Research On Cross-Cultural Communication Problems And Improvement Solution Of M Company,Chengdu Branch

With the rapid developing of the globalized economy and the extending of the dimensions of reform and opening up,China’s economy has continued to grow sharply,and domestic companies’ export trade has also flourished.This has led many multinational enterprises to across the ocean and land distance to China to seek developing opportunities.As part of the important components of the world economic development,multinational enterprises are also one of the contributors to the economic and social development of China today.However,due to the limitations of online platforms and cultural differences in different countries and regions,employees from different countries may have certain cross-cultural communication misunderstandings and barriers during daily work,which has a certain impact on the quality and efficiency of communication between each party and also brings challenges to cross-border cooperation of enterprises.As part of global business,the level of cross-cultural communication ability of practitioners is one of the important influencing factors for service level of international cooperation,therefore,how to build up and enhance crosscultural communication ability of employees has become one of the important trends as well,this skill has being part of capability framework for employees and cultivation of talent management strategies in multinational companies.Against this background,based on Hofstede’s cultural dimensions theory and high and low context culture from Edward·T·Hall,as well as ethnocentrism and other cultural related research,this thesis analyzes the cross-cultural communication issues for employees of M Group Chengdu Branch when they are dealing business with the American virtual team in the condition of cross-border.These issues were researched by methods such as personal interviews,questionnaires,and literature research.M Group is a multinational group with a history of over a century with businesses running around the world,the employees are located in different countries by using English as working language,and daily communication is mainly via email.Based on questionnaire survey data and typical cross-cultural communication cases though personal interviews,this thesis has conducted analysis relevant influencing factors from different cultural dimensions,high and low context and English language skill gap.Then this thesis has designed the training model on how to improve cross-cultural communication skills for employees in Chengdu Branch by considering of DMIS model,meanwhile,developed a set of cross-cultural communication improvement solution pack which will be suitable for employees to address cultural differences during communication with the United States on-site team.It has contained such as crosscultural communication sensitivity,show respect on cultural differences in written email communication,be pre-active communication opportunities during international phone calls or conferences,and be more open minded with American teams to enhance mutual understanding and trust for each other.Lastly,for Chengdu branch,this thesis is not only applied for cross-cultural communication improvement in handling business with American virtual teams,but also can be expanded to draw on and formulate cross-cultural communication improvement strategies for virtual team in other countries among M group.