MBA essay范文-文化对国际商务的影响。本文是一篇留学生MBA essay写作范文，在这篇essay中，作者将批判性地评估文化对国际商务的影响。文化是一个可以用多种方式定义的术语。所有的人都有不同的态度和看法，所以当被问及他们的文化是什么时，答案总会有不同的方面。尽管如此，我们都相信，我们对文化意味着什么有着冲动的认识。根据Kroeber和Kluckhohn的研究文化可以用160多种方式来定义。在研究过程中发现的最好的文化描述是文化。
In this essay I am going critically to evaluate the impact of culture on the International Business. Culture is a term which could be defined in many ways. All the people have different attitudes and perceptions so when being asked what is culture for them , the answer will always have different aspects. Despite the we all believe we have impulsive knowledge on what culture mean defining it is more complex. According to Kroeber and Kluckhohn’s research culture may be defined in more than 160 ways. Best culture descriptions that were found during the research are that culture is.
Different aspects of culture help different people to find the best field for them. But there’s a case when culture affects the whole society not only individuals. According to Francis Fukuyama “the most crucial area of modern life in which culture exercises a direct influence on domestic well-being and international order is the economy. Although economic activity is inextricably linked with social and political life, there is a mistaken tendency (€¦) to regard the economy as a facet of life with its own laws, separate from the rest of society.”
文化的不同方面帮助不同的人找到适合他们的最佳领域。但有一种情况是，文化不仅影响个人，还影响整个社会。弗朗西斯·福山认为，“现代生活中，文化对国内福祉和国际秩序产生直接影响的最关键领域是经济。尽管经济活动与社会和政治生活有着千丝万缕的联系，但有一种错误的倾向，认为经济是生活的一个方面，有其自身的法律，与社会其他部分相分离。”
The comprehensive culture’s impact on international business might be found in every international company as culture affects HRM , International marketing , supply chain , operations management , corporate strategies and especially way of doing business.
综合文化对国际业务的影响可能存在于每一家国际公司，因为文化影响着人力资源管理、国际营销、供应链、运营管理、企业战略，尤其是经营方式。
On the other hand culture’s influence may be found mainly in values , beliefs and behavior. We can simply view three cultural differences across values , beliefs and behavior
另一方面，文化的影响主要体现在价值观、信仰和行为上。我们可以简单地看到价值观、信仰和行为之间的三种文化差异
The main summary about culture we can make is that when comparing different cultures we can define 4 key assumptions.
关于文化，我们可以做的主要总结是，在比较不同文化时，我们可以定义4个关键假设。
Cultures are not homogenous. Within every culture there are subcultures . For example the caste system in India, working class culture. Also place of residence. For example Basque people , French Canadian. Cultural heritage and its interpretation are very individual, so we cant assume that two people from one country will behave in similar way or to have common beliefs.
文化不是同质的。在每种文化中都有亚文化，例如印度的种姓制度，工人阶级文化。也是居住地。例如巴斯克人，法裔加拿大人。文化遗产及其解释是非常个别的，所以我们不能假设来自一个国家的两个人会有相似的行为方式或有共同的信仰。
Separation of cultural issues from economic and political is complex as all three factors interact to influence views and beliefs.
文化问题与经济和政治问题的分离是复杂的，因为这三个因素相互影响着观点和信仰。
Defining the degree of differences between cultures is not straightforward because recognition of differences is a subjective issue.
定义文化之间的差异程度并不简单，因为承认差异是一个主观问题。
As the level of international trade and travel increases cultures become increasingly associated and the cultural diffusion may alter the significance of national cultures.
随着国际贸易和旅游水平的提高，文化之间的联系越来越紧密，文化的传播可能会改变国家文化的重要性。
As we saw that culture influences beliefs , values and behavior , it’s likely that the culture affects also the management style. The variations of what authorizes the management are not different in black and white terms , because there’s a cross-cultural understanding of the purpose of doing business and the nature of management task. However there are differences of emphasis , priority and understanding which may create a variety of styles and practice. In fact the differences can be found by separating countries in a cluster. According to Hofstede’s Cultural Dimensions there are four kinds of them which are used in order to compare national cultures.
