Expert answer:Executive Summary
Expert answer:Write a one page executive summary/conclusion that reflects the salient points in the PowerPoint show. This Executive Summary should cover all of the salient points in the PP presentation. It may be written as a narrative – or you may use bullet points. There is no need to include references.
completed_china.pptx
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Welcome home!
Financial Crime Prevention Institute: Beijing Office
Hofstede’s Dimensions of Difference
China
USA
Power Distance
80 (high)
40 (low)
Individualism
20 (strong collectivism)
91 (strong individualism)
Masculinity
66 (medium femininity)
62 (medium masculinity)
Uncertainty Avoidance Index
30 (low)
46 (below average)
Long-term Orientation
87 (long-term oriented)
26 (short-term oriented)
Power Distance
Power Distance is inequality defined from below suggesting endorsement by followers as much as
leaders
China (score: 80, high)
USA (score: 40, low)
Centralized
Decentralized
Inequalities are acceptable
Hierarchy established for convenience
Individuals are influenced by formal authority
and sanctions
Superiors are accessible and managers rely on
individual employees and teams for their
expertise
Believe that people should not have aspirations
beyond their rank
Managers and employees expect to be consulted and
information shared freely
Individualism
This dimension deals refers to degree of interdependence a society maintains among its members. “I”
vs “We.”
China (score: 20, strong collectivism)
●
●
●
Groups take care of members in
exchange for loyalty
Depend more on groups and institutions
to determine what to do
Emphasize loyalty to group
USA (score: 91, strong individualism)
●
●
●
●
People look after themselves and their
direct family only
Rely on own view to determine what to do
Tend to work alone and reluctant to
cooperate because of individualism
Emphasis on individual contribution and
rewards
Masculinity
High score (masculine) indicates a society will be driven for competition, achievement, and success,
with success being defined by the winner / best in field; while low score (feminine) indicates that quality
of life is the sign of success and standing out from the crowd is not admirable.
China (score: 66, masculine)
●
●
●
●
USA (score: 62, slightly masculine)
Both value professional success and competition
● Success-oriented and driven
Value system appreciate duty to the
group and harmony among members
Pursuing personal goals is viewed
negatively in China
Personal relationships are emphasized
●
●
Cooperation is a sign of weakness
Place high value in independence and
control
Uncertainty Avoidance Index
The extent to which the members of a culture feel threatened by ambiguous or unknown situations and
have created beliefs and institutions that try to avoid these is reflected in the score on Uncertainty
Avoidance; man’s search for truth
China (score: 30, low)
USA (score: 46, below average)
●
●
●
●
Both countries are comfortable with ambiguity
Chinese language is full of ambiguous
meanings that can be difficult for Western
people to follow
Are adaptable and entrepreneurial
Majority (70% -80%) of Chinese businesses
tend to be small to medium sized and family
owned
●
●
More tolerant of ideas or opinions from
anyone and allow the freedom of
expression
Americans do not require a lot of rules
and are less emotionally expressive than
higher-scoring cultures
Long-term orientation
This dimension describes how how every society has to maintain some links with its own past while
dealing with the challenges of the present and future; deals with virtue regardless of truth.
China (score: 87, long-term orientation)
●
●
●
People believe that truth depends very much on
situation, context and time.
Show an ability to adapt traditions easily to
changed conditions, a strong propensity to save
and invest, thriftiness, and perseverance in
achieving results
Five-year plans and predilection towards saving
USA (score: 26, short-term orientation)
●
●
●
Prone to analyse new information to check
whether it is true.
Prefer to maintain time-honoured traditions
and norms while viewing societal change with
suspicion
Measure performance on short-term basis
Implications (1)
China
US
Work
environment
Group harmony and loyalty to group;
Good relationships with managers are valued;
Working conditions more important
Friendly atmosphere at work is more
important;
Individual achievement, goals and
aspirations
Training
Training is a motivating reward;
More important to fully use learned skills on
the job
Training is viewed as entitlement than
reward;
More responsibilities is non-motivating
Motivation
Cooperation, interdependence, group goals;
Pay equity in Chinese companies;
Not important to live in a desirable
community
Earnings and achievement;
Award or verbal individual recognition;
Pay for performance systems;
Performance considered in salary increases
and promotion
Implications (2)
China
US
Risk-taking
Lack the adventurous spirit and the sense of risks;
Dare not make immediate decisions if feel the
circumstance is uncertain; prefer safer and less
risky decisions
Consider risks as natural; volunteer to take
the risks, especially in terms of developing
new products, open a new market and
applying new technology.
