跳到主要內容

臺灣博碩士論文加值系統

(18.97.14.81) 您好!臺灣時間:2024/12/02 22:28
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

: 
twitterline
研究生:吳承諭
研究生(外文):Chengyu Wu
論文名稱:從普通,常態到有創造力之多文化團隊的分合概念模型
論文名稱(外文):From Conventions To Creative A Conceptual Model Of Multicultural eams’Divergence and Convergence
指導教授:胡國強胡國強引用關係
指導教授(外文):Gary Hu
學位類別:碩士
校院名稱:國立中山大學
系所名稱:企業管理學系研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2006
畢業學年度:94
語文別:英文
論文頁數:94
中文關鍵詞:多文化團隊分合概念模型創造力
外文關鍵詞:ConventionsConvergenceCreativeA Conceptual Model Of Multicultural TeamsDivergence
相關次數:
  • 被引用被引用:0
  • 點閱點閱:219
  • 評分評分:
  • 下載下載:31
  • 收藏至我的研究室書目清單書目收藏:2
從普通,常態到有創造力之多文化團隊的分合概念模型。如何從常態的多文化團隊到有創造力的一體。此文章探討分合的概念,並經由模型來解釋。
When a multicultural team is formed of say six individuals of different cultural backgrounds, there will be potential conflicts and greater varieties. However, there will be a “normal” curve forms the range and permissible boundaries of a team. In concept, this normal distribution is the “calm” state when the team is not active (norms). The potential is the range of team members’ abilities/differences (divergences). To be able to reach the potential and perform is part of the team’s goal (convergences & attributions). But to expect something more than expected is cultural synergy (break the original boundaries).
The factors that will be considered as diverging forces are the differences that are born (already exists) when the team is formed. In order to model these cultural factors and estimate these cultural differences, Hofstede cultural dimensions are used. The factors that will be considered as converging forces are what each individual believe in such as perspective taking and self-leadership. These values are projected from the assessments of team individuals. The factors that will be considered as supporting forces (attribution factors) are how each member interacts with one another during the process. These are each individual behavior and personality.
Therefore, from the perspective of divergence and convergence to see how cultural differences influence the teams and talk about their possible behaviors and reasons behind them is a conceptual way to look at the team. Based on the concept described above, the analysis of these different forces on multicultural teams is conducted. Using these factors, the paper explains/examines:
l Cultural and individual values differences
l Wish to base on the findings from the research to make helpful inferences on the learning and performance of multicultural teams.
l Cultural divergent factors
l Individual convergent factors
l Individual attribution factors
l Cultural synergy
Contents

Abstract
Acknowledgements
I Introduction 8
II Literature Review & Points of Departure 10
i. What is Culture?
ii. Why Multicultural Team? 11
iii. Norming: Convention & Convergence 12
iv. Performing: Creativity & Divergence 13
v. Divergence Factors 15
vi. Convergence Factors 20
vii. Attribution Factors 23
viii. Public vs. Private 25
ix. Cultural Synergy: Divergence & Convergence Again 26
III Objective and Approach 28
i. Objectives
ii. Approach
iii. Steps 29
IV Observations & Discussion 35
i. Case Observations 36
ii. The Apollo Syndrome 60
iii. Language Barrier
iv. Evolution Changes of Team Members 61
V Modeling 63
i. Propositions
ii. Conceptual modeling 67
VI Conclusion 76
References
Appendix A
Appendix B
Appendix C
Reference:

Alder, N. (2002) International Dimensions of Organizational Behavior 4th edition.

Andrews, C (1998) “Factors that Impact Multi-Cultural Team Performance” CSWT Papers.

Asherman, I., Bing, J., Ed. D., and Laroche, L. (2000) “Building Trust Across Cultural Boundaries”.

Bandura, A. (1994). Self-efficacy. In V. S. Ramachaudran (Ed.), Encyclopedia of human behavior (vol. 4, pp. 71-81). New York: Academic Press. (Reprinted in H. Friedman [Ed.], Encyclopedia of mental health. San Diego: Academic Press, 1998).

Bennett, M (1986, 1993) “The Developmental Model of Intercultural Sensitivity”
Erez, Miriam.; “Multi-cultural virtual teams: Experiencing learning and working on joint projects via a computerized communication systems.”

