管理论文代写

美国代写assignment:集体主义文化

美国代写assignment:集体主义文化

提出研究课题:集体主义文化在中国的跨国企业在高周转率的影响

问题确定:中国职场强调集体主义文化。公司的整体利益对个人的短期或长期利益具有更大的意义。只有当人力资源有某种“个人主义”计划时,员工才会被激励留在公司。

意义的问题:文化层面的“个人主义与集体主义的应用在中国的工作表明,中国有20的高分,这使得更多的集体主义。当这种集体主义的概念适用于跨国企业的人力资源部门,那么员工动机不是单独。这可能会让他们离开公司。这增加了员工的离职,因此对HR来说是个问题。

研究问题:集体主义文化导致了中国的高周转率的方法是什么?

中国的集体主义文化,导致员工保留计划,继承计划和培训,更多的是集中在组织的成长,而不是个体的成长。跨国公司必须想出一种方法来包括员工的声音。“这意味着公司在中国必须作出实际努力培养员工的忠诚度、归属感,和承诺的公司。事实上,即使花费时间和金钱在这样的“敏感”问题可能看起来很贵,“在短期内,浪费时间和金钱”,重视员工的士气是非常有益的和有利可图的长期”(风扇,2006,第10页)。

变量/独立变量:DV低周转率,自变量是集体主义文化

研究问题:1)中国跨国公司培育个人主义到多远?2)中国跨国公司是否存在其他影响离职率的文化问题?

问题/问题:如何集体主义文化的独立变量被作为一个可测量的元素吗?

美国代写assignment:集体主义文化

Proposed Research Topic: The influence of collectivist culture on the high turnover rates in Chinese Multinational Corporations

Problem Identified: Chinese workplace emphasizes on collectivist culture. The overall benefit to the company is given more significance over the short term or longer term benefits to an individual. Only when there is some amount of ‘individualistic’ planning for human resources, will employees be motivated to stay with the company

Significance of Problem: Hofstede dimensions of ‘individualism versus collectivism’ as applied in the Chinese workplace indicate that China has a score of 20, this makes it more collectivistic. When this collectivistic notion is applied to the Human resources departments of MNC’s, then the employees are not motivated individually. This might make them walk out of the company.  This increases employee turnover and hence is a problem for HR.

Research Question: What are the ways that collectivist culture is contributing to high turnover rates in Chinese MNC’s?

The collectivist culture in Chinese MNC’s leads to employee retention plans, successions plans and training that is more focused on organizational growth and not on the individual growth. MNC’s must figure out a way to include the voice of their employees. “This means that companies in China must make real efforts to foster employee loyalty, feelings of belonging, and commitment to the company. In fact, even though spending time and money on such “touchy-feely” issues may seem expensive and “a waste of time and money” in the short term, paying attention to employee morale is quite beneficial and profitable in the long run” (Fan, 2006, p.10).

Dependent Variables/ Independent Variables: The DV is low turnover rate, the independent variable is collectivist culture

Research Questions: 1) How far does Chinese MNC’s foster individualism? 2) Do Chinese MNC’s have other cultural issues that influence turnover rates?

Concerns/Questions: How can independent variables of collectivist culture be presented as a measurable element?