正如我们所看到的，文化影响信仰、价值观和行为，很可能文化也影响管理风格。授权管理层的内容在黑白分明的术语上没有区别，因为对经营目的和管理任务的性质有着跨文化的理解。然而，在重点、优先级和理解方面存在差异，这可能会产生各种风格和实践。事实上，可以通过将国家分为一组来发现差异。根据霍夫斯特德的《文化维度》，有四种用于比较民族文化的维度。
Individualism versus collectivism 个人主义与集体主义
Individual rights and freedoms are fundamental values in individualistic cultures. Special emphasis is placed on personal career and remuneration. Collectivistic cultures are built on a foundation of values: harmony between people in the group, the priority of group needs and interests. Hofstede concludes that all rich countries are individualistic and poor – collectivist. In societies individualistic relationships can be planned and either party to terminate them if they replace them with a good offer from elsewhere. In collectivist cultures are characterized by relationships of moral and emotional nature.
个人权利和自由是个人主义文化中的基本价值观。特别强调个人职业和薪酬。集体主义文化建立在价值观的基础上：群体中人与人之间的和谐，群体需求和利益的优先。霍夫斯泰德得出结论，所有富裕国家都是个人主义和贫穷集体主义。在社会中，个人主义关系是可以计划的，任何一方都可以终止，如果他们用其他地方的好提议代替他们。集体主义文化的特点是道德和情感的关系。
Power Distance 权力差距
Each member of the organization defines different levels of owned by him and other members of the group’s organizational status, prestige and level in the organizational hierarchy. Various are the rights deriving from the hierarchical level. Subordinates carry out the decisions of superiors in a different way. Use categories: gender, inequality, privilege, social position, status, power, etc. podchineiie Studies of Hofstede put Asian and South American countries together with Belgium, France, Italy and Spain in the group of countries with a high index of severity of hierarchical position. Scandinavian countries and the U.S. have low values of this parametyr, Bulgaria is among the countries that are characterized by the greatest difference between managers and subordinates.
组织的每个成员都定义了他和其他成员在组织层次结构中的组织地位、威望和级别。从层次结构级别派生的权利多种多样。下属以不同的方式执行上级的决定。使用类别：性别、不平等、特权、社会地位、地位、权力等。Hofstede的podchineiie研究将亚洲和南美国家以及比利时、法国、意大利和西班牙列为等级地位严重程度指数较高的国家组。斯堪的纳维亚国家和美国的该参数值较低。保加利亚是管理者和下属之间差异最大的国家之一。
Uncertainty avoidance 避免不确定性
There are societies in which the uncertainty of future worries people, and vice versa. For those societies are characterized respectively high or low depending on the experts in solving problems as small or large mode of individual consciousness to deal with them.Societies that do not take the risk and fear of tomorrow, develop pluralism of opinions and are willing to deal with individual problems. In other societies, people are fighting for the future, they are nervous and aggressive. They feel threatened by the world around them because they avoid the risk. Hence the characteristics of the crop in their respective organizations: subordinates seek clear instructions and managers, preferring more rules and laws. Bulgaria is among the countries in which people feel moderately stressed, are more conservative beliefs and value safety.
在某些社会中，未来的不确定性让人们担忧，反之亦然。因为这些社会的特点分别是高或低，这取决于解决问题的专家，以及处理问题的个人意识的大小模式。不冒明天的风险和恐惧的社会，形成了意见的多元化，愿意处理个人问题。在其他社会，人们为未来而战，他们紧张而好斗。他们感到受到周围世界的威胁，因为他们避免了风险。因此，在各自的组织中，作物的特点是：下属寻求明确的指示和管理者，更喜欢更多的规则和法律。保加利亚是人们感到压力适中、信仰更保守、重视安全的国家之一。
Masculinity v femininity 男性vs女性
G. Hofstede defines masculinity as the extent to which dominant values in society are considered aggressive, pursuing the goals by all means. The orientation is towards money and possession of property. Cultures with a feminine nature, appreciate the relationship between people, caring for others, overall quality of life.
G、 霍夫斯特德将男性气概定义为社会中的主导价值观被视为具有侵略性，不择手段地追求目标的程度。方向是金钱和财产占有。具有女性特质的文化，欣赏人与人之间的关系，关心他人，整体生活质量。
Dimension masculinity femininity “is important to determine the methods of reasoning in the job, the choice of approaches to solving nl most complex tasks of conflict resolution.In Table. 5.5. reflected the consequences for organizations of prevailing “masculinity” or “femininity” in the national culture . Depending on national cultures are formed organizational value systems and behavior. Large transnational corporations are constantly confronted with the problem of national cultures, assessed the compatibility of cultures, predict the development of their interaction and assign them.
