| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5-6页 |
| 摘要 | 第7-8页 |
| LIST OF ABBREVIATIONS | 第8-17页 |
| CHAPTER 1 INTERODUCTION | 第17-22页 |
| 1.1 Background and Purpose | 第17-18页 |
| 1.2 Significance of the Research | 第18-20页 |
| 1.2.1 Theoretical Significance | 第18-19页 |
| 1.2.2 Practical Significance | 第19-20页 |
| 1.3 Research Methods and Main Content | 第20-22页 |
| CHAPTER 2 LITERATURE REVIEW | 第22-46页 |
| 2.1 Overview of Related Concepts | 第22-25页 |
| 2.1.1 Concepts of Culture | 第22-24页 |
| 2.1.2 Concepts of Cultural Conflicts | 第24页 |
| 2.1.3 Concepts of Cross-cultural Management | 第24-25页 |
| 2.2 Overview of Cross-culture and Management Theory | 第25-42页 |
| 2.2.1 Five-dimensional Theory of Hofstede | 第25-36页 |
| 2.2.2 Cultural Cube Model-- Development from Hofstede’s Culture Model | 第36-40页 |
| 2.2.3 Cross-Cultural Management Model | 第40-42页 |
| 2.3 Overseas and Domestic Research Status on Cross-culture Management | 第42-46页 |
| CHAPTER 3 CASE DESCRIPTION OF AH COMPANY | 第46-51页 |
| 3.1 Profile of AH Company | 第46-50页 |
| 3.3.1 Company Introduction | 第46-47页 |
| 3.3.2 Development History | 第47-49页 |
| 3.3.3 Management Structure | 第49-50页 |
| 3.2 Successful Experience of AH Company | 第50-51页 |
| 3.2.1 Customize to the need of local market | 第50页 |
| 3.2.2 Integrate with local resource | 第50-51页 |
| CHAPTER 4 CASE ANALYSIS | 第51-65页 |
| 4.1 Analysis of China & German Cultural Differences with Hofstede’s Model | 第51-54页 |
| 4.2 Case Study of AH Company Existing Problems | 第54-58页 |
| 4.2.1 Lack of trust between Chinese German employees | 第55-56页 |
| 4.2.2 Conflicts in communication | 第56-57页 |
| 4.2.3 Conflicts in management | 第57-58页 |
| 4.3 Reason Analysis | 第58-65页 |
| 4.2.1 Reason for Lack of Trust | 第58-60页 |
| 4.2.2 Reason for Conflicts in Communication | 第60-62页 |
| 4.2.3 Reason for Conflicts in Management | 第62-65页 |
| 4.4 Chapter Summary | 第65页 |
| CHAPTER 5 SOLUTIONS AND SUGGESTIONS | 第65-72页 |
| 5.1 Cultivate Culture Awareness | 第65-68页 |
| 5.1.1 Strength two-way communication | 第66-67页 |
| 5.1.2 Establish common values | 第67-68页 |
| 5.2 Conduct Cross-cultural Capability Training | 第68页 |
| 5.3 Establish Effective Coordination Mechanism | 第68-72页 |
| 5.3.1 Choose the appropriate strategy for cross-culture management | 第68-69页 |
| 5.3.2 Integrate culture difference | 第69-71页 |
| 5.3.3 Focus on selection of cross-cultural managers | 第71-72页 |
| CHAPTER 6 CONCLUSIONS | 第72-75页 |
| 6.1 Main Findings | 第72-73页 |
| 6.2 Limitations | 第73-75页 |
| REFERENCE | 第75-78页 |
| THANKS | 第78页 |
