人力资源管理6383141499.docVIP

How cross cultural issues can influence the international human resource management practices of multinational organizations？ Introduction In the international human resource management (Schuler, Budhwar Florkowski, 2003) practices of multinational organizations, carrying on business activities must rely on cross-cultural communication to achieve its goals. Cross-cultural communication and management (Matveev, 2004) is always influenced by much different cultural differences factors. These cultural differences also include languages, the way of thinking, the values, customs, and other factors. For effective cross-cultural communication and management, we should take appropriate communication way to overcome the cultural differences and strengthen the understanding and fusion between the disadvantage factors. Cross-cultural management in the international human resource management, as a new management concept, is the product with the rapid development of business activities in the global scope. The integration of economic and cultural in the world takes a trend of cultural economic and economic culture. The cultural and economic (Guiso, Sapienza Zingales, 2006) mutually permeate and influence each other. Therefore, the so-called cross-cultural management is called crossing cultural management, involving the management of the things, matters and people in different cultural backgrounds and content. The science of cross-cultural management is to study how to overcome the heterogeneous culture conflict and form an effective management system in the cross-cultural condition. Its purpose is to how to design a feasible organization and management mechanism in different culture atmosphere, configure enterprise resources by the most reasonable method. As well cross-cultural management can enhance the benefits of enterprise and make use of the enterprises potential and values with the largest comprehensive mean. Theory It is an inevitable choice that implementation of inte