维度“男性气质-女性气质”对于确定工作中的推理方法、解决冲突解决中最复杂任务的方法选择非常重要。表5.5反映了国家文化中普遍存在的“男性气质”或“女性气质”对组织的影响。根据国家文化形成组织价值体系和行为。大型跨国公司经常面临民族文化问题，评估文化的兼容性，预测其相互作用的发展并分配。
So for every businessperson that is going to deal for a first time with a specific country can easily to look at the clusters and to get an idea whit what kind of culture he’s facing and how to deal.
因此，对于每个第一次与特定国家打交道的商人来说，都可以很容易地查看集群，并了解他所面临的文化类型以及如何应对。
These clusters show that there’s a level of cultural attraction between groups of nations so it’s easier to make a general understanding of management practice. But there are danger s of making groupings of countries. The detail of how people behave in certain situations must be discovered by own experience and discussions with people who have already worked with the particular country. Although having an understanding of a nation’s characteristics at a good level is very useful in international business because in different parts of the world there’s a different management styles and because each of the main business factors are affected by the culture and cultural differences.
这些集群表明，国家集团之间存在一定程度的文化吸引力，因此更容易对管理实践进行总体了解。但也存在国家分组的危险。人们在某些情况下的行为细节必须通过自己的经验和与已经在特定国家工作过的人的讨论来发现。虽然对一个国家的特点有一个很好的了解在国际商业中是非常有用的，因为在世界不同的地方有不同的管理风格，而且每个主要的商业因素都受到文化和文化差异的影响。
When a company is creating its international strategy , it should consider where and what is going to sell , also to evaluate if the product will be accepted , because the future of the product’s success depends on the cultural understanding of the people who are going to buy it. For example for a company selling pork meat will be impossible to sell in Islamic countries because of the religion restrictions. Also staff should be employed in a variety of adequacy in the foreign locations. So human resource management need to be sensitive to any cultural need that might to individual countries. Similarly if a company wants to establish overseas plants , the culture and cultural difference can easily affect the way of production and content and format of any financial reports produced to report the firm’s performance. It’s important to look how culture affects the operations management , international marketing , human resource management and finance functions.
当一家公司制定其国际战略时，它应该考虑在哪里销售什么产品，并评估产品是否会被接受，因为产品成功的未来取决于购买产品的人的文化理解。例如，由于宗教限制，一家出售猪肉的公司将无法在伊斯兰国家销售。此外，在外国工作地点，应充分雇佣员工。因此，人力资源管理需要对个别国家可能存在的任何文化需求保持敏感。同样，如果一家公司想在海外建立工厂，文化和文化差异很容易影响公司业绩报告的制作方式、内容和格式。重要的是要了解文化如何影响运营管理、国际营销、人力资源管理和财务职能。
Impact of culture on International Marketing 文化对国际营销的影响
It’s clear that the cultural differences across the world offers not only challenges but also opportunities for the international marketing. When being on a business trip it’s interesting to face products and facts that might be regarded as “strange” . For example advertisements of well-known brands completely different than those ones at home , or even opening hours for shops. All of those simple facts are of a great importance for marketing managers and pose potential threats for them when developing a strategy.
很明显，世界各地的文化差异不仅给国际营销带来了挑战，也带来了机遇。出差时，面对可能被视为“奇怪”的产品和事实是很有趣的。例如，知名品牌的广告与国内品牌完全不同，甚至商店的营业时间也不同。所有这些简单的事实对营销经理来说都非常重要，并且在制定战略时对他们构成潜在威胁。
When a company which is going to expand overseas is developing its strategy there are four alternatives for it:
当一家打算向海外扩张的公司制定其战略时，有四种选择：
selling the product without changes on international markets.在国际市场上销售产品而不做任何改变。
modifying products for different countries or regions.针对不同国家或地区修改产品。
developing new products for foreign markets.为国外市场开发新产品。
incorporating all differences in a single product and introducing a global product 将所有差异整合到一个产品中，并引入一个全球产品
Having categorized cultural groupings and cultural characteristics , managers are able to seek new overseas markets to expand their firms , to sell more goods , and to raise profits. Even culture might be suggested as a tool for marketing segmentation because if the culture in the target country is similar to the culture in the existing markets , it’s a precondition that selling the product in the target country might be successful.
