CHAN Kwok Bun and Vivienne LUK (Hong Kong Baptist University), Conflict Management Strategies and Change in Sino-Japanese, Sino-Korean, and Sino-Taiwanese Joint Ventures in China , English/38 Pages, November 2004.
This study presents a conceptualization of conflict management strategies for human resources issues in Sino-Japanese, Sino-Taiwanese, and Sino-Korean joint ventures in China. It describes three major conflict management strategies that are cross-culturally based and variously adopted, namely, disruptive, conciliatory, and cooperative strategies, and also describes their conflict outcomes. We have found that cooperative and disruptive events often coexist in Sino-foreign joint ventures, although cooperative events are comparatively more numerous. In such situations, a co-adaptive conflict management of these cooperative and disruptive events occurs whereby a conciliatory strategy is ultimately accepted by each partner as a ˇ§sub-optimalˇ¨ solution. As conflict is inevitable in Sino-foreign joint ventures, a conciliatory approach is the best way to achieve a sustainable joint venture. When these various dispute management strategies are invoked to regulate or resolve conflicts between business partners, they set off a concomitant cross-fertilization of the traditional culture of Chinese enterprises and that of foreign corporations. As a result, a new derivative of a Sinicized corporate culture is evolving, rather than the complete displacement of one business culture by another. This study highlights the post-modern globalized reality of intermeshing and of the interdependent attributes of human needs, corporate needs, and the time-honored cultural values in the international corporate world to reveal a sweeping globalizing trend towards a revamped transnational corporate culture that is constantly being challenged and reconstituted.