dissertationproposalsle-mainhumanresourcemanagement人力资源管理论文-_45

dissertationproposalsle-mainhumanresourcemanagement人力资源管理论文-_45内容摘要：

appreciated in societies of high uncertainty avoidance like Greece, but rejected in societies of low uncertainty avoidance like Sweden and Jamaica .Therefore, motivational practices that have positive meaning in one culture may not have the same positive effect on work motivation in another one. Cultural values determine what it means to be a person in the society, forming a kind of evaluation different from personal standard, which can be called cultural standard. These standards are shared by all members having the same culture, but they change from one culture to . Research Methodologya) Collect DataIn this dissertation, I will analysis data collected from both primary and secondary sources to support my main argument: Different HRstrategies are essential for motivating employees with different cultural backgrounds in a transnational corporation. The primary data collection is on the base of questionnaires, which aim at employees from both China and Britain in a ChineseBritish joint venture. The questionnaire aims to find out whether these foreign employees really need different treatment from local employees, whether there is any conflict raised by the cultural gap, whether there is any difference before and after the pany makes different HR strategies, if there is, is that good or not, analysing and typing these answers from questionnaires to prove there is a need for HR managers to pay attention to the impact of culture diversity and which aspects should be more valued than ) Comparison and ContrastEmphasis the impact of culture diversity on HR practice by paring different HR strategies the managers use to motivate employees in British pany, Chinese pany and ChineseBritish joint venture. And through the parison, find out which is the best way to motivate employees with different cultural backgrounds in a nationcross . Research PlanAfter the dissertation proposal is assessed, the dissertation plan will be modified on the basis of advice. And I will begin to proceed to write the full dissertation if the proposal is theoretical analysis and primary data collect will be done by the end of June. Data analysis and the main body of dissertation will be written during July. Then the first draft of this dissertation can be handed in by early August. In the meanwhile, I will municate with my supervisor for several times and modify my work according to his advice. And the pleted dissertation can be submitted by mid (including those I intend to read during the full dissertation writing):(1). and Erez, M. (Eds.) (1997). 161。 174。 A Culture Based Approach to Work Motivation161。 175。 , New Perspectives on International Industrial/Organizational Psychology.(2)Fisher, . and Xue Ya, Y. (1998). 161。 174。 What motivates employees? A parison of US and Chinese responses161。 175。 , International Journal of Human Resource Management.(3)Ruth, K., Gilad, Chen, Robert, D. amp。 Pritchard (2020). Work Motivation: Past, Present, and Future163。 172。 CRC Press.(4)Miriam, Erez, Uwe, Kleinbeck amp。 Henk, Thierry (2020). 161。 174。 Work motivation in the context of a globalizing economy161。 175。 , Routledge Press.(5)Gina, M. amp。 Brian, H. K. (2020). Global Trends in Managing Cultural Diversity.(6)Richard M. Steers, Richard T. Mowday amp。 Debra L. Shapiro (2020). The Future of Work Motivation Theory.(7)Cynthia D. Fisher amp。 Anne Xue Ya Yuan (1998). What motivates employees? A parison of US and Chinese responses.(8)Latham, ., amp。 Ernst, . (2020). Keys to motivating tomorrow161。 175。 s workforce. (9)Benson, J. amp。 Brown, M. (2020). Knowledge workers: what keeps then mitted。 what turns them away. Work, Employment and Society.(10)Erickson, . amp。 Gratton, L. (2020). What it means to work here. Harvard Business Review.(11)Paul G. Wilhelm amp。 Ang Xia (1993). A Comparison of the United States and Chinese Managerial Cultures in a Transitional Period: Implications for Labour Relations and Joint Ethics Forms:1 Please provide the following detail。