通过对文化群体和文化特征进行分类，经理们能够寻求新的海外市场，以扩大公司，销售更多的商品，并提高利润。甚至文化也可能被建议作为营销细分的工具，因为如果目标国家的文化与现有市场的文化相似，那么在目标国家销售产品可能会成功的前提条件。
Products sold on foreign markets are influenced by the local behavior, tastes, attitudes and traditions in each market. The Coca Cola Company’s attempt to sell Diet Coke product on the Japanese market was not successful because the Japanese do not consider themselves overweight and Japanese women do not want to admit they are dieters turning to products whose label specifies that. The company was forced to change the product name in Coke Light, and the promotion emphasized keeping in shape by consuming the product, and not losing weight.
在国外市场上销售的产品受到每个市场的当地行为、口味、态度和传统的影响。可口可乐公司试图在日本市场上销售健怡可乐产品的尝试并不成功，因为日本人并不认为自己超重，日本女性也不想承认自己是减肥者，转而购买标签上注明的产品。该公司被迫更改了可口可乐的产品名称，促销活动强调通过食用该产品来保持身材，而不是减肥。
Goods intended for consumers are more likely to suffer changes because they need to be adopted to meet the customers expectation in the target market and to meet the economic conditions of it. There are many examples of international firms that adjust their products to meet the specific expectations of the overseas markets. For example, McDonald’s was forced to remove their menus including pork and beef meat and to create menus especially for the Indian market. The company has also developed rice-based menus in China, started selling beer in Germany, wine in France, and in Japan the character Ronald McDonald was called Donald McDonald to be easier to pronounce by the Japanese.
面向消费者的商品更容易发生变化，因为它们需要被采用以满足目标市场的客户期望，并满足其经济条件。有许多国际公司调整产品以满足海外市场的具体期望的例子。例如，麦当劳被迫取消了包括猪肉和牛肉在内的菜单，并为印度市场创建了菜单。该公司还在中国开发了以大米为基础的菜单，开始在德国销售啤酒，在法国销售葡萄酒，在日本，罗纳德·麦当劳被称为唐纳德·麦当劳，以便于日本人发音。
Another cultural issue that is effecting the international business is the price because it needs to match exactly the level of economic development in the target country. McDonalds is an exact example of that. When McDonalds opened in India , the company wasn’t forced only to remove the beef and pork menus but also to reduce the prices of all goods which were sold in the restaurants. But still despite the fall in prices recent statistics show that McDonalds in India raised their profits by 8,9%.
影响国际商业的另一个文化问题是价格，因为它需要与目标国家的经济发展水平完全匹配。麦当劳就是一个很好的例子。当麦当劳在印度开业时，该公司不仅被迫取消了牛肉和猪肉菜单，还降低了餐厅销售的所有商品的价格。但尽管价格下跌，最近的统计数据显示，印度麦当劳的利润增长了8.9%。
Human Resource Management 人力资源管理
In every company the HRM Manager is in charge to care for recruiting and training staff , working methods and time. For every company dealing across the world , it’s very likely to have staff of mixed nationalities which could lead to cultural confounding.
When recruiting staff , some cultures will apply more conducted approach. For example the approach will be based on accurate qualification for the job and also test in order to asses the potential ability of the candidates. Other cultures will act differently by applying more easygoing approach. For example this approach is based on education, personal recommendation or employer networks.
在每个公司，人力资源经理都负责招聘和培训员工、工作方法和时间。对于世界各地的每一家公司来说，很可能都有不同国籍的员工，这可能会导致文化混乱。 在招聘员工时，一些文化将采用更具指导性的方法。例如，该方法将基于准确的工作资格，并进行测试，以评估候选人的潜在能力。其他文化通过采用更随和的方式将采取不同的行动。例如，这种方法基于教育、个人推荐或雇主网络。
A main concept that is also relevant to the HRM is Hofstede’s concept of ‘power distance”.
与人力资源管理相关的一个主要概念是Hofstede的“权力距离”概念。
It’s relevant because it’s related to man’s attitudes to hierarchy and also the way in which this might be translated into different ranges of pay levels of the highest and the lowest in the company. For example in France which Hofstede defined in the Power Distance group , there’s a great gap between lowest and highest paid employee while in contrast the more collectivist and low power distance countries the gap is much smaller.
