【正文】 程度上控制和反映出成員的相應努力水平。當 團隊成員感受到集體的存在，凝聚力也就自然培養(yǎng)起來。跨國貿(mào)易、跨文化管理、跨部門溝通 ?? 在所有這些名詞的背后，我們可以發(fā)現(xiàn)人是最重要的因素。但是充分的授權(quán)并不等于不需要領導和管理，故授權(quán)應分階段有計劃有控制地進行，避免混亂。 集體決策既能夠滿足員工的參與要求，又能夠集結(jié)眾人的智慧，使決策更優(yōu)化，因而在很多情況下，它具有與個人決策無法比及的優(yōu)點，尤其在跨功能團隊中，幾乎每一名成員都來自于不同的職能部門，專業(yè)和技能互為補充，一項任務的完成在知識和信息如此分散分布的情況下，集體決策變得更為重要，但應注意集體決策 “ 議而不決 ” 的致命弊病。那么，在他們的 團隊建設中，您看到了哪些機遇和挑戰(zhàn)？ 梁：我個人主要的發(fā)現(xiàn)是文化的差異。像他們這種企業(yè)，實際上他們需要的是如何讓來自不同地方的人在公司的文化架構(gòu)上去發(fā)揮自己的潛力。而沃爾瑪強調(diào)的就是怎樣能給顧客帶來更多的幫助。 結(jié)語： 成功的團隊目標明確，經(jīng)常和高層經(jīng)理保持良好的溝通，并接近高層經(jīng)理的指標，它的業(yè)績目標植根于企業(yè)的戰(zhàn)略與遠景。你的團對是這樣的 “ 雁 5 行團隊 ” 嗎？ 當今世界經(jīng)濟一體化進程不斷加快 ,跨國公司的出現(xiàn)等新形式的出現(xiàn)嚴重沖擊了現(xiàn)有文化經(jīng)營的理論范疇 ,在這種情況下 ,跨文化經(jīng)營理念便產(chǎn)生了 ,為了方 便朋友們學習風整理了相關資料形成了跨文化經(jīng)營原理 . 跨文化原理是近年來隨著改革開放的不斷深入，世界經(jīng)濟一體化進程加快，跨國公司在世界各地實施跨國經(jīng)營，各種外資、外企不斷涌入后出現(xiàn)的一種新的管理問題，這是管理學的新情況、新課題。新中國建立后，工業(yè)有了突飛猛進的發(fā)展，盡管５０年代一些企業(yè)曾有過短暫的中蘇跨文化交匯，但總體上仍只存在于很小的局部范圍內(nèi)。其三，表現(xiàn)在一些企業(yè)的外向發(fā)展已不僅僅是產(chǎn)品的輸出，也有資本的輸出，建立起海外投資企業(yè)，實行跨國生產(chǎn)經(jīng)營。帶著以上諸多問題，結(jié)合目前實際情況，在這里我想與大家討論交流一下，可能有的看法過于偏激，但是我衷心地希望，能夠共同提高我們對企業(yè)文化的認識，以便于今后企業(yè)文化工作的開展。說得通俗一點，企業(yè)文化的中心目的是為了搞好企業(yè)。s corresponding endeavor is between the team members carries on the relative achievements appraisal, between the team also may carry on the achievements appraisal. Four. Suitable utilization collective decisionmaking. Suitable utilization collective functional departments, the specialty and the skill are mutually the supplements, a duty pletion so disperses in the distributed situation in the knowledge and the information, the collective decisionmaking bees more important, “but but should pay attention to the collective decisionmaking to discuss not definitely” the fatal disease. Five. Leadership , and the leader should valuable the values which may accept transmit gives the team, the diplomatic group team members accepts internal standard and the rule, and raises the team cohesive force under the values , kisses with equally and the team members carries on the conversation and the work, stimulates staff39。s each staffs all has the mon language。s different department to establish one “the TransCulture mittee”, then you thought this method uses in China39。s mon behavior criterion, thus maximum limit control and use enterprise39。s extroverted development already is not merely the product output, also has the capital output, establishes the foreign investment enterprise, implements the transnational production 15 management. Fourth, displays in the enterprise day by day frequent and the close foreign management relation, also includes the product and the equipment import and export, the human resource flow, the resource flow and the technological exchange, also includes the managerial experience the mutual study and the model, with overseas enterprise and other organization domain when different cultural stratification plane and varying degree munication, has had the TransCulture mutual seepage and blends together. China is the original vast multinational country, the different area and the different nationality also have respectively the unique cultural convention, therefore, even if is the plete introversion enterprise, along with market petition fierce, the production management is also approaching transregional, the cross occupational lines crosswise union development, the inland associated enterprise also has the generalized TransCulture management problem. 6th, should adopt in the TransCulture management the positive strategy, including localization strategy, cultural acmodating strategy, cultural innovation strategy, cultural circumvention strategy, cultural infiltration strategy, with the aid of third party culture strategy, occupation type strategy and so brief, the global marketing enterprise when carries on the TransCulture management, should fully understand this enterprise culture and in the overseas cultural foundation, chooses own TransCulture management pattern, thus enables the different culture to achieve the best union, forms own core petitive power. What is the enterprise culture? This question may say is different people has different views, different people has different views, has wide divided present speaks the enterprise culture actually how to locate and the understanding, this should act according to the enterprise actual situation, the making enterprise culture platform, lets the enterprise culture fall to the ground as soon as possible, but is not hangs the enterprise culture in the midair. The enterprise culture worker must understand profoundly the enterprise culture, actually the enterprise culture is any, is one kind of any shape, the enterprise culture needs to do any work, how the enterprise culture should understand the execution, the 16 enterprise culture can bring any to the enterprise. Is having above many questions, the union at present the actual situation, wants to exchange in here me with everybody discussion, possibly has the view too is extreme, but I hoped heartfeltly, can enhance us together to the enterprise culture understanding, will be advantageous for the next enterprise culture work development. First, the enterprise culture is not pulls the old fierce appearance, the tree shop sign, may not hang the sheep39。s petition in the final analysis。s culture, is the enterprise operator39。s own effort to revive”, actually neglects and loses has absorbed other people experience essence, the promotion cultural excha