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1.
在商务活动中,适时地运用"礼貌用语"可实现良性循环,也是商务交际取得成功的基本保证。交际与文化密不可分,应根据文化的差异与礼貌原则,正确地使用"礼貌用语"。本文从语用学原则入手,分析了商务交往中"礼貌用语"的文化因素,从赞美与恭维、致谢、祝贺、致歉、问候等方面探讨了商务交往中"礼貌用语"的语用策略,以期推动商务关系的发展。  相似文献   

2.
李正欣 《中外企业家》2013,(8S):259-259
随着经济全球化时代的到来,国际间商务交往活动日俱频繁,谈判已成为国际商务活动的重要环节。国际商务谈判作为跨国界活动中人际交往中的特殊形式,不仅是经济领域的交流与合作,也是文化之间的沟通与交流,必然涉及不同地域、民族、社会文化的交往与接触。因此,文化因素对谈判的有着至关重要的作用并直接影响商务交往的实际效果。  相似文献   

3.
楼亚强 《价值工程》2014,(5):282-283
中国近些年提高了国外企业到中国投资的门槛,在此背景下,来华投资的日企也提高了对商务日语人才的要求,希望其对日本企业文化有更多了解,以便更快更好地融入日企工作。本文从商务日语教学现状出发,结合日本企业人才需求状况,分析日本企业文化在商务日语教学中的重要性,探讨日本企业文化导入商务日语教学的对策。  相似文献   

4.
本文在分析商务写字楼租金影响因素研究现状的基础上,提出周边商务环境、区域商务写字楼市场、建筑及硬件设施、运营管理服务四个层次的21项租金影响因素,其中区域商务写字楼市场和运营管理服务的归类具有创新性。提出了在商务写字楼投资阶段和资产运营管理阶段的分析建议。  相似文献   

5.
中国电子商务市场有效需求不足的经济分析   总被引:2,自引:0,他引:2  
制约中国电子商务市场发展的因素很多,现阶段中国电子商务市场发展的主要制约是市场有效需求不足.从经济学角度出发对影响电子商务市场有效需求的因素作些分析,这些因素包括市场因素、投资效益、经济利益冲突、企业信息管理基础、商务观念与消费文化、国民文化素质与专业技能以及消费者信用心理等.  相似文献   

6.
牟嫣 《价值工程》2005,24(9):23-26
本文主要回顾了商务关系价值的有关研究文献,分析了商务关系价值所具有的不同价值层面:交换情境价值、客户——供应商关系价值、商务网络价值;以及各价值层面中体现的经济性因素和非经济性(社会性)因素;还就具体商务关系价值管理给出建议。最后提出了有关商务关系价值研究中的其他问题。  相似文献   

7.
语言是文化的载体,文化是语言的积淀,法语在商务工作环境中的交际功能不仅表现于语言沟通,更深层次地传递大量的文化信息,体现鲜明的文化特征。概括地说,具有重视法语交际地位和语体选择的合理性、重视信息交流和内容表述的逻辑性、讲究交际礼仪的措辞。开展与法国的国际商务合作交流需要既懂得商务专业知识又具备跨文化法言交际能力的人才。  相似文献   

8.
天时地利助力区域价值升级 福州闽江北岸中央商务中心规划用地范围为:西起上浦路,东至西二环路,北起工业路,南至北江滨大道,规划总用地面积109.31公顷。区域定位为以商务办公为主导功能,集居住、休闲娱乐、文化等服务功能于一体的现代化商务文化中心区。  相似文献   

9.
语言是文化的载体,文化是语言的积淀,法语在商务工作环境中的交际功能不仅表现于语言沟通,更深层次地传递大量的文化信息,体现鲜明的文化特征.概括地说,具有重视法语交际地位和语体选择的合理性、重视信息交流和内容表述的逻辑性、讲究交际礼仪的措辞.开展与法国的国际商务合作交流需要既懂得商务专业知识又具备跨文化法言交际能力的人才.  相似文献   

10.
国际工程承包项目,作为一种重要的国际经济合作形式,在国际商务中扮演着重要的角色。尤其是近两年来,随着世界范围内国际工程承包项目的数量的不断增多,许多影响工程项目进展的因素也愈加明显,其中一个重要的影响因素就是文化因素。对于文化因素影响的忽视使得许多项目不断延期,甚至搁浅,所以研究国际工程承包项目中的文化差异势在必行。近些年来,有些学者曾经就此进行研究,研究的视角大多是对母国和东道国的文化差异进行比较,或者是对文化影响的例证。  相似文献   

11.
本文主要从高管团队特征的均值和异质性两个方面进行分析,构建了多元回归方程,通过实证研究检验了高管团队的年龄、任期、国际经历、教育水平、团队规模、政府背景等特征对企业国际化绩效的影响。基于研究结论,从高管团队建设的角度上提出了相关的对策建议。  相似文献   

12.
随着经济全球化的发展,国际贸易高速增长,而国际货运代理行业也蓬勃发展。江苏无锡作为苏南经济发展的领头军,也涌现了大量的国际货运代理企业。无锡科技职业学院的专业老师根据江苏无锡某典型国际货运代理公司业务管理的实际情况,结合国际货运代理行业经验和专业知识,以Access2007为开发工具,基于对国际货代业务的"收支配比"管理而设计开发成功的业务管理系统,主要功能有结算管理、收入核算、支付核算、到货通知、车队结算、商检结算、报关费用结算等七大主要模块。  相似文献   

