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Can western-style HRM practices be introduced to china. Introduction The working
environment of many western companies is currently changing a lot. ...
... are striking differences in the implementation style of a ... Organisational prosperity
can be achieved through the ... A comparative study of Western, Japanese, and ...
... His management style, rare among Indian business leaders, is ... Chinese, North Indian,
South Indian and Western cuisine ... This can also have the effect of increasing ...
... investment rather than just imposing western business culture ... those countries, and
that management style must be ... they have multiple skills and can do different ...
Submitted by Thomas20 on June 21, 2008
Category: Social Issues
Words: 1732 | Pages: 7
Views: 75
Popularity Rank: 103,347
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Introduction
The working environment of many western companies is currently changing a lot. Due to the globalisation and opening of markets companies are confronted with new problems. As a consequence organisational structures and practices are altering. In addition, human resource management practices need to be adopted as well. This is nothing unusual and has constantly happened in the past. In the beginning of the 20th century the scientific management theory of Frederick Taylor was extremely popular. Later, theories of Henri Fayol or Max Webber gained influence. A major shift in HRM came than from the human relations theory of Elton Mayo. Today the main concern of modern HRM theories is selecting and developing the employee.
In China we have seen in the last 30 years a development which is unique. The modernizations which have taken place affected every sphere of life. Especially the economic sector has altered extremely. Today there is a significant number of private enterprises and multinational corporations. Is it now possible to transfer western-style HRM practices to these companies in China? To answer this question, we firstly point out some cultural differences. Secondly, we list arguments for and against the implementation of western HRM practices and finally we draw our personal conclusion.
Cultural differences
“The ability to understand cultural differences and exercise influence in cross-cultural networks is now regarded as an essential qualification of the global manager. Managers will be more effective if they have strong cultural awareness and know how to influence people with a different cultural background.” (Chen, 2006) The same is necessary if one will implement western-style HRM in China. Therefore we try to outline the most important cultural differences first.
The Chinese culture can be characterized as “relationship-oriented” or “social-oriented”....
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