“There are many I want to say but didn’t say now, because my expectations for the future are always endless”
SPACE
- Exploring the differences in the management of human resources between China and the United States and the management models of other types of organizations was a topic that I paid attention to as early as the beginning. I have always believed that the western business and management models, which have been accumulated and tested over a long period, have a lot of space and prospects for exchanges and complements in the gradual development of the Asian environment. Therefore, if I find a new and active project in China that may have a long-term and stable development in the future, then I will definitely cast a good team and management model for the career of that business.
SPACE
- First of all, we need to understand the differences between the Eastern and Western organizational management models because a mature and complete management system is the embodiment of regional culture. This means that we must first understand the local traditional management models to make changes. The Asian management model emphasizes the centralization of power, advocating authority, discipline, and obedience. And everything is based on collective interests. In human resource management, it is important to seek stable operations and value the qualifications and experience of the personnel. All changes are based on a gradual approach and are relatively resistant to reforms and completely novel attempts. Therefore, a very similar cycle can always be summarized from the Asian organization and management model. To use Hofstede’s cultural dimensions we can analyze it more pertinently which is Chinese management model are high PDI and UAI, but low IDV. These are the parts that have a lot of room for improvement and growth. These aspects are the main issues that should be addressed in building a consistently good team in China. Through the discovery of these parts and build effective improvements such as the employee incentive system, transparent reward, and punishment system, and the innovation and breakthrough of human resource selection can ensure that the organization has always been a vibrant foundation. And make sure we are always on the path of emerging industry projects. The example of emerging industries such as technology. China needs is a good and active management model to ensure everyone’s new or innovative ideas for the emerging part, with the tacit research and development atmosphere between teams to ensure the speed of entering the market.
SPACE
- On the other hand, there are also parts of the changes that have been made. With the gradual maturity of the Chinese market and the internationalization of employees, there have been clear progress and changes in MAS and the sixth-dimensional IVR that represent both sexes. More female employees and managers are showing to the public, and people are paying more attention to personal happiness, quality of life, and their own unique industry characteristics. So I think the management in China now lies in the middle orientation which is in the comprehensive position of PRA. By discovering the pros and cons and combining them, I believe that we can formulate a sound management system that integrates local culture to ensure our team because only with a good team can we succeed in emerging industries and markets. Of course, there are still many parts that I have discovered and summarized that can be improved and merged in the future. Therefore, I excited looking forward the chance comes to me and the results of my practice.