Chen G.., Gully S., and Eden D., (2001) “Validation of a New General Self-Efficacy Scale,” Organizational Research Methods, 4 (January), pp. 62-83.

Kline T. (1999), “The Team Player Inventory: Reliability and Validity of a Measure of Predisposition Towards Organizational Team Working Environments,” Journal for Specialists in Group Work, 24, pp. 102-12.

Davis, H., (1980) “A multidimensional approach to individual differences in empathy,” JSAS Catalog of Selected Documents in Psychology, 10, P. 85.

Erez, M. (????) “Multi-cultural virtual teams: Experiencing learning and working on join projects via a computerized communication system.”

Espinosa, J. & Wilson, J. (2002) “Research on Teams with Multiple Boundaries” Proceedins of the 25th Hawaii International Conference on System Sciences.

Ferrari, S. (1972) “Human Behavior in International Groups,” Management International Review, vol. XII, no. 6, pp. 31-35.

Franacois A. (2004) “Market-Driving Organizations: A Framework.”

Fuller, R. (1981) Critical Path; Washington, DC: St. Martin’s Press/ World Future Society.

Steiner, I. D. (1972) Group Process and Productivity; New York: Academic Press.

Gibson, C. (2002) “Building Multicultural Teams: Learning to Manage Homogeneity and Heterogeneity.”

Glaser, E. (????) “Cultural Divergence or Convergence: What is better for the Individual, the Group, and the Organization?”

Hayles, R. (1982) “Costs and Benefits of Integrating Persons from Diverse Cultures into Organizations.” Paper resented at the 21st International Congress of Applied Psychology, Edinburgh, Scotland, July.

Hofstede, G. (1991), “Cultures and Organizations: Software of the Mind, Intercultural Cooperation and its Importance for Survival,” New York, NY: McGraw-Hill.

Hongladarom, S. (1998) “Asian Philosophy and Critical Thinking: Divergence or Convergence.”

Horii, T. Jin, Y. & Levitt, R. (1996) “Modeling and Analyzing Cultural Influences on Team Performance through Virtual Experiments.”

Huitt, W. (2001). Motivation to learn: An overview. Educational Psychology Interactive. Valdosta, GA: Valdosta State University.

Katz, J.; Goldston, J.; and Benjamin, L. (1958) “Behavior and Productivity in Biracial Work Groups,” Human Relations, vol. 11, pp. 123-151.

Kleinginna, P., & Kleinginna A. (1981a). A categorized list of motivation definitions, with suggestions for a consensual definition. Motivation and Emotion, 5, 263-291.

Kovach, C. (1976) Based on observations of 800 second-year MBAs in field study teams at UCLA, 1977-1980. Evaluation of teams was conducted by corporate clients and business faculty members in Los Angeles, California, 1980. Original model based on Kovach’s paper, “Some Notes for Observing Group Process in Small Task-Oriented Groups,” Graduate School of Management, University of California at Los Angeles.

Manz C. (1992), Mastering Self-Leadership: Empower Yourself for Personal Excellence (Englewood Cliffs, NJ: Prentice-Hall).

Matsui, T., and Terai, I. (1979) “A Cross-Cultural Study of the Validity of the Expectancy Theory of Work Motivation,” Journal of Applied Psychology, vol. 60, no.2, pp. 263-265.

Matsumoto, D. (1992a) “Cross-Cultural Psychology in the 21st Century.”

McShane, S., and Von Glinow, M. (2005) Organizational Behavior 3rd Edition.

Moore, A. (2004) “A Review of Current Motivational Theories” CCO Research Paper.

Mutchler, A. (1998) “The use of the Myers-Briggs Type Indicator and Team Management Systems in Teams.” CSWT Papers.

Oyserman, D., Coon, H.; and Kemmelmeier, M. (2002) “Rethinking Individualism and Collectivism: Evaluation of Theoretical Assumptions and Meta-Analyses.”

Patel, K. (????) “Personality Differences Amongst College Students of Different Cultures” University of Scranton.

Punnett, B., and Clemens, J. (1999) “Cross-National Diversity: Implications for International Expansion Decisions,” Journal of World Business, Vol. 34, no. 2, pp. 128-138.

