本篇文章主要讲述的是分析英国公司的文化范式，将会有三个模型用于对人的分析。本研究将使用GLOBE和Hofestede模型来了解英国公司的文化范式。这是为了创造一个管理者对文化敏感，对其他文化有基本了解的环境。一般的人事管理理论并没有解决与文化差异相关的问题。这会导致公司内部冲突的形成(Farh, Hackett & Liang, 2007)。研究表明，泛型理论具有诸多优点，但也存在较大的差距。本篇代英国管理学论文代写文章由英国论文人EducationRen教育网整理，供大家参考阅读。
There will be three models that will be used for this analysis of the people. For this research GLOBE and Hofestede model will be used to understand about the culture paradigm of the British companies. This is to create a situation where the managers are culturally sensitive and have basic understanding of the other cultures. Generic theories of managing people do not address the issues related to cultural differences. This would lead to the formation of internal conflicts in the company (Farh, Hackett & Liang, 2007). Research has indicated that the generic theories have numerous benefits but there are also significant gaps in these theories.
The companies can devise a management strategy based on the culture paradigms. This would enable in the holistic and the specific management structure of the companies (Luthans et al., 2008). The primal focal point of this research is the probable issues that the entry level Chinese workers would face in the technology field. It has been estimated that the number of people of Chinese ethnicity living in London is between 100,000 to 300,000 (Chung, 2016). Majority of the migrants in the nation are students. There are very little asylum seekers from China. According to research data, 84% of the Chinese students are from the mainland and many of the students are forming the Fujan district (Baldassar et al., 2015). Majority of the migrant population 80% are hoping to seek employment after completion of their studies in UK (Chung, 2016).
It was said that people who had come into the nation as students wanted to study hoped to look for employment preferably in the technology sector.Even though the majority of the people are not sure of the future, they hoped to become entry level employees in UK to learn about the nuances of the work force existing in the United Kingdom (Chung, 2016). It is evident from the data of official government sources that a number of students are entering into the nation hoping to become employees of the nation. There is considerable amount of time and money that they spend seeking employment in the UK. The UK companies also employ the Chinese employees based on the incentive they gain from this process (Chan, 2015). There are numerous benefits to people from both sides of the spectrum for working with each other. This integrated efforts yield more productivity.
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