Chinese Management Style and Western Style

‘ What are the differences of managers’ leadership styles between the Western and Non-Western cultures ?’

Managerial style can be define as the characteristic way an organization plans, execute decision relating to employee and management that ensure to enhance growth and productivity of the organization. Every country have it unique managerial style of running it organizations. what apply in one country may necessarily not apply in another country; hence we call it differences! Management is the same but the culture could differ significantly. This depends on the country in focus. A cultural case file emphasis is on Japan vs the U.S. These two countries has a unique way of managing organisations to achieve maximum result, but in very different style. Keep in mind that the culture of each country varies and it 's a factor that drives how management style is applied, and understanding this cultures will help appreciate the diversity of it organization 's activities.

2. Employees will exercise self-direction and self-control if they are committed to objectives. External control and the threat of punishment are not the only means to make employees to work towards objectives.

Hierarchy and status are considered highly important in both Japan and Mexico in addition to a strong separation between the work and home life. Both Mexico and Japan rely on strong work relationships and loyalty in addition to having top down style of commination and information flow. Both countries have a belief in collectivism over individualism, according to Hofstede’s Value Dimensions, with Japan slightly higher on the index, similarly for the masculinity index. The implications of these characteristics can be viewed in each countries’ management approach. These societal values and characteristics influence each countries’ business behavior and methodologies. (Deresky, 2014)

Here in the United States we are all so accustomed to the everyday hustle and bustle. This fast-paced lifestyle has become the norm in our everyday lives whether at work or at home. Our “norm” is vastly different than that of the norm for the Japanese. In addition to that, when comparing the leadership styles in the workplace of Americans and Japanese, I realize that this too is very different than what I am used to.

South Korea is a country in Asia, with many years of history which has allowed them to develop their management style. South Korea is located in an area close to many other countries that have been around for thousands of years and without a doubt these countries have influenced South Korea. These influences and South Korea's long history build the social environment that exists right now in South Korea, which is what created the Korean management style. Canada is a young country; next year will be Canada's 150th birthday. My country is a very multicultural society, many people from all over the world have come to live here and because of this,

The impact of globalization on the Chinese economy can be seen through the increase in economic performance. Over the last two decades, the Chinese economy has experienced significant economic growth due to globalization. Globalization is responsible for reducing the barriers to trade and increasing the integration between different countries and economies. The reduction of trade barriers as well as the increased integration between different countries and economies resulted in an increase in foreign investment and international trading which leads

While many of the world’s economic powers seem similar, there is no doubt there are some very key differences. Many of these differences can be attributed to cultural differences within each of the countries. While many of these countries work together in global business efforts, cultural differences would certainly have a significant impact on management style, leadership and even work ethic of the employees. The United States and Japan are both strong economic powers that hold to a capitalistic economic system. Their management styles, however, are very different. This can often be explained through the differences in culture and management or leadership styles. Over the years, the two

In most cultures, behavior can be placed on a continuum, so that not all individuals are stereotypical. Chinese mangers place more value on keeping harmony within a workgroup. Managers influence the need for co-operation and group welfare, further affect work relationships, leading to a managing philosophy based on loyalty, and collectivism. These attributes joined with a strong correlation among age and seniority and status, can translate into legitimate authority and power. The culture this creates, relies on benevolent styles of communicating with middle managers and down the line.

“I had the cognizance in that situation, but not the mindfulness,” he said. “And both are key.” (Carter, 2014) Cultural shock is becoming more relevant because of the globalization of business today. Most explanations define cultural shock as “the personal disorientation a person may feel when experiencing an unfamiliar way of life due to immigration or a visit to a new country”. (Annenberg, 2013) Culture affects every aspect of each human on the planet, so there is no doubt that culture shock can make or break management in global corporations. The styles and decisions used by managers are affected and defined by its culture and values. Mr. Geert Hofstede carried out a comprehensive study on how values in the work place are influenced by

With the unstoppable trend of globalisation, it becomes extremely significant for international businesses to have a thorough understanding of different cultures. Hofstede (1980, pp. 21-23) defines culture as ‘the collective programming of the mind distinguishing the members of one group or category of people from another’. This essay examines Hofstede’s cultural framework and suggests that Hofstede’s cultural framework is an outstanding and authoritative tool to analyze culture differences. In this essay, cultural frameworks will be discussed firstly, following by a discussion of my cultural scores and background. Finally, recommendations on cross-cultural management between China and Australia will be provided.

Scott, Bishop and Chen (2003) researched how well Chinese employees perform under western management principles and practices. They stated that the traditional Chinese culture might have conflicting influences on the success of programs that involve employees. They examined components that underlie participative management efforts in the U.S., which include the nature of the tasks individuals perform in Guangzhou, China. According to their results, perceived group support and

Individualism/ collectivism. In individualistic organizations people achieve goals alone and they take care of themselves first. In collectivistic cultures instead members have joint responsibilities for example Japan.

In this era of Globalisation, cross cultural management is the biggest challenge that is faced by the organisations. Within the business context, cross culture refers to interaction between different cultures. Cross cultural management refers to managing the employees from different cultural background in one environment (Adler, 2008). Cross culture management is a significant issue within the organisations as the success of an organisation depends upon the smooth interaction of the employees. This paper is aimed at providing insight on the cross cultural management and the main issues and challenges relating to cross cultural management. For the purpose of this paper, two articles, “Cross-cultural Differences in Management”, by Amman & Jordan

Economic globalization has become the most important feature and a general trend of present world economic development. Globalization is a phenomenon and also a process of development of mankind and human society (Hamilton, 2008). It is the essential feature of the modern age. Globalization is the cross-border flows of capital and goods, including capital, labour, technology and natural resources (Bożyk, Misala & Puławski, 2002). Economic globalization is a historical process, and the germination of it could date back to the 16th century. After the industrial revolution, capitalist commodity economy, modern industry and transportation have been developing rapidly. The world market was fast expanded and the foreign trade was