Human Resources Management in China Research Paper by Neatwriter

Human Resources Management in China
A look at why the Japanese have failed to implement a successful method of human resources management in China.
# 59746 | 11,295 words | 19 sources | MLA | 2005 | US

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This paper explains Japanese human resource management in China and looks at several hypotheses as to why the Japanese have been unsuccessful in adapting their own style of management to the Chinese culture and society. The paper then looks at possible solutions to the dilemma based upon lessons learned from the cultural/business guru, Geert Hofstede, and North American and European entrants into the Chinese marketplace.

Introduction and Statement of the Problem
The Problem
Hypothesis 1
Hypothesis 2
Hypothesis 3
Review of the Literature
Japanese Management in the U.S. and Canada
Japanese Management in the People's Republic of China
Chinese Indigenous Management
The Case Study: Nokia
How to Succeed in China

From the Paper:

"Any attempt to quantify, or even qualify, the activities of Japanese human resources managers in the People's Republic of China-especially in contrast to the way Japanese human resources managers behave at home-offers abundant pitfalls. While an extensive survey might possibly shed some light on the differences, if any, it would also point out the first of many problems in attempting to gather that sort of information: Chinese managers (not to mention the rank and file) are generally reluctant to fill out forms, a leftover from a time when it was simply safer to know nothing, say nothing and do nothing (Bruton & Chan 2000, p. 4). Therefore, the Chinese side of the story would necessarily be skewed. As for the Japanese side, it is unlikely, with the powerful Japanese emphasis on loyalty to the company (not to mention the fact of working for one company virtually for life), it unlikely that any responses from that population group would be devoid of inconsistencies. In short, with the complex societal expectations in both of those cultures, and the fact that change in the People's Republic of China is exceedingly rapid at the moment, a survey seems like an unreliable way to shed light on the differences between Japanese management at home, and Japanese management in the People's Republic of China. Far more accessible are the numerous studies of Japanese management in Japan and in other, more easily investigated nations: the U.S., Canada, and even other Asian nations that have been open to western commerce for much longer, and that have not had an almost complete lack of independent enterprise for the better part of a century."

Cite this Research Paper:

APA Format

Human Resources Management in China (2005, June 29) Retrieved July 12, 2020, from

MLA Format

"Human Resources Management in China" 29 June 2005. Web. 12 July. 2020. <>