Cultural Prejudice:
When we make our opinion toward a certain member of group on the basis of previous information, attitude and viewpoint of the group, without knowing and evaluating the characteristic of individual is called cultural prejudice (Zhang and Xu, 2007). So in cross cultural communication people become judgmental about an individual on the basis of previous knowledge and common features of culture instead of analyzing the individual behavior. As a result it is very common to receive comments like you are from China so you don’t have human rights or you are from America so you don’t feel safe to go out at night. It is very easy to draw such conclusions because they required little effort in observation and abolish the need to process …show more content…
It is very important for multinational organizations to understand that the success of one business model does not mean it is a universal model and they can apply the same model in all countries.
Case Studies analysis:
After identifying and comparing the American and Chinese organizational culture if we apply them in real life example, it will help us to better understand the cross cultural communication on business and how companies can efficiently engage the intercultural workforce.
A Marginalized Insider:
It is normally assume that a Chinese supervisor who got his or her education in USA can be better candidate to hire in American organization working in China rather than American candidate. This is because a Chinese worker better understand the norm and values of local culture further more he better understand the conditions in which business operation can perform …show more content…
American media companies sent their journalist crew to cover the Beijing Olympic Games event in 2008. They also hire some local Chinese to assist their journalist for reporting. It is not easy to terminate Chinese employee until or unless they made a serious mistake because Chinese organizational culture is based on collectivism (Beamer and Varner, 2009).
American media company hired a Chinese female to assist American journalist to cover the event. One day she miscalculates the number of medals and her supervisor decided to take an action against her. However they did not get time to arrange immediate meeting with her due to lot of information passed on daily basis. Her American supervisors criticize her, mention their dissatisfaction on her quality of work and warn her possible results if she did not improve her work, in press.
According to American organizational culture, American supervisor’s action was understandable. However if there is some problem that affect the work performance should be handle in time and it can be more appropriate if American supervisors call her in office and discuss the matter with her. But due to different circumstances they did not have enough time to deal with the issue in this
When we make our opinion toward a certain member of group on the basis of previous information, attitude and viewpoint of the group, without knowing and evaluating the characteristic of individual is called cultural prejudice (Zhang and Xu, 2007). So in cross cultural communication people become judgmental about an individual on the basis of previous knowledge and common features of culture instead of analyzing the individual behavior. As a result it is very common to receive comments like you are from China so you don’t have human rights or you are from America so you don’t feel safe to go out at night. It is very easy to draw such conclusions because they required little effort in observation and abolish the need to process …show more content…
It is very important for multinational organizations to understand that the success of one business model does not mean it is a universal model and they can apply the same model in all countries.
Case Studies analysis:
After identifying and comparing the American and Chinese organizational culture if we apply them in real life example, it will help us to better understand the cross cultural communication on business and how companies can efficiently engage the intercultural workforce.
A Marginalized Insider:
It is normally assume that a Chinese supervisor who got his or her education in USA can be better candidate to hire in American organization working in China rather than American candidate. This is because a Chinese worker better understand the norm and values of local culture further more he better understand the conditions in which business operation can perform …show more content…
American media companies sent their journalist crew to cover the Beijing Olympic Games event in 2008. They also hire some local Chinese to assist their journalist for reporting. It is not easy to terminate Chinese employee until or unless they made a serious mistake because Chinese organizational culture is based on collectivism (Beamer and Varner, 2009).
American media company hired a Chinese female to assist American journalist to cover the event. One day she miscalculates the number of medals and her supervisor decided to take an action against her. However they did not get time to arrange immediate meeting with her due to lot of information passed on daily basis. Her American supervisors criticize her, mention their dissatisfaction on her quality of work and warn her possible results if she did not improve her work, in press.
According to American organizational culture, American supervisor’s action was understandable. However if there is some problem that affect the work performance should be handle in time and it can be more appropriate if American supervisors call her in office and discuss the matter with her. But due to different circumstances they did not have enough time to deal with the issue in this