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Intercultural Problems Essay

1669 words - 7 pages

Masalah antara budaya di Toyo Benar
Ketika dia menetap di tempat duduk syarikat penerbangan beliau untuk kaki panjang dan perjalanan pulang ke Massachusetts, scott patjens berusaha keras untuk berehat. Mental letih dari hari empat jam di Tokyo dan yokohama, bagaimanapun, dia tidak dapat berehat.
Untuk mengatakan bahawa patjens hairan dan kecewa adalah untuk memberi kredit untuk berada dalam kawalan jauh lebih besar daripada dia merasa. Beberapa peristiwa yang berlaku empat hari lalu jatuh melalui fikirannya. Dia tidak boleh sama sekali menolak imej, atau perasaan tidak selesa. Ia adalah sifat beliau merasa positif mengenai kerja dan usaha beliau tetapi dia tidak boleh sama sekali menolak ...view middle of the document...

Pada tahun sejak spin-off kumpulan Jepun, namun bahagian antarabangsa telah berkembang pesat keutamaan lain dan tidak lagi sumber internel untuk toyo benar. Toyo benar pada hakikatnya adalah dengan sendiri. Tanpa sebuah organisasi sokongan korporat, ia mempunyai cabaran untuk memupuk hubungan baru dan saluran untuk mengakses pembiayaan korporat dan perkhidmatan sokongan, yang ia kini cuba untuk bergantung kepada banyak. Begitu juga, pegawai korporat adalah menilai semula hubungan dan mempunyai membangunkan inisiatif untuk melihat bagaimana mereka terbaik dapat mengendalikan srructure baru. Usaha-usaha ini adalah sebab patjens telah pergi ke Jepun dalam perjalanan ini.

Patjens kini mampu untuk memikirkan tentang sebab-sebab mengapa misinya mempunyai keputusan yang mixwd. Beliau kini boleh menyedari bahawa beberapa keadaan persekitaran dalaman dan luaran telah meningkatkan kesukaran yang membuat hubungan lancar antara toyo benar dan ibu bapa korporatnya sukar untuk dicapai.

Pertama, seperti banyak daripada pengasas korporat dan semasa pengurusan atasan 'mempunyai sebarang petunjuk' kerana mereka sendiri meletakkan ia mengenai amalan perniagaan Jepun secara khusus dan tahu walaupun kurang tentang patrens budaya Jepun. Dua daripada toyo pegawai Trues adalah disebabkan untuk diletakkan pada lembaga pengarah tetapi itu tidak lagi berlaku. Perasaan adalah bahawa syarikat itu memerlukan warga Jepun untuk benar-benar menjalankan toyo benar dan telah mengadakan anak dengan Jepun dengan pegawai jepun dalam kedudukan nearlyevery kakitangan. Oleh itu, jangkaan dan persepsi di kedua-dua hubungan masih belum dikongsi dan telah kerap telah keluar dari garis.

Ketiga, beberapa kumpulan korporat pada masa lalu baru-baru ini telah mengambil kira ia satu penghormatan untuk bekerja dengan percaya kepada toyo tetapi apabila sedar apa komitmen yang bersama dengan kemuliaan yang sebenar tilttle yang berkaitan dengannya) yang mereka hd ben selepas) orang kakitangan peringkat corporae sama usuaaly jatuh mencabar keluar. Oleh itu, tidak ramai yang Ine perbadanan itu boleh menuntut pengalaman langsung bekerja dengan bahagian Jepun yang berjaya.

Sebagainya, toyo pegawai benar memang mengetahui betapa pentingnya peranan mereka adalah dalam menghasilkan pendapatan bagi syarikat induk. Oleh itu, ia adalah perasaan yang serius dan dan sengit mereka bahawa corporaete sokongan harus mengalir secara semula jadi kepada mereka tanpa banyak usaha di pihak thie. Mereka mengharapkan perhatian banyak lebih dan assistanc daripada mereka telah menerima dan telah diganggu bahawa ia tidak pernah datang.
Ketika dia digambarkan sekali lagi pada mesyuarat itu, Patjens masih merasai sedikit rasa malu tentang kejutan, persembahan spontan yang mana beliau telah menawarkan diri oleh pengarah HR. beliau telah diminta untuk berkongsi sesuatu tentang latihan teknikal. Pada benar U. "teknikal" bermakna jenis tertentu mata pelajaran, supaya Patjens memberi prospek kepada latihan dalam...

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