Chapter One Introduction-Research Objectives and Framework
1.1.Internationalization
1.2.Importance of Multinational Corporations (MNCs)
1.3.Impetus on Global Strategy
1.4.Developing Trend for MNCs
1.5.Research Area and Research Objective
1.5.1.Culture/Language and its Connection with MNCs
1.5.2.Research Objective
1.6.Conclusion
Chapter Two Chinese Economy in Transition and Anglo-Saxon Culture in the Chinese Context
2.1.China's Rise
2.2.Different Opinions on China-rise
2.3.The Challenge of Multinational Corporation in China
2.4.Anglo-Saxons Origin
2.5.Anglo-Saxon Culture
2.6.Conclusion
Chapter Three Literature Review: Culture/language Studies
3.1.Culture
3.1.1.Definition and Evolution of Culture Theories
3.1.2.Features of Culture
3.1.3.Different levels of culture
3.1.4.Hall's low-and high-context patterns
3.2.Culture shock and cross-cultural management
3.2.1.Culture Shock
3.2.2.Models of Culture Shock
3.3.Hofstede's four cultural dimensions
3.3.1.Comments of Hofstede's contribution
3.3.2.Critiques on Hofstede's National Culture Models
3.3.3.Trompenaars' and Tuner's seven value dimensions
3.4.Language: a Linguistics Perspective
3.5.Non-verbal Actions (NVA)
3.5.1.Definition
3.5.2.The Characteristics of Body Language and its pragmatic failure
3.5.3.Facial Expression
3.5.4.Posture
3.5.5.Gesture
3.5.6.Eye Contact
3.5.7.Touching
3.6.Findings from culture/language Ratinale
3.6.1.Awareness of Culture Differences
3.6.2.Difference in Language
3.6.3.Difference in Values
3.6.4.Diference in Religious Belief
3.6.5.Difference in Aesthetic Viewpoint
3.6.6.Difference in Customs
3.7.Culture in macro and micro layers
3.8.Language and communications
3.9.Cross-cultural Training
3.10.Conclusion
Chapter Four Literature Review: IR and HRM Studies
4.1.Industrial Relations
4.1.1.Definition and its development
4.1.2.Three Perspectives of Industrial Relations
4.2.HRM: History and its Relations with IR Evolution
4.3.Comparative Studies in IR and HRM Framework
4.4.Conclusion
Chapter Five Literature Review of Empirical Study
5.1.Empirical studies of language and culture barriers in MNCs from developed countries
5.2.Empirical studies of Language and Culture Barriers in MNCs from the developing countries
5.3.Cross-cultural conflicts
5.3.1.Classification of cross-cultural conflicts
5.3.2.Conflict and Performance
5.3.3.Communication Strategy Resolving Cross-cultural Conflicts
5.3.4.Cross-cultural Management in China's MNCs
5.4.Industrial relations in China's MNCs
5.4.1.Labour Contract
5.4.2.Trade Union and Workers'Congress
5.5.Questions from empirical studies
5.5.1.HRM and IRs
5.5.2.Culture and Language Barriers
5.6.Conclusion
Chapter Six Industrial Relations in Contemporary China
6.1.Industrial relations: lost in translation
6.2.Research methods for analyzing industrial relations in China
6.2.1.Dunlop's System Model of Industrial relations
6.2.2.Sandver Model
6.2.3.Gunderson Model
6.2.4.KKM Model
6.4.Industrial relations during the planned economy (from 1949 to 1978)
6.5.Current industrial relations in China: a dynamic change
6.5.1.Role of the Party (government) and legalization
6.5.2.Trade Unions
6.5.3.Workers and staff
6.5.4.Changing patterns in the transitional economic period
6.5.5.Cultural characteristics of mainland Chinese Eemployees in foreign enterprises
6.5.6.Some observations on China IR development
6.5.7.Legitimacy Awareness
6.5.8.Interference of Traditional Value Systems
6.5.9.Role of the Trade Union: a Double-edged Sword
6.6.Conclusion
Chapter Seven Research Design and Methodology
7.1.Qualitative and quantitative approaches
7.2.Questions and research framework relating to the research
