PSYCHOLOGICAL CHARACTERISTICS AND THEIR CONSIDERATION IN CROSS-CULTURAL MANAGEMENT

Abstract

Recently, the systematic establishment relations between Ukraine and China has become increasingly significant. In this regard, ethnocultural differences, which are at the root business relations between different companies, are great importance. Today, there is a large amount of infusion Chinese investments into the Ukrainian economy, as a result of close cooperation it is necessary to try to achieve mutual understanding and mutual permeability and complement economies between the countries. The effectiveness these relations determines the need to take into account the phenomenon of cross-cultural management in the construction of business relations. The most important task in the current conditions is the study and application of Confucian ethics, taking into account its impact on the culture and business traditions of negotiations will allow to intensify the decision-making process in international business. As a result of the globalization of the world economy, in which representatives of different cultures are involved, it is necessary to try to increase the range of business contacts in the world market, expand investments abroad, increase the overall culture when working in a cross-cultural environment, build an adaptive management system based on the study of the experience of the world's best companies. For a clear organization work, it is necessary to keep records all the nuances that can manifest themselves in joint production when making management decisions with representatives different cultures. Cross-cultural skills include: understanding the nature of culture and the fact that culture affects human behavior in his workplace; understanding the differences between cultures; understanding how cultural factors affect the organization of structures, systems and priorities; the ability to introduce elements of one culture to another; understanding how deeply elements of one culture can be introduced into another, and vice versa. Contraindications in the work of the international manager is ethnocentrism, that is, the desire to "fit" representatives of one culture into their own framework and expect them to meet these norms of behavior.