The History Of The Organizational Structure Of America

Published Date: 02 Nov 2017

People, organization and society between China and America

Student Name : Li yucheng

Student ID : 1006006810

Matriculation No. : 20037825

Date : 12/4/2013

Word Count :

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Table of Contents

1. Introduction

2. Summary of theoretical models of changes to work in China

3. Analysis of detailed in situation

3.1 Leadership of China

3.2 Culture of China

3.3 Organizational structure of China

3.4 Leadership of America

3.5 Culture of America

3.6 Organizational structure of America

4. Comparative analysis

5. Predictive changes

6. Summary

7. List of Reference

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People, organization and society between China and America

1. Introduction

This report I will discuss the difference between China and America, through analysing the history, leadership, culture, technology and organizations in the both of two countries’ industry and manufacturing. China is a socialist country and also a developing country, So it is in the industrial and manufacturing industries such as organization form and management mode that are different from most countries. In developed countries, the America is the number one in the world, it is in these areas that are also different from most countries. Therefore, to discuss and analyze the difference between the China and America is very significant.

2. Summary of theoretical models of changes to work in China

In the past 50 years, China had a fast development. (Zhang Shuguang, 2001) From the 1960 to 2010, Chinese comprehensive national strength enhanced obviously, the rich social goods, infrastructure improvement, significantly improved people's living standard, increasingly active foreign economic, education, science and technology, culture, sports, health, etc. The comprehensive development of various social undertakings.

Year

History and development

1960~1970

China has completed its historical mission of economic recovery, it is followed by the development of the first five-year plan of national economy, began to heavy industry priority development, achieve socialist industrial into the center of the economic development.

1970~1980

China experienced a political upheaval of the cultural revolution, the preliminary conception of "one country, two systems", right, the third plenary session of the reform and opening-up and other major historical events. , China has diplomatic relations with western developed countries, and UN lawful seat back.

1980~1990

On the whole, should be a "third industrial revolution" era. During this period China established the "one country, two systems" policy, improve the development of the theory of scientific socialism. Start to set up special economic zones.

1990~2000

The Chinese government resolutely decided to start a proactive fiscal policy, at the same time accompanied by the steady monetary policy.

2000~2010

Reforms under Deng Xiaoping's leading, build up with public ownership as the main body, a variety of ownership economy common development of the economic system, the gross national product in 2010, more than Japan to the world's second, second only to the United States, more than 2009 Germany as the world's biggest exporter, and become a foreign exchange reserve

In the past 50 years, China's development is remarkable, whether from the management mode and organization structure have made great progress, but compared to the United States and other developed countries, it still need to improve

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and upgrade.

3. Analysis of detailed in situation

3.1 Leadership of China

In China, its leadership skills can be classified into four themes: getting results, relationship management, coaching and development, and managing performance. (Paul, R. 2005) The traditional leadership model in China emphasizes the importance of relationship management. In China the value placed on leaders’ ability to manage relationships with employees often is prized more than any other skill. With the increasing competition for talent, a leader’s ability to coach and develop team members will be critical for successful leadership and for attracting high-quality talent. Managing performance addresses the ability of a leader to consistently keep the team performing at high levels. Although Chinese leaders did not consider this a critical skill set, managing performance is indeed an important part of leader success. In a competitive environment, there is no room for misdirected effort and poor performance.

3.2 Culture of China

In China, management culture tends towards the directive, with the senior manager giving instructions to their direct reports who in turn pass on the instructions down the line. It is not expected that subordinates will question the decisions of superiors - that would be to show disrespect and be the direct cause of loss of face (mianzi) for all concerned. (Ted, P. 2007) The manager should be seen as a type of father figure who expects and receives loyalty and obedience from colleagues. In return, the manager is expected to take an holistic interest in the well-being of those colleagues. It is a mutually beneficial two-way relationship.

3.3 Organizational structure of China

In Chinese traditional functional organization structure, each department in charge of part of the work, the manager of this department is responsible for, all department managers responsible for general manager. So all departments’ arrow upward and eventually point to general manager, said to the superior, to the general manager of the compliance. This structure implies a heart hint: all of the default power from top and bottom, this power is actually a kind of pressure. (eHOW money. 2011) Correspond to the pressure, to obey superiors is a kind of support. However, in this kind of pressure and corresponding supportive structure, many businesses forget their customers out in the bottom layers. In this kind of structure is only general manager focus on customer satisfaction, by the superiors of other employees in the company only care about their satisfaction.

