| Understanding how to manage employees is not only crucial to all management professions but pertinently for Cross-Cultural and Human Resource Management.In an increasingly globalised world,cultural differences affect the way individuals work within organisations,with both managers and employees behaving according to their cultural ideologies,norms and values.This results in diverging preferences across cultures and indeed management practices.The hypothesis of this research is that:Due to cultural differences,British and Chinese employees will prefer different management styles.The results revealed that they did prefer different management styles and that British and Chinese employees differ in the way they prefer to be managed.The former prefer Democratic and Paternalistic styles,while the latter prefer Authoritarian Paternalistic and Laissez faire.This research consists of qualitative and quantitative questionnaires distributed to employees from the United Kingdom and China in two organisations;Pittards Plc in Yeovil and Tiedada West Rail Supply Chain Management Co.,Ltd in Ningbo.Cultural differences of management practices and styles between China and the United Kingdom are analysed.Solutions are provided for which management style to adopt according to each culture.Essentially the recommendations made with respect to the managers suggest that they adopt management styles that cater for both cultures so that organisational success can be achievable.Managers can become better leaders,if they pay attention to the similarities and differences between their own culture and the one they are collaborating with.Furthermore,this research can serve as a guide to not only British managers,but also Chinese managers with projects home or abroad in either:China or the United Kingdom.It can further assist managers in adapting themselves to a changing globalised world by building on cultural references in relation to the aforementioned management professions. |
PDF Full Text Request