Conflict
resolution
Indirect way; avoid direct and open conflict; use
authority to suppress it, or settle in private; prefer
negotiation and compromise; use third-party to
influence or assist in resolving conflict; may feel
embarrassed if using direct and open way
Confront problems directly and bringing
things out in the open; use rational
arguments, factual evidence, and
suggested solutions; get confused by
indirect and roundabout way of using third
party to resolve conflict; reluctant to invest
time and effort to enlist help of other
people
Implications (3)
China
US
Benefits
Health-care plan and retirement-plans are nonmotivating due to tight family network
More important than China
Contracts
Changes to contracts are inevitable, and can be
reasonably modified; focus on relationships than
contracts
Place greater importance on contractual
safeguards
Stereotypes & Gestures
Chinese
Chinese Culture:
Culture
China holds a lot of mystique for many travellers, as an exotic Eastern land, with a completely
different language, alphabet system, and culture. These differences can make it quite daunting,
especially when it comes to communicating. Whether you speak Chinese or not, it is important
to remember that non-verbal communication is just as important as language, and that there
are big cultural differences when it comes to the body language and gestures that make up this
other realm of language.
Stereotypes of Chinese Workers
Stereotype
Truth
Chinese people are only good at math and
science
Chinese people are increasingly good with
technology and computers
Chinese people look exactly the same
Chinese people see different eye shapes,
different hair styles and different shades of
skin and hair color. It isn’t that they look the
same, it’s that you simply aren’t looking for
the ways in which they differ.
Chinese women are subordinate to men
Chinese women have entered the
workforce with incredible competence and
are continuing to take on many more
important roles in society.
Gestures to Avoid
Gesture
Reason
Hand
Movements
Chinese people tend to be conservative in their gestures and avoid making a lot
of hand movements.
Touching
Touchiness and physical affection are not common in Chinese culture
Finger Pointing
This is considered quite rude. Instead, point with an open hand.This is
considered quite rude. Instead, point with an open hand.
Gesturing with
your feet
It is considered ill-mannered to point your feet at someone. When crossing your
legs, check the direction your feet are pointing. In addition, don’t put your feet on
a table, or make any kind of gestures at people with them.
Point your
chopsticks
They are strictly for eating and shouldn’t be used to point at people or things, or
to be played with at the table.
Values, attitudes and behaviors
Value, Attitude, or Behavior
CHINA
USA
Social Structure
formal and hierarchical.
loose and informal
Self
group collective
individualism
Morals
places high values on the morals of
their people. Marriage is not
encouraged until the late twenties.
is much more relaxed and
some could even argue that
there needs to be more moral
emphasize.
Time Sensitivity
The Chinese do not view time as
an absolute but more as a
suggestion. Concern is not
expressed for a meeting starting
late or ending at a different time.
Americans are very time
sensitive when it comes to
meetings and deadlines. If the
meeting was to commence at
2:00, then all parties are to be
present at that time.
References
Bishop, H., Hoang, T., Boone, C., Steinberg, H. (2016). Customer service & Hofstede’s cultural dimensions in china &
the
usa among accounting information systems professionals. Allied Academies International Conference: Proceedings of
the Academy of Management Information & Decision Sciences (AIMDS), 20(1), 2-6. Retrieved from
http://sites.umuc.edu/library/index.cfm
Eberhard, Nicole (2016, February 5) 7 Gestures to Avoid in China. Retrieved from
https://www.listenandlearnusa.com/blog/7-gestures-to-avoid-in-china/
Emery, C., Tian, K. R. (2010). China compared with us: cultural differences and the impacts on advertising appeals.
International Journal of China Marketing, 1(1), 45-59. Retrieved from http://sites.umuc.edu/library/index.cfm
Fan, P., Zigang, Z. (2004). Cross-cultural challenges when doing business in china. Singapore Management Review,
26(1),
81.90. Retrieved from http://sites.umuc.edu/library/index.cfm
Graf, Rebecca (2010, September 30) 10 Major Cultural Differences Between China and the United States.
Retrieved from https://owlcation.com/social-sciences/10-Major-Cultural-Differences—China-and-the-United-States
Hofstede country comparison https://www.hofstede-insights.com/country-comparison/china,the-usa/
LaBrie, R. C., Steinke, G. H., Li, X., Cazier, J. A. (2017). Big data analytics sentiment: us-china reaction to data
collection
by business and government. Technological Forecasting & Social Change, Retrieved from
https://doi.org/10.1016/j.techfore.2017.06.029
Rehu, M., Lusk, E. J., Wolff, B. (2005). A performance motivator in one country, a non-motivator in another? an
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