For example, China Post exclusive monopoly, although the quality of service under the action of strengthening supervision, in recent years has improved, but the overall service level and service efficiency is still no fundamental change. Consumer as a "bottom" of the post office was forced to choose their services, consumption of their service.

3.4 Leadership of America

In American leadership, there are four points: Attaches great importance to the

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leadership development work, Leadership development to establish close contact with other management work, Choose effective methods of developing into force, Make full use of external resources of the company. For example, the IBM to the cultivation of the team manager as the pinnacle of talent cultivation and development. Global managers need a standard training and the development strategy, in order to ensure the consistency of corporate culture and performance improvement. In IBM's global operations in 174 countries in more than 30000 managers is not only implement company strategy, realize the backbone of the business goals, is constantly on the IBM corporate culture and values, and motivate and lead the backbone of the high performance team. (Business Dictionary. 2010) First of all, clarify the IBM worldwide managers role, clear the company expects of manager, namely really become enterprise culture and values, the backbone of the construction of leading high performance team. Secondly, systematic rapidly promote global manager team personnel management ability, so that the global manager team in respect of cultural diversity at the same time to maintain consistent high quality personnel management level. Finally, in the global executive team will establish a unified management idea and the language, strengthen IBM's core staff management unified principle and practice.

3.5 Culture of America

In America, the origins of American culture and American business culture generated characteristics of self-reliance, independence, freedom, competition, and individuality. A straight forward, direct form of communication is highly valued in American Business. (Thomas, H. 2011). And although the level of optimism various according to the state of the economy, Americans typically are very optimistic about their businesses and future. It is no wonder. The American economy is driven by small businesses created by those with the American dream. If you work hard and follow the rules, you will succeed. You control your own destiny. Many of these small business entrepreneurs have started several businesses and watched them fail. Their tenaciousness and not accepting failure kept them going. This is the core of the American Optimism in American Business Culture.

Organizational structure

3.6 Organizational structure of America

In American business organizational structure, an enterprise faces a glut of free market competition, the correct org chart should be the position of general manager of the bottom, on the chart, set out by the general manager of the upward arrow indicates general manager of each department's support, the support from the general manager's power. (Hitt, A. 2009) Each department manager also similarly to their subordinates to provide support, ultimately comes from the general manager support access to customer. It also implies that all departments to work closely to get general manager's support to form resultant force, improve customer satisfaction.

For example, Apple's business philosophy is: to create value for customers, respect for personality. Apple for these two sentences are explained: create value for customers, the goal is to continuously create new value for customers. In the process of creating value for customers, Apple will naturally innovation and development of products and services they need, to make us closer to our goal to create the highest value.

4. Comparative analysis

Though some Chinese enterprises are famous in the world, but their management model and organizational style also lagged American enterprise.

Chinese enterprise style

American enterprise style

Leaders as the guide

Target as the guide

More work means more mistakes

More work means more innovation

Pay attention to the cost saving

Pay attention to high added value

Pay attention to the cost saving

Pay attention to long-term prospects

For the leadership, Chinese traditional management logic cognition, is in the level of "man", not "group", it lack of understanding "duplicate or copy". At the same time, it also does not have any inheritance, and sometimes even appear "has seen and heard as well as the different comprehension," this is why China can give birth to a great businessman. (Johnson, G. 2011) In fact, today we talk about enterprise management, it has a premise: we're talking about how to make the enterprise sustainable growth, and implement the enterprise group built to last. Therefore, it is organized around the enterprise profit, efficiency and competition of study. Traditional business management is doing the opposite, however, it is described in the individual organization of individual skills, how to effectively rule among them, with interpersonal skills and insight into the mind and the tactics. For example, Chinese's richest man Li ka-shing has outstanding personal business ability, but his business belongs only to himself, because of his excellent business talents that are not repeatable, even close to his son, it is difficult to learn, even imitate is very difficult, this is China's commercial or business nature of the "rich only three generations"

For the culture, the United States is an immigrant country, American society advocate individualism, so in the enterprise is also advocating individualism, strong personal struggle spirit and enterprise management innovation. (Rugman, M. 2005) American individualism and pragmatism in the social culture reflects American culture value orientation, such as value orientation is reflected in enterprise management that has formed the pragmatic characteristics of the enterprise management culture. In the American minds, the man who "self-made" is a hero. Such as king of oil Henry D Rockefeller and the Microsoft founder bill Gates and others household names, American individualism caused the enterprise management culture paying attention to the practical and pragmatic spirit temperament. Any invention or discovery is accepted by enterprises, the key lies in whether it can apply in reality, whether the effect of social life. But in China, corporate culture is all around the leaders and unconditional obedience. Chinese enterprise employees are more inclined to obey the arrangement of the boss, step by step to complete assigned by the supervisor, in their opinion, more innovation and ideas means more mistakes.

