Chinese employees must be encouraged to speak their minds openly and be rewarded for the feedback that they give on any given issue. This is one of the methods that will contribute not only to the diminishment of the accumulated tension, but it will also improve the motivation levels of the employees.
Expected results
By implementing the measures which have been suggested one might expect for the ECL authorities to realize which are the values and beliefs of their Chinese employees which are so strong that they can not be changed. Once they have acquired this knowledge they will be able to come up with a plan which allows them to translate their values in a manner allowing the company to preserve its identity after having enriched itself with elements from the local culture.
Another result that is to be expected regards more openness from the Chinese employees. This will contribute to the achievement of a deeper and faster socialization process, thus making the company function in a more efficient and efficacious manner.
Another outcome that might be expected is for the company to have to adapt to the local reality more than it expected right from the...
This might also imply the necessity to invest more in communication devices (such as the intranet) and various communication techniques that act as motivation for the employees.
References
Employee motivation- How to motivate employees, Retrieved October 25, 2008 from the Human Resources Village online http://www.hrvillage.com/human-resources/employee-motivation.htm
Cohen, J. (2001). Toward a theory of corporate culture: an evolutionary approach to reciprocity in the employment relationship. Retrieved October 24, 2008 from the Brookings Institute online http://www.brookings.edu/es/dynamics/papers/seminars/cohen.pdf
Hatch, M.J. (2004). Dynamics in Organizational Culture. Retrieved October 25, 2008 from Virginia University website http://www.commerce.virginia.edu/faculty_research/Research/Papers/Hatch_Dynamics_Organizational_Culture.pdf
Wong, G., Ho, M., & Chan, S. (2001). Establishing an "ECL" Culture in China: Organizational Difference or National Difference? Harvard Business Online
The Market Characteristics, Retrieved October 25, 2008 from Ludwig von Mises Institute online http://mises.org/humanaction/chap15sec1.asp
