Culture Assignment Example | Topics and Well Written Essays - 1500 words

Culture - Assignment Example Consequently, we shall be required to hire a language and cultural interpreter for dealing with Chinese in addition to engaging in selective hiring of expats based on their past international experience particularly with the Chinese. Furthermore, ethical aspects of the Chinese culture may be weak leaving scope for bribery and gift-giving at various levels of business operations. Additionally, team work may be difficult to achieve with the Chinese who do not possess any concept of teams in their culture. However, binding based on understanding of the Chinese language could prove to be a successful strategy in developing strong cross-cultural teams involving Chinese. Finally, the company may have o consider the conflict of home country versus subsidiary strategy based on different cultures prevailing in the two countries. It is recommended that Primark engages in cross-cultural training and engages in selective hiring on expats so that the need for repatriation is minimized. 1. Introdu ction National culture is stated as having a profound effect on the strategy adopted by organizations. Furthermore, the formulation of strategy for our subsidiary in China at our headquarters in U.K could entail the risk of having one national culture dominate over the other when it comes to strategy formulation. A stark difference between the national culture of China and U.K based on Hofstede’s dimensions is also apparent. 2. Chinese culture and HR Policy The Chinese culture is marked by hierarchical ties based on status, paternalistic leadership and emphasis on trust building amongst relationships (Guanxi) which is contrary to the Western notion of formal planning, more objective business dealings and a participative style of management. It is important to understand the key dimensions of masculinity, power distance beliefs, uncertainty avoidance and long term orientation laid down by Hofstede identifies that highlight the differences between the Eastern(including Chinese) and Western (including U.K) national culture(Hofstede, n.d.). The Chinese societies possess high power distance beliefs, collectivism, long term orientation and conformity. Therefore, it is not uncommon for the Chinese to derive satisfaction from collective gains rather than personal achievements. Furthermore, the Chinese people tend to avoid conflict in an attempt to â€Å"save face† and appreciate harmony and cohesion. On the other hand, Western societies such as U.K tend to be more work-centric and highly individualistic with low power-distance beliefs(Edfelt, 2010). Clearly, we run the risk of engaging in what is known as an ethnocentric approach. Sending expatriates from the parent country (in this case, U.K) to assume top managerial positions in the foreign country (China) would be part of our HR policy. However, it is necessary that there is sufficient coordination between these expatriate bosses and the local intermediate managers in China. Research also suggests tha t prior international experience provides valuable work-related and non-work related information for cross-cultural interaction, particularly if that experience has been with a culture similar to the current one(Selmer, 2001). 3. Socialization and business dealings At this stage, hiring of expatriate managers based on their past experience of dealing in cross-national assignments/projects (particularly projects with China) would be necessary as