1 Introduction

Discussed the cross-cultural communication and management challenges faced by Chinese enterprises in cross-border mergers and acquisitions and operations in Germany. It is pointed out that the number of Chinese funded enterprises in Germany has exceeded 3500, but cross-cultural issues have not been effectively resolved. The academic community at home and abroad has not yet conducted specialized research on the cross-cultural difficulties and solutions of expatriates from Chinese funded enterprises in Germany. Previous studies have mainly analyzed how Chinese funded enterprises in Germany integrate into Germany through interview methods, and found that Chinese and German staff do not pay enough attention to cultural differences between the two countries, leading to communication and organizational problems. Propose to fully utilize the cross-cultural exchange experience between China and Germany to resolve internal friction within enterprises caused by cultural differences. Chinese scholar Yang Yang's research has found that cross-cultural adaptation can be achieved by reconciling, blending, and integrating the differences between China and Germany. The success of Chinese enterprises largely depends on the cross-cultural competence of their employees. This study is based on the theories of corporate environment and cross-cultural competence, and proposes the hypothesis that after Chinese enterprises enter the German market, the overall environment of the enterprise changes rapidly, and expatriates face multiple cross-cultural dilemmas, and their ability to cope depends on the strength of their cross-cultural competence. The study collected interviews with Chinese executives, reconstructed the cross-cultural difficulties faced by expatriates, explored the correlation between cross-cultural difficulties and expatriates' cross-cultural action abilities, and proposed specific suggestions to enhance cross-cultural abilities. The aim is to provide reference for Chinese funded enterprises in Germany and increase the importance of cross-cultural ability training for expatriates.

2. Research corpus and research design

This article introduces the definition of expatriates from Chinese companies in Germany, the challenges of data collection, the selection of data sources, the processing of interviewee information, the use of auxiliary materials, data analysis methods, and research objectives. Researchers collected interview records from 24 Chinese and German corporate executives in Germany through the "Dialogue Germany" website, covering multiple industries. To protect privacy, the names of the interviewees have been anonymized. The researchers also referred to a survey report by the German Chinese Chamber of Commerce. Using MAXQDA software for qualitative content analysis of the corpus, this study explores the relationship between cross-cultural dilemmas and cross-cultural competence of expatriates through multiple rounds of coding, aiming to cultivate and enhance their cross-cultural competence.

Cross cultural dilemma of expatriates caused by changes in the corporate environment

Explored the challenges faced by expatriates from Chinese companies in Germany in cross-cultural environments. Research has shown that the cross-cultural difficulties faced by expatriates in Germany are mainly related to differences in economic, political/legal, technological, and socio-cultural factors. Economic factors have led expatriates to feel confused during mergers and acquisitions, lacking systematic learning and analysis of the German economic environment. Political and legal factors have led to strict regulation and scrutiny of Chinese enterprises, increasing the insecurity of expatriates. In terms of technical factors, there is a gap between expatriates and German employees in terms of technological research and development capabilities, and Chinese companies do not attach enough importance to cultivating employees' "soft power" in technological research and development. Among social and cultural factors, the inadequate German communication skills of expatriates, lack of cross-cultural communication experience, differences in power hierarchy cognition, and questioning of work value all have a negative impact on cross-cultural communication and cooperation.

Shortcomings in cross-cultural competence of expatriates

Due to differences in the corporate environment, expatriates from Chinese companies in Germany face cross-cultural challenges, making it difficult to establish new rules and effectively interact with German colleagues. Cross cultural competence is seen as the synergistic effect of personal, social, strategic, and professional abilities. Research has found that expatriates lack professional and strategic abilities, especially at the macro level where they lack knowledge of German politics and economy, at the meso level where they lack cross-cultural communication knowledge, and at the micro level where they lack hands-on skills and German language knowledge. At the same time, expatriates hold a negative attitude towards their personal and social abilities, lack proactive learning and communication awareness, and have insufficient communication skills. German cross-cultural competence is equally important, and expatriates are not the only reason.

5 Strategies for Enhancing Cross Cultural Competence of Expatriates

This chapter delves into the cross-cultural competence challenges faced by expatriates from Chinese companies in Germany and proposes strategies for improvement. Research has found that cross-cultural difficulties faced by expatriates mainly stem from a lack of personal and social abilities, which are crucial in cross-cultural environments. Based on this, the study proposes multi-level suggestions for enhancing cross-cultural competence before and after going to Germany. Before going to Germany, enterprises should carry out cross-cultural knowledge and action training, implement a mentorship system, and attach importance to professional skills training, especially German language training. Expatriates should actively participate in various training programs, learn about cultural differences between China and Germany, and develop sensitivity and communication skills. After entering Germany, expatriates should make good use of the relevant German knowledge provided by various sectors of society. Companies can form professional teams to provide guidance, establish coaching systems, help resolve conflicts through mediators, and establish a platform for school enterprise cooperation. At the personal level, expatriates should take the initiative to learn professional knowledge, communicate with experienced colleagues, broaden their social circle, actively use the knowledge they have learned to interact with Germans, and show their ability. These strategies help expatriates better adapt and integrate into their work and life in Germany.

6 Conclusion

Emphasizing that cross-cultural competence of expatriates is crucial for multinational corporations, it is pointed out that expatriates from Chinese companies in Germany face multiple cross-cultural challenges, have not fully recognized the importance of personal and social abilities, and lack the initiative to interact proactively. The article proposes suggestions for cultivating and enhancing cross-cultural competence of expatriates before and after going to Germany, aiming to help them effectively utilize resources and achieve the transfer of cross-cultural competence. At the same time, it points out the limitations of the research, mainly discussing cross-cultural dilemmas from the perspective of Chinese expatriates, lacking a description of the performance and impact of German cross-cultural competence. It is suggested to further analyze specific cases.