive impact for Chinese managers to take notice of employees’ needs, instead of caring about the authority.

Finally, by observing how the giants of service market make their supply chain more responsible socially, Chinese managers in the Ritz-Carlton Hotel have adapted themselves to this trend. Additionally, they have recognized the importance of adopting and applying new technologies under the competitive markets. As a result, Chinese traditional information transformation system, which is low in efficiency, may also be modified by westerners’ innovative strategies.

To conclude, in the Ritz-Carlton Hotel, some Chinese cultural values, like high power distance, less ambition in risk-taking, more concern for groups’ achievement instead of individuals’ requirements and traditional patterns of communication, have been modified by Westerners’ low rank differences, strong feelings of personal ability, high recognition for individual achievement as well as their great awareness of technology.

3.4.2 Western Management Behaviors Fit to Chinese Market

By recognizing the importance of human beings, in building quality into hotel service, the first nature staffs in Ritz-Carlton were frequently trained to follow rules and standards according to Chinese laws. Moreover, as illustrated by the interviewed managers, the Ritz-Carlton Hotel has established the key strategy-personnel measures, which succeeded by thoroughly getting employees to ‘inherit’ the Ritz-Carlton’s organizational cultures, as well as respecting Chinese common values. Apart from advocating the principle of balancing diverse cultures based on focusing Chinese initial preference, another organizational culture value has been raised. It is highly encouraged to be concerned about the development of employees, and then meeting the challenges from global markets.

For the Ritz-Carlton Hotel’s western managers, in the process of developing their employees, they have attempted to combine a variety of Educational tools that were related to the organizational cultures, such as the establishment of training centres, with the purpose of weeding out prospective managers. According to the CEO of Portman Ritz Carlton Shanghai, the hotel hired people who fully understood the organization’s combined value systems. This implies that the Portman Ritz Carlton Shanghai was previous an organization with maintaining high centralisation, as well as guaranteeing a competitive reward system.

4 Recommendations and Conclusions  建议和结论

Admittedly, culture is crucial for a company’s growth. Initially, in order to equip to the increasing challenges of every market, either for products or services (Francesco and Gold, 2005), it is essential for people, to take the initiative in understanding diverse cultures. Furthermore, over the past few years, joint ventures have developed swiftly all around the world. According to Beamer (1998), a professor of marketing at California State University, more conflicts were raised attribute to diverse cultural patterns. Finally, although different groups of people may have same behaviors, the underlying cultural meanings are distinct. Because of ignoring the underlying meaning of the Chinese leader’s statement, a European partner misinterpreted it and considered Chinese indirect refusal as an acceptance (Beamer, 1998).

51Due原创版权郑重声明：原创范文源自编辑创作，未经官方许可，网站谢绝转载。对于侵权行为，未经同意的情况下，51Due有权追究法律责任。

51due为留学生提供最好的服务，想获取更多report代写范文，亲们可以进入主页 www.51due.com  为留学生提供report代写服务，了解详情可以咨询我们的客服QQ:800020041哟。-xz