Research On Conflict And Adaptability Between Western Human Resource Management And Chinese Traditional Culture

Any kind of management mode must adapt to local social system, culturalbackground, level of economic development and cognition degree of management bythe manager and the managed. At this stage, China introduced a lot of human resourcemanagement theory from the western developed countries, but how to avoidunacclimatizating when applying these theories in Chinese enterprises have been thefocus of human resource domestic and foreign experts. What can really guide theChinese enterprise human resource management to be scientific and systematic is notto repeat Western theory or modern interpretation of the traditional culture, but alsomore practical management theory and technology which scientific (not justreasonable) ananlysis operating mechanism of Chinese society and enterprise, is thecultural system that can sculpture the thought and behavior of the manager and themanaged, is the theory with good combination of cultural heritage andgroundbreaking that can promote the rapid development of Chinese enterprises andprosperity of socio-economic cultural. This is the new meanings of human resourcemanagement in Chinese enterprises.This paper is to analyze the human resource management and traditional cultureof domestic enterprises, further study adaptability problems to improve the theoreticalsystem of human resource management theory in china in order to solve themanagement conflicts caused by existing East-West cultural differences in enterprisesin our country. In this paper, I put encourage thinking in the traditional Chineseculture into the modern human resource management concepts, in order to resolvedthe conflicts of Eastern and Western cultural differences which exist in China’senterprises management. The paper argues that the development direction of Chineseenterprise human resource management should not only comprehend Chinesemanagement method, but also learn the art of western management.The paper is divided into five parts: the first part mainly discusses thebackground, significance, and cultural overview of the Human Resource Research by the domestic and foreign experts. The second part deals with cultural conflict whenpracticing Western human resource management theory in China’, and analyze theconflict from a cultural perspective. The third part discusses the embodiment andapplication of traditional Chinese culture in the modern enterprise human resourcemanagement. The fourth part is to analyze Japanese human resource managementmode, draw to the ideological foundation of human resource management in Chineseenterprises,. The fifth part presents the countermeasures of developing humanresource management in China enterprises.