美国大学论文：管理和发展人才的文化反思
在现实世界中有很多例子可以用来管理人。我认为这些使我获得了新的知识。我感到的似是而非的局限性是，对人们的分析和评估取决于许多因素。这取决于他们来自哪里，在某些情况下，文化在人民的决定中起着重要的作用。我来自不同的文化，与目前全球化的管理非常不同，我可以肯定地说，人们的动机因各种因素而不同。
美国大学论文：管理和发展人才的文化反思
为了建立真正的员工关系，培养同理心是很重要的。同理心和批判性地看待问题的重要性可以导致问题的真正解决方案的形成。系统分析人的重要性以及在现实生活中使用这些技术的方法在我职业生涯的任何阶段都是有用的。
最终，必须有更多以文化为中心的分析来衡量人们，而不是对任何文化形成负面的刻板印象。一般的理论只是开始点。必须对文化进行更多的分析。
美国大学论文：管理和发展人才的文化反思
There were many real-world examples that were learnt to manage people. I think these enabled me to gain new knowledge. The plausible limitation that I felt was that the analysis and estimation of the people is dependent on a number of factors. It depends from where they are from and in some cases the culture plays an important role in the determination of the people. Coming from a different culture that is very different from the current globalized management, I can say with certainty that motivation for people vary based on a variety of factors.
美国大学论文：管理和发展人才的文化反思
To form real employee relationship, it is important to develop empathy. The importance of empathy and looking at issues critically can lead to formation of real solutions for the issues . The importance of analyzing people systematically and the ways to use the techniques in real life can be useful in any stage of my career.
Ultimately, there must be more culture centric analysis done to gauge the people without forming negative stereotypes about any culture. The generic theories are only the inception point. There must be more analysis of the culture.
