In the past, most studies of the multi-national team were focused on the differences of culture, or adopted the concept of Western theory to explain the organizational behavior of Chinese community. Research methods also are based on logical positivism, not showing the process of conflicting, bearing, and adjusting different cultures. In this study, there are several attempts, such as the standpoint of research and research method. In regard to standpoint of research, I adopt the perspective of Chinese to observe organization conflict and cultural differences within a multi-national team (CAT Problem); in regard to research method, I used Narrative Inquiry to explore and describe the progress and story of multi-national team and tried to analyze the Chinese members¡¦ silent response in the operational process of multi-national team, which can be interpreted as the following four meanings: (a) focusing on the harmonious relationship between the groups, and (b) showing the bearing, and (C) adhering to the formality, and(d) looking forward to equal payback. This study found that each member of the multi-national team has to understand and grasp his/ her deep cultural context which influences his/ her words and deeds. And then team members can base on understanding cultural differences in the interaction of the team to find out the consensus and the way of thinking of the multi-national team. In addition, this study also recommends the leader should assist the Chinese team member of multinational team to redefine the cognitive of the harmonious relationship. It will help Chinese team member to improve the performance in a multi-national team.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1999. / Includes bibliographical references (leaves 127-132).

Thesis (M.A.)--Villanova University, 2006. / Political Science Dept. Includes bibliographical references.

The thesis is based on the concept of an organization as a system of relations resulting from organization roles. The aim of the diploma thesis is to select tools and define criteria, by means of which the relations within an organization can be evaluated and their quality assessed. Theoretical part focuses on the explanation of the basic terms with organization and relations connected to it. Pursuant to this, specific tools are chosen, which enable evaluation of the organizational relations. Practical part then analyses the chosen organization as a system of relations resulting from organization roles and concentrates on the possibilities for their quality assessment by means of selected tools.