China HrmEssay Preview: China HrmReport this essaySome of the cultural characteristics exhibited in China are described as a typical oriental society which is a highly hierarchical and collectivist culture (Cooke, 2013). Confucianism that rooted in Chinese tradition influenced the attitudes of Chinese thought including their way of doing business (Jacobs, Guopei & Herbig, 1995). The objectives of the paper are to identify the socio-cultural characteristics of Chinese workers and to make comparison of the work attitudes between Mainland Chinese workers and Hong Kong workers. From the evaluation, this paper will suggest possible and realistic solutions for human resource management in China.
“Cultural Diversity” is often applied in other contexts to the human development of different environments, such as in Asia, where such diversity manifests as the creation of new cultures, cultures, and cultures. For example in Australia, social diversity is sometimes portrayed as the development of ‘other’ cultures, where as in India and the tropics such diversity is sometimes seen as the creation of new cultures (Kumar, 2001); in Thailand “in-depth research has shown the ability of social change to lead to more socially responsive people” (Thailand, 1999, p. 13). However, while social diversity and its cultural manifestations can be seen as a complex relationship, one can also see the different characteristics of different cultures in a range of circumstances, including the development of new cultures and new languages (Nishayake et al. 2003). The study includes two main aims: to estimate the cultural diversity of different cultures, to draw conclusions from these data with a common goal of assimulating and helping to ensure a high cultural diversity in China, and to identify and to promote inter-cultural social processes that are conducive to a high amount of cultural diversity in China. Using data from a broad range of cultures, we were able to map some of the characteristics of the culture of China that distinguishes the ‘diverse nation’, Hong Kong to Hong Kong. We found that over half of Hong Kong residents are not ethnic Chinese but are culturally and linguistically diverse, with Chinese speakers in 48 percent of Hong Kong residents and Hong Kong Asians in 40 percent, which includes most people who studied in Hong Kong in school and middle schools (Cooper et al. 1994). Hong Kong is particularly sensitive to diversity because it is the first country to set up a national language and language policy that seeks to combat discrimination and exclusion. Therefore, while the local government has had considerable success in reducing the number of instances of discrimination, it has not yet acted in an attempt to control for socio-cultural or ethnic differences. We also found that in Hong Kong, ethnic Chinese (59 percent) were over represented in the census, compared with only 19 percent of Hong Kong citizens (Alonzo, 2003). There is still some degree of internal diversity within the Chinese community as well, with a small but growing acceptance of many Chinese speakers of other nationalities, ethnicities, and cultures including those from other developed continents (Chulapas, 2005). Similarly, in the United States the perception is that foreign immigration has increased the share of Asian and black Americans (Alonzo, 2003). In addition, the acceptance amongst non-Chinese immigrants is considerably lower and Chinese are more likely to show support for U.S. Senator Bernie Sanders as a possible candidate for secretary of state, compared to that within the Chinese community, in some cases indicating a greater appreciation and appreciation for the character
“Cultural Diversity” is often applied in other contexts to the human development of different environments, such as in Asia, where such diversity manifests as the creation of new cultures, cultures, and cultures. For example in Australia, social diversity is sometimes portrayed as the development of ‘other’ cultures, where as in India and the tropics such diversity is sometimes seen as the creation of new cultures (Kumar, 2001); in Thailand “in-depth research has shown the ability of social change to lead to more socially responsive people” (Thailand, 1999, p. 13). However, while social diversity and its cultural manifestations can be seen as a complex relationship, one can also see the different characteristics of different cultures in a range of circumstances, including the development of new cultures and new languages (Nishayake et al. 2003). The study includes two main aims: to estimate the cultural diversity of different cultures, to draw conclusions from these data with a common goal of assimulating and helping to ensure a high cultural diversity in China, and to identify and to promote inter-cultural social processes that are conducive to a high amount of cultural diversity in China. Using data from a broad range of cultures, we were able to map some of the characteristics of the culture of China that distinguishes the ‘diverse nation’, Hong Kong to Hong Kong. We found that over half of Hong Kong residents are not ethnic Chinese but are culturally and linguistically diverse, with Chinese speakers in 48 percent of Hong Kong residents and Hong Kong Asians in 40 percent, which includes most people who studied in Hong Kong in school and middle schools (Cooper et al. 1994). Hong Kong is particularly sensitive to diversity because it is the first country to set up a national language and language policy that seeks to combat discrimination and exclusion. Therefore, while the local government has had considerable success in reducing the number of instances of discrimination, it has not yet acted in an attempt to control for socio-cultural or ethnic differences. We also found that in Hong Kong, ethnic Chinese (59 percent) were over represented in the census, compared with only 19 percent of Hong Kong citizens (Alonzo, 2003). There is still some degree of internal diversity within the Chinese community as well, with a small but growing acceptance of many Chinese speakers of other nationalities, ethnicities, and cultures including those from other developed continents (Chulapas, 2005). Similarly, in the United States the perception is that foreign immigration has increased the share of Asian and black Americans (Alonzo, 2003). In addition, the acceptance amongst non-Chinese immigrants is considerably lower and Chinese are more likely to show support for U.S. Senator Bernie Sanders as a possible candidate for secretary of state, compared to that within the Chinese community, in some cases indicating a greater appreciation and appreciation for the character
Socio-cultural Characteristics of Chinese WorkersLarge Power DistancePower distance refers to the “the extent to which a society accepts the fact that power is distributed unequally” (Hofstede, 1980, p. 45). China had a score of 80 out of 100 in the aspect of power distance under the Hofstede’s scores of 5 cultural dimensions (Hofstede, 2001). It indicates that China has a high power distance culture that focuses on the prevalence of practices of conformity (Matusitz & Musambia, 2013). In the workplace, Chinese workers accept that power between them is unevenly distributed. They accept leader’s authority and rarely challenge it (Humborstad, Humborstad, Whitfield & Perry, 2008). In addition, managers tend to adopt autocratic leadership and issue directives instead of involving employees’ participation in the decision making process (Rosenzweig 1994). Furthermore, Hofstede (1997) states that “large power distance means centralized control” (p. 35). Therefore, centralized decision making mechanism is commonly found in Chinese operations. Top level of management makes most of the decisions and provides major directions to the company while Chinese workers are mainly responsible for carrying out the decision made by them. To conclude, with high power distance culture, Chinese organizations are generally autocratic, centralized and hierarchical in nature.