这是相关的，因为它与人们对等级制度的态度有关，也与这种态度可能转化为公司最高和最低工资水平的不同范围有关。例如，在法国，Hofstede在“权力距离”组中定义，最低工资和最高工资的员工之间存在巨大差距，而相比之下，更集体主义和低权力距离的国家，差距要小得多。
Finance 财务
In order a company to pursue its goals and objectives it must be ensured with sufficient funds. Also need to be monitored if funds are used efficiently and correctly , if financial performance is reported to then management and shareholders. These are the main functions of the finance within every business. But elements mainly influenced by culture are sources of finance and reporting practice.
为了实现公司的目标，必须确保有足够的资金。还需要监控资金是否得到有效和正确的使用，是否向管理层和股东报告财务业绩。这些是每个企业中财务的主要职能。但主要受文化影响的因素是财务和报告实践的来源。
Sources that might be used for companies expanding vary between different countries , as sources reflect not only on the political economy of the countries but also on their state of economic and financial development. For example in countries as japan and Germany usual form of sourcing business is by having loan from a bank while in the USA and UK businesses rely more on raising money by selling equity shares on the stock market. In order to expand overseas , companies may choose to find the money from the host or home country or even from third country. For example, when McDonalds decided to open their first restaurant in Moscow in 1990 during the Soviet Union. The company has used a joint venture with the Moscow City Council. Despite all the funds came from the franchisor from Canada and the US headquarters , the deal was to pay to the City Council in order to be allowed to operate in Moscow. So the agreement reflected the Soviet/Russian political system where business and state are closely connected. So it’s fair to say that the financial arrangements were partially influenced by culture.
不同国家可能用于公司扩张的来源不同，因为来源不仅反映了国家的政治经济，也反映了其经济和金融发展状况。例如，在日本和德国等国家，通常的采购业务形式是从银行贷款，而在美国和英国，企业更多地依靠在股市上出售股票来筹集资金。为了向海外扩张，公司可能会选择从东道国或母国甚至第三国寻找资金。例如，1990年，当麦当劳决定在苏联时期的莫斯科开设第一家餐厅时。该公司与莫斯科市议会建立了合资企业。尽管所有资金都来自加拿大和美国总部的特许经营人，但这笔交易是支付给市议会，以便允许其在莫斯科运营。因此，该协议反映了商业和国家紧密联系的苏俄政治体制。因此，可以公平地说，财务安排部分受到了文化的影响。
Similarly there isn’t an unified approach for reporting financial results by annual reports. For example nations as Germany , Italy and France use “continental” approach and is heavily influenced by tax regulations. The report’s information is designed to allow the tax authorities and government to compute and monitor the liability. While Australia , USA and UK use Anglo-Saxon approach. It’s assumed that the shareholders are the main users and the information provided in the report allows them to asses the company’s performance and their investment’s performance.
These differences are of a great importance for international companies because when they enter the international market and build their branches they will be challenged to agree to the local terms and rules. Also the financial information from all the branches should be combined in addition to create consolidated accounts. Common practice for international companies is to create unified reporting system based on home country’s rules and terms. So then the international branches use this system in order to prepare their financial reports. After reports are finished then the local staff in the international branches “reworks” the reports in order to meet the local regulations.
Essay范文的作者认为类似地，没有统一的方法通过年度报告报告财务结果。例如，德国、意大利和法国等国家采用“大陆”方法，并受到税收法规的严重影响。该报告的信息旨在允许税务机关和政府计算和监控负债。澳大利亚、美国和英国采用盎格鲁撒克逊方法。假设股东是主要用户，报告中提供的信息允许他们评估公司业绩和投资业绩。 这些差异对国际公司来说非常重要，因为当他们进入国际市场并建立分支机构时，他们将面临着同意当地条款和规则的挑战。此外，除创建合并账户外，还应合并所有分支机构的财务信息。国际公司的普遍做法是根据本国的规则和条款创建统一的报告系统。因此，国际分支机构使用该系统来编制财务报告。报告完成后，国际分支机构的当地工作人员“重新编写”报告，以符合当地法规。本站提供各国各专业essay代写或指导服务，如有需要可咨询本平台。