Probst, T. ; Carnevale, P.; and Triandis, H. (1999) “Cultural Values in Intergroup and Single-Group Social Dilemmas,” Organizational Behavior and Human Decision Processes, vol. 77, no. 3, pp. 171-191.

Reber G., Jago A., Auer-Rizzi W. & Szabo E., (2000) “Fuhrungsstile in sieben Landern Europas – Ein interkultureller Vergleich’, in E. Regnet and L. M. Hofmann (eds), Personalmanagement in Europa; Gottingen, Hofgrefe Verlag, pp. 154-173.

Roberts A. & Nason R. (2003) “The Team Balancing Act – Enhancing Knowledge-building Activity in On-Line Learning Communities.”

Rombauts, J. (1962-1963) “Gedrag en Groepsbeleving in Etnisch-Homogene en Etnisch-Heterogene Groepen,” Tijdschrift Voor Opvoedkunde, no. 1.

Rotter, J. (2000-2005) “The Social Learning Theory of Julian B. Rotter.”

Rushton, J. (1990). Creativity, intelligence, and psychoticism. Personality and Individual Differences 11: 1291-1298.

Sapsed J. et al., (1998) “Teamworking and Knowledge Management: A Review of Converging Themes,” International Journal of Technology Management 16, pp. 152-61.

Singelis T., Triandis H., Bhawuk D., and Gelfand M. (1995) “Horizontal and Vertical Dimensions of Individualism and Collectivism: A Theoretical and Measurement Refinement,” Cross-Cultural Research 29, August, pp. 240-75.

Stephainie D., Antoine B., Thomas J., Hanna D, Antonio R. (????) “A perception-Action Model of Cognitive Empathy? A PET Investigation of Imaging Your Own Experience and Someone Else.”

Strickland O. & Galimba M. (2001) “Managing Time: The Effects of Personal Goal Setting on Resource Allocation Strategy and Task Performance,” Journal of Psychology 135 (July 2001), pp. 357-67; P. R. Pintrich, “The Role of Goal Orientation in Self-Regulated Learning,” in Handbook of Self-Regulation, ed. M. Boekaerts, P. R. Pintrich, and M. Zeidner; New York: Academic Press, 2000, pp. 452-502; H. P. Sims Jr. and C. C. Manz, Company of Heroes: Unleashing the Power of Self-Leadership (New York: Wiely, 1996).

Takeuchi, R. & Duriau V. (2000) “Internal and external fit of multicultural teams within multinational corporations.”

Triandis, H.; Hall, E. & Ewen, R. (1965) “some Cognitive factors Affecting Group Creativity, “ Human Relations, vol. 18, no. 1, pp. 33-35.

Trompenaars. F. & Hampden-Turner, C. (1998) Riding the Waves of Culture: Understanding Cultural Diversity in Global Business, 2nd edition. New York: McGraw-Hill, pages 123-128, 132-144.

Trompennars, F. & Woolliams, P. (2005) “Getting the measure of culture: from values to business performance.”

Viken, K. (2004) “Team Measurement: Some Whys, Whats, and Hows.”

www.7d-culture.nl

www.accel-team.com/motivation/index.html

www.annenberg.edu

www.bohknet.tm.tue.nl

www.changingminds.org

www.core.ecu.edu/psyc/nowaczykr/team/qu3.htm

www.education.yahoo.com

www.encyclopdia.thefreedictionary.com

www.faculty.ucr.edu/~veronbm/lab/research.htm

www.freeworldacademy.com

www.geert-hofstede.com

www.globaltmc.com/Mult.teams.html

www.ianrpubs.unl.edu/misc/cc351.thm

www.impactfactory.com

www.innovationtools.com

www.innovativeteambuilding.co.uk

www.interconnect-online.com/IntMgmnt.htm

www.itapintl.com

www.leadselforbeled.com

www.mgmt.utoronto.ca/~baum/mgt2005/valuable.html

www.personal.ecu.edu

www.psych.fullerton.edu/jmearns/rotter.htm

www.smartbiz.com/article/articleprint/219/-1/3

www.soc.surrey.ac.uk

www.thefreedictionary.com

www.teamtechnology.co.uk

www.workteams.unt.edu
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