For the organizational structure, the United States is a free market, the best companies in the U.S. are private enterprises. So Americans think highly of early market research when they develop a market plan. To avoid the new product or a new marketing plan suffer failure without any reasons. When they determine the object of market research for consumers, they are according to its habits, the area and lifestyle to segment. (Speh, W. 2012) Because only understanding good market segments, companies can provide professional and personalized service. At the same time, enterprises also should research consumer spending trends and identify the future stage to develop new markets, access to more customer resources. But China is different with America, the best companies in China are state-owned enterprises. All the policies in these enterprises are up to government’s request rather than consumer. In many industries, nationalization enterprise monopoly of the market economy, consumers have to accept services add prices that be provided by these enterprises. This kind of practice is not conducive to market development and innovation for a country.

. Through comparison and analysis above three points of view, we can find, for how to develop a Chinese business still need to learn from the United States.

5. Predictive changes

In the next 20 to 50 years, the global economic integration, domestic economy industrialization and urbanization will be the overall trend of China's economic environment. Over the next 20 years, Chinese enterprises in the aspects of scientific management and institutionalized management should have further development, at the same time, the behavioral science research results will be important for Chinese enterprise managers. Over the next 20 years, meanwhile, Chinese enterprises' growth mode change will put forward higher requirements to management. On the one hand, Chinese enterprise by the past mainly rely on investment in growth of the capital and labor, gradually evolved into depends on the efficiency of growth. On the other hand, due to the expansion of the size of the market, the enterprise is bound to the pursuit of economies of scale and scope economy. From the aspects of technology and market, in manufacturing and service industry to produce the possibility of large enterprise groups is very large.

So on the aspects of management, China will have some changes in the future. (Zhang de. 2004) At first is scientific management, for the objectives of the reform of state-owned enterprises, we proposed the separate government functions from enterprise management, property rights clear, clear responsibility, the direction of the management science. This direction is the scientific process. Capital field gradually withdraw from the owner from enterprise management, technology officer dai as daily management, its position also gradually rise, and with the operation and management of professional fixed, this trend gradually evolved into a relatively independent professional manager market. The elements of professional manager is one who has a professional independence, management is his career, so he had to enterprise's long-term goal. Production lifeline in the production line or on the functions, much of the work of employees will be programmed and standardized, and scientific indicators to measure. Will this affect the creative play, but to reduce lazy preference and encourage industry is helpful. Programmed and standardized work also in the quality of products, services, and management play a important role in guarantee. Second is democratization, within the enterprise all levels of employees to participate in goal setting, participate in the decision-making of organizational goals, to fully arouse the enthusiasm of each employee, creativity and sense of responsibility. In the enterprise management, can be found that the problem is the key. Through the full mobilization of enterprises with times all the strength to find the problems, analyzing problems, solving problems, is beneficial to the improvement of enterprise competitiveness, also conducive to the formation of enterprises' internal cohesion, through common cause, the pursuit of common goals and implementation, staff's sense of belonging to the enterprise can also increase greatly. Job enlargement or job flexibility, is in the practical work to promote employees to learn and improve their working method. In business expansion, can reduce the obstacle of the communication between the employees, to speed up the flow of information, and ensure the smooth implementation of the decision. (Gang mu. 2006) Third is education, Pay attention to the training, the first to correct for the correct understanding of human resources and training to the staff, regardless of whether they are of high quality employees, or low quality of staff, is to improve the process of human capital investment rate of return. Through the enterprise culture shape, make the staff's values and the enterprise nuclear core values convergence, thus ensuring the proper implementation of the enterprise strategy is the implementation of the foundation. The cultivation of enterprise culture, should be heavy substance but not formalized, should be a reason companies up and down, should show daily activity patterns of behavior and fully reflect the enterprise business philosophy.

6. Summary