Research On The Cultural Confliction And Integration In The Area Of Intercultural Management

At actual, with the globalization of economy and information technology, communication and cooperation between Chinese companies and foreign enterprises are becoming more and more frequent. Barriers in intercultural management gradually become highlight issue with the rapid development of multinational companies and joint ventures. Through eliminating intercultural barriers and clash between intercultural companies, cultural integration is in fact the basis of intercultural management. Hence cultural integration is not only the way of developing enterprise, but also an inevitable trend when Chinese enterprises enter the global market.In the first part, this paper explores the theories of cultural conflicts and cultural integration, in which cultural integration reflects the absorption process of different cultures. Four theoretical models, namely fusion, assimilation, isolation, chaos are the foundation theory. Then, based on an international school in Chengdu, this paper figures out the cultural clash is caused by cultural conflict by means of analyzing their strategic decision-making and philosophy of education, institution building and organizational structure as well as staff working, etc. According to the theory of cultural integration, the author proposes two models of intercultural integration. After studying and comparing the advantage and disadvantage of the two models, the author originally recommends the adaptation scenarios integration model, which depicts the essence of the Chinese and Western culture and builds a new integrated culture. Finally, the author proposes a practical strategy for cultural integration after a case study of certain international school in Chengdu. Firstly, building cross-cultural strategic plan, that is, the integration of the cultural environment both inside and outside of the school and building an international platform. Secondly, establishing cross cultural integration training mechanisms to enhance employees’ ability of cultural adaptation and understanding of intercultural environment. Thirdly, establishing a sound management system, and optimizing the organizational structure to achieve intercultural integration and providing a solid guarantee.Based on the above research, the author points out that school is not a good representative for corporate management, therefore its cultural integration model may not apply to all types of enterprises. The integration model must be adjusted accordingly within different types of enterprises. This paper provides suggestions on how an enterprise adopts one or multiple integration model and what aspects should the integration focuses on, in line with its specific cultural traits, development strategy and leadership styles, and so on. An intercultural enterprise is unable to develop without intercultural integration, which proceeds into every section in the business management, and requires the full participation of all its members. Based on extensive theoretical research, this paper elaborates the problems in this field, and comes up with practical solutions, in the hope of. providing guidance for intercultural conflicts resolution in the Chinese intercultural enterprises, as well as reference for intercultural integration research.