命令の個人的なコーチか責任者か。
Ron Cune著
多くの西部のマネージャーに彼らの中国の協力者の低いプロ活動のレベルとの難しさがある。 率先の`の欠乏は」それらを失望させる。 この受動の態度は中国の教育システムで刺激、それと定着する関連していない。
西部の教育は独立および創造性のような価値に焦点を合わせる。 考えを交換し、ある特定の解決の利点そして不利な点を論議することは私達の教育制度の重要な部分である。 初めの取り、質問をすることは励まされる。
中国の教育システムはまだ今日の社会の影響がある世紀古い伝統に基づいている。 事実は質問より重要である。 事実に質問することはマスターの」質問として知識見られる。 生徒と教師間のあらゆる種類の議論はないされる。
perfectionismのレベルは」マスターを模倣する`のaccuratenessによって測定される。
中国学生は事実によって基づくプログラムでヨーロッパで異なった解決との異なった角度からの問題に近づくために生徒は教育されるが、教育される。
教育のこの相違を言うことに不必要雇用者と従業員間の関係の労働環境の影響が、特にある。 中国の従業員は指示が与えられる場合仕事で熱心、締切述べられるであり、期待された結果は置かれる。
リーダーシップのこの方法はあらゆるヨーロッパの訓練された従業員に非常に攻撃的であることができる。
但し、あなたの中国の従業員のほとんどは`の自由のリーダーシップのこの西部様式の容易さで」感じない。 Your employee will not ask for instructions but waits for instructions. When no clear instructions follow from your side, you will be seen as a weak person without focus.
In addition, Chinese co-workers might consider that doing nothing equals avoiding mistakes.
Our advice is to instruct in a crystal clear way what should be done and avoid “learning by doing” leadership.
Ron Cune, DragonDancers
June 10th, 2008 at 3:59 am
Bleh bleh bleh Chinese employee don’t behave like Western employees. Instead of expecting your big environment to change, everyone to change, educational system to change etc etc, how about management and managers themselves adapt to the Chinese employees?
Japanese, Taiwanese and Koreans have the same style of education and have companies that are globally competitive.
June 11th, 2008 at 3:26 am
Falen, I wonder if you actually read the article.
This is about Western managers to adopt to their environment and not the other way around.
Ron
June 14th, 2008 at 7:25 am
I agree with Ron,
As western managers you have to change you expectations for chinese employees. We also miss lack of creativity (besides pro-activity), however with so many overseas Chinese working here and new co-operations between overseas and Chinese universities we see this behaviour changing positively in our view!.
June 14th, 2008 at 11:55 am
Ron
Knowing why these small cultural aspects make such a big impact, and their roots, makes the manager adaptation much easier.
Thanks for your precious advice.
June 17th, 2008 at 3:04 am
Given either way of completely changing working and managerial culture and methodology is hard and either way (western and East Asia based) of management has its merits validated by their global business success, then maybe is not about one having to adapt to another, rather it is about achieving a balance with a strong focus on one’s unique strength and outcome.
June 18th, 2008 at 5:07 am
I’d question whether this difference in approach is really about education? Could it also be about the corporate culture that people are exposed to in the first few years of their working lives?
I’ve managed teams in the UK and US for years, and China is new to me. The level of proactivity I see in new graduates seems about the same everywhere. However, I see a more striking difference in more experienced staff.
The seasoned managers I’ve worked with in the US are all very proactive. In the UK, they’re mostly proactive (with a few exceptions). In China, I’ve found only a few.
Doesn’t change the challenge, though!
June 19th, 2008 at 7:02 pm
I believe that this lack of pro-activity is as much about the horrific manhunts of the Cultural Revolution as it is about the educational system. At that time those who spoke up would be punished. I am pretty sure that this still is still echoing in China.
Furthermore, my experience is that if you allow for you Chinese employees to sit in smaller groups and discuss and issue prior to any instructions from management regarding the issue you will see another kind of creativity and free thinking. Allow them to spend some time on thinking up a possible solution on their own and let them present it to you afterwards.
June 22nd, 2008 at 2:57 am
Interesting points by all and I agree with most of them. I would like to point out that the younger employee; the more open they are to making decisions on their own, which results in training them to be proactive. I learned to manage employees in this fashion from a Singaporean manager who found that Chinese employees are ready for Western style management in small doses. As long as you do not try to teach them to make decisions that go against management above them or question management’s decisions, you are in the clear. But teaching them to make decisions on their own and be proactive is a positive step in making them more productive.