摘要

随着世界范围内的经济一体化迅速发展，世界各国的交流不断加强。中国作为世界上最大的发展中国家，在全球化的浪潮之中扮演者重要的角色，而美国则是世界经济的领头羊。自身发展的同时，中国企业，尤其是国企，努力使自己的管理水平提高以促进发展，而美国就以其领先经济背后的先进管理成为中国企业学习的对象。
本文以海尔和海信两个大型的国有企业为依托，提取美国文化中个人主义，平等及实利主义和中国文化中家庭和谐观，尊重等级及关系为比较对象，以基尔曼冲突模式工具为依据，分析中国企业在应对美国管理思想发生冲突时的处理方法。
以最小的管理单位为基础，文章提出管理者和工作者在处理几个维度中的合理建议，并以中国和谐思想为依据，提出企业在处理文化冲突时要达到“和”的状态。

关键词：中美管理 文化 冲突 融合

ABSTRACT

With the rapid development of worldwide economic integration, the communication of different countries is becoming strengthened. China, the world’s largest developing country, plays an important role in the tide of globalization and America is the world’s economic leader. While maintaining the development, Chinese companies, especially state-owned ones, strives to improve their management level to promote the growth, and the advanced American management which is greatly helpful to the American economy is the object we can learn from.
This thesis introduces two cases of state-owned enterprises: Haier and Hisense, selects three American culture traits: individualism, equality and materialism and three Chinese culture ones: family and the need for harmony, respect for age and hierarchy and guanxi as the targets to compare, based on The Thomas Kilman Conflict Mode Instrument, and analyzes the proper ways for the Chinese companies to deal with the culture conflict with American management.
On the base of the smaller unit in the company which is only composed of manager and workers, the thesis brings out some advices for the manager and workers when meets the above culture difference. In the end, this thesis gives suggestion on Chinese companies that the best way to handle with the culture conflict is to reach a “harmony” state, in accordance with the Chinese traditional culture.

Key words: China and America,   management,   culture,   conflict,    integration