13.
经济的全球化和信息的迅速发展为企业的国际化经营创造了良好的条件。企业的国际化经营又在很大程度上依赖于国际市场进入的模式。基于国际市场进入模式对于企业经营发展的重要性,本文分析了国际市场进入模式的主要影响因素,并在此基础上构建一个较为全面的国际市场进入模式综合决策模型。在具体操作层面上,拟采用模糊数学的工具提出国际市场进入模式的识别模式,为企业的国际化经营的实施提供战略指导。  相似文献   

14.
文中就信用管理在企业管理应用中的作用进行了探索,阐述了信用管理体现了现代财务管理以资金管理为核心的经营理念,是降低企业经营风险的有效选择。重视和加强企业管理,及时与国际惯例接轨,既是应对国际强势资本竞争的要求,也是净化竞争环境、淘汰劣势企业文化的过程。  相似文献   

15.
The globalization of business is making it more important than ever to understand how multinational enterprises (MNEs) can operate more effectively. A major component of this understanding appears to be the field of human resource management and, in particular, the field of international human resource management (Brewster, 1991; Hendry, 1992; Desatnick and Bennett, 1978; Dowling, 1986; Dowling and Schuler, 1990; Evans, 1986; Evans, 1989; Laurent, 1986; Tung, 1984). The trend over the past few years has been to identify the linkage of human resource management with strategy and offer an understanding of how single country or domestic human resource management can facilitate organizational understanding and effectiveness (Wright and McMahan, 1992). In this article we attempt to extend this line of work into the international arena. We do this by offering a framework of strategic international human resource management (SIHRM). Anchoring SIHRM in the strategic components of MNEs, namely their interunit linkages and internal operations, strategic aspects of international human resource management are described. Using several theoretical bases, numerous propositions are offered. These propositions reflect the single and multiple influence of the strategic components of MNEs and several exogenous and endogenous factors on SIHRM. The intention is to offer a framework that can serve both academics and practitioners in furthering our understanding of strategic international human resource management.  相似文献   

16.
杨芝 《价值工程》2012,31(7):109-110
论文分析了在后金融危机影响全球经济的情况下,我国国际工业承包业务的现状及国际工业性承包业务的种种不利因素,最后提出了要加强政府加大扶持和财务风险管理等相应的解决措施。  相似文献   

17.
Internationalization is often seen as posing distinctive human resource problems that are difficult to overcome. This paper takes an alternative approach by considering the processes by which firms, large and small, internationalize and the way they sustain overseas activity at different stages of their internationalization. It does so by reference to six challenges faced by firms in the course of internationalization. the result is to highlight continuities and regularities between international human resource management and the creation of an effective domestic organization, along with common underlying processes and skills centred on networking, teams and organizational learning.
It is argued that this shifts attention from the specific tasks of the human resources function to more broadly defined human resource activities and processes which affect the growth of firms internationally. Secondly, it helps firms to think more positively about becoming international and to address relevant skills. Thirdly, it identifies appropriate activities, tasks and situations that business schools need to provide as part of an international management education.
However, the paper also recognizes that internationalization involves specific differences between domestic and international business management. A number of these are rooted in country-specific institutional factors which human resource management, the function, has to address. While processes may be common, knowledge is context-bound.  相似文献   

18.
There has been considerable research on the issues of board-level representation by personnel/HR directors and senior HR managers' involvement in strategic decision making. Since the early 1990s there has been a growing interest in international HRM, reflecting the growing recognition that the effective management of human resources internationally is a major determinant of success or failure in international business. There is also evidence that HR constraints often limit the effective implementation of international business strategies. More recently, it has been argued that the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. Yet, while there have been some attempts to integrate international corporate strategy and human resource strategy, surprisingly, the role of the corporate human resources function has been neglected, particularly in the context of the international firm. This article seeks to redress the balance. The question addressed is: what is the role of the corporate HR function in the international firm? To answer these questions empirical research was conducted in thirty UK international firms. We found an emerging agenda for corporate HR in international firms which focuses on senior management development, succession planning and developing a cadre of international managers. We conceptualize this as a strategic concern with developing the core management competences of the organization, and argue that it can be usefully analysed from the perspective of the learning organization.  相似文献   

19.
The globalization of business is making it increasingly important to understand how multinational enterprises (MNEs) can operate more effectively. Human resource management can be a critical determinant of corporate effectiveness, particularly as it plays out in the global arena. This article discusses how MNEs enhance their ability to utilize human resources and internal labour markets for competitive advantage through audits of the international human resource management (IHRM) function. A multidimensional auditing framework is developed and applied to the strategic aspects of IHRM in MNEs and international joint ventures.  相似文献   

20.
目前,国内外对雇主品牌建设进行定量分析的研究不多,基于此,本研究以主动、科学的意识,量化定性的因素,探讨企业的雇主品牌建设。文章通过指标确定与模型构建,为企业雇主品牌建设提供理论指导,也为企业人力资源管理、品牌管理、市场营销等企业活动提供决策依据。  相似文献   

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