Features of the regulation of social conflicts in a cross-cultural team (on the example of Huawei)
The success of an international company is largely due to the harmony in the relationships of its employees. However, in practice, the management of a cross-cultural team often faces the problem of regulating the emerging internal conflicts that challenge the stability of the enterprise. The study is focused on the specifics of managing social conflicts arising in the team of international companies. The empirical base of the study was the Russian branch of Huawei, which unites Russian and Chinese workers. Using the method of assessing the values of Sh. Schwartz, the paper analyzed the differences in the values of employees of different nationalities of the Huawei company. As a result of the research, the author comes to the conclusion that it is necessary to promote cultural communication at the institutional level and to achieve compatibility of different cultures for resolving conflicts in the cross-cultural team of Huawei.
一家国际公司的成功很大程度上归功于其员工关系的和谐。 但是，在实践中，跨文化团队的管理人员经常会面临解决挑战企业稳定性的新出现的内部冲突的问题。 该研究的重点是管理国际公司团队中发生的社会冲突的细节。 该研究的经验基础是华为在俄罗斯的分支机构，它将俄罗斯和中国工人团结在一起。 使用评估Sh值的方法。 Schwartz，本文分析了华为公司不同国籍员工的价值观差异。 通过研究，笔者得出结论，有必要在制度层面上促进文化交流，实现不同文化的兼容性，以解决华为的跨文化团队中的冲突。