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Mitarbeiterführung im internationalen Vergleich
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Studienarbeit aus dem Jahr 2006 im Fachbereich F�hrung und Personal - Sonstiges, Note: 1,3, Hochschule Ansbach - Hochschule f�r angewandte Wissenschaften Fachhochschule Ansbach, Veranstaltung: Kommunikation und F�hrung, Sprache: Deutsch, Abstract: 1. Einleitung Die Mitarbeiterf�hrung im internationalen Vergleich ist ein sehr komplexes Thema, weshalb diese Arbeit auch nur einige Aspekte herausgreift und n�her erl�utert. Es schien sinnvoll zwei L�nder zu vergleichen, die sich nicht nur auf den ersten Blick in ihrer wirtschaftlichen und kulturellen Auspr�gung unterscheiden, da dies einen Vergleich umso interessanter macht. Zielsetzung dieser Arbeit ist es, diese Unterschiede herauszuarbeiten und anschaulich darzustellen um dabei die Theorie mit der Praxis zu verkn�pfen. Es wurde bewusst auf einen Vergleich von drei oder mehr L�ndern verzichtet, da dies die Thematik unn�tig erschwert h�tte und auch den Rahmen der Arbeit sprengen w�rde. Es erscheint zuerst eine Betrachtung der wirtschaftlichen Situation beider L�nder n�tig, da diese auch Auswirkungen auf die Mitarbeiterf�hrung hat. Da die Mitarbeiterf�hrung sehr kulturabh�ngig ist, wird mithilfe der Managementstudie von Hofstede der kulturelle Kontext n�her erl�utert. Im Anschluss erfolgen die theoretische und praktische Er�rterung der Komponenten einer F�hrungsbeziehung und deren Auspr�gung in China und Deutschland. Ein Fazit zieht konkrete Schl�sse aus den Ausf�hrungen. Zu Beginn scheint die genaue Definition des Begriffes der F�hrung n�tig: "F�hrung hei t, andere durch eigenes, sozial akzeptiertes Verhalten so zu beeinflussen, dass dies bei den Beeinflussten mittelbar oder unmittelbar ein intendiertes Verhalten ausl�st."1 Diese Definition ist freilich auch auf die F�hrung von Mitarbeitern zu �bertragen. Synonym hierzu wird auch der Begriff Personalf�hrung verwendet. Zu dessen besseren Verst�ndnis, soll zuerst die wirtschaftliche Situation dargelegt werden.
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