Critical Analysis Of Cross-Cultural Business Training In Chinese Overseas Companies

More and more Chinese local companies have embarked on internationalization in the trend of economic globalization. Nowadays enterprises'internationalization focus more on establishing subsidiaries overseas rather than just let salespeople sell goods abroad. Therefore, cross-cultural management has become very important; communication and cooperation among teams from different cultural background also begin to show their significance. Cultural sensitivity and cross-cultural communicative competence has become mandatory for international managerial talent even for the normal staff. The author also tries to carry out explorations on the hot topic of cross-cultural business training (hereafter CCBT) from both theoretical and practical perspective in the thesis. Based on the advanced cross-cultural training design model, the author carries out study on three typical CCBT cases of Chinese international companies and tries to raise some beneficial suggestions.This thesis consists of five chapters. Chapter one is brief introduction of the research background, objectives and significance. Chapter two is the retrospective of theoretical study of culture and cross-cultural training, which has laid theoretical foundation for the case analysis. In chapter three, several mature and well-known cross-cultural business training design models are systematically described and discussed. In chapter 4, the author has analyzed in details about the three cases of Chinese local international enterprises. As a successful joint venture, Shanghai Volkswagen has good tradition of CCBT: its German employees will receive systematic CCBT before they're assigned to China; while the Chinese employees have a steady cross-cultural communicative platform inside the company which is also good to foster an open culture. The five-step CCBT in ZTE Group is well-known for its leading pace in this trade. Haier Co.Ltd, as representative of Chinese international corporations, is very courageous to break through traditional management style and takes great advantage of local talents. Its management strategy determines its CCBT strategy. In Haier, international managers are grouped together to achieve full communication in the annual convention and regional managers conference, which can be considered as an innovative way of CCBT.From the case analysis, we can draw conclusion that although the gap between China's and western world's CCBT exists, the managers are exploring relentlessly, attention has been paid and efforts are devoted. Their hard work and field experience is also a real push to the theoretical research on CCBT.