An Analysis of A Clash of Cultures at Alabama Factory

李梦凡

1. Summary of the news story

A Chinese company called Golden Precise Copper Tube Group opened a factory that make pipes used in air conditioning machinery nearly two years ago in Wilcox country，Ala，but it finds its very difficult to please its American workers.

For meal，American people complain that they are fed by Chinese food cooked by a Chinese chef employed by a Chinese company and have a shorter lunch time than Chinese workers. They think U.S citizens dont have much authority and are treated unfairly. However the Chinese company managers think they try the best to respect the workers

For safety practice，American employees have alleged some unsafe work practice leading to 38700 dollars in fines. Workers worry about the safety practice but GD Copper officials says they have improved it.

American employees also feel that they are not be trusted by the Chinese trainers. They think Chinese people are so hands-on and just tell them about the rule but ignore that they are independent people here.

Whats more，workers are also unhappy with the pay and feel difficult to communicate with their Chinese bosses.

In an attempt to bridge cultural chasms，the company hires KC Pang to head human resources and public affairs.

On the other hand，the American steelworkers begin to negotiate with their Chinese bosses，and finally the company agrees to negotiate with them.

However，after the negotiation，not all the workers are mollified. They say that they can not see too much change.

2.Analysis of the story

According to Van den Hoven（2015），the basic narrative scheme includes preparation，complication，transference，struggle and recognition. The news story will be analyzed by following these stages.

Preparation：A Chinese Company named Golden Dragon Precise Copper Tube Group opened a factory in Wilcox county，Ala.

Complication：Yet some tensions from cultural misunderstandings begin to arise，although the company has tried to respect their workers customs. The American workers care about safety prices and wages. They think U.S citizens dont have much authority and Chinese are so hands-on.

Transference：KC Pang，is hired as head human resources and public affairs to bridge cultural chasms.

Struggle：KC pang helps to negotiate with American workers and he thinks language and inappropriate training are the main reason for the misunderstanding and he advises that the company should give more respect to American workers.

Recognition：The company agrees to have a negotiation. And with the help with Mr. KC Pang some problems will be solved，however，not all workers are mollified.

3.Finding problems

（1）Cultural barriers

To find the barriers to intercultural communication is a good way to communicate better. According to the story we can find that there are two main barriers involved in the communication between Chinese and American. The first one is language. The second one is stereotypes.

（2）Cultural dimensions

To make an in-depth discussion and find out the roots of culture misunderstandings of the two sides，it is necessary to investigate the value differences between these two culture. American people tend to be individualist，so they care more about wages safety and their independence. Chinese are collectivist and care more about group interests，and Chinese managers working as a family. As for power distance，Americans have a lower level of power distance，so when American people find it is very difficult to communicate with their bosses. Chinese people have a higher level of power distance，To negotiate with bosses is not very easy for a normal workers.

4.Testing the solution

According to Transference stage and Struggle stage，KC Pang appears as the hero to solve the clashes between the Chinese company and its American workers. He suggests to improve the Chinese workers language and the way of training and he emphasizes on giving respect to the workers is better than giving money.

In the Recognition stage，the solution doesnt work successfully. He thinks the main problems are the language and training problems but ignores American peoples attitude toward this training and management.

In conclusion，to solve the problems，the manager should think in a more comprehensive perspective and analyze the problem in a thorough and further way. They need to be able to describe the conflict in an understood way that both culture can be aware of. and then they should analyze the conflict from both cultural perspective and identify the basis for the conflict from two cultural viewpoints;and then they should have the ability to provide some synergistic strategies to solve the problems and at last find out whether the solution can work in an intercultural way.

（作者單位：西南财经大学经贸外语学院）