论文部分内容阅读
随着教育及成长的过程,人们会形成独特的认知、理解、情感及动机模式,这种模式称之为文化模式。其帮助人们发展相应的社交经验及塑造独特的行为方式,进而,帮助人们确认什么是好的、正确的,什么是错误的。由于不同的文化模式,如何找到合适的跨文化管理方法,对各国家地区分公司的项目管理形成巨大的挑战。国际项目管理公司都希望能够做到一个融合,即总部发出的战略性指令与分公司的管理型决策的融合。这篇文章将以上海电气在越南的项目管理经验为基础,并介绍一些韩国的事例,阐述如何利用集体主义中的牺牲、责任以及愿景精神,帮助公司打破跨文化管理的藩篱,并实现全球化管理与本地化管理的融合。
With the process of education and growth, people will form a unique cognitive, understanding, emotion and motivation model, this model is called the cultural model. It helps people develop appropriate social experiences and shapes unique behaviors that help people identify what is good, right, and what is wrong. Due to different cultural patterns, how to find suitable cross-cultural management methods poses a great challenge to the project management of branch offices in various countries and regions. International project management companies are hoping to achieve a convergence of the strategic directives issued by headquarters and the management-oriented decision-making of branch offices. This article will build on Shanghai Electric’s experience in project management in Vietnam and will present some examples from South Korea that illustrate how to take advantage of the sacrifices, responsibilities and visions of collectivism to help companies break the barriers of cross-cultural management and achieve globalization Integration of management and localization management.