This thesis seeks to address not only <i>what </i>and <i>how </i>but also the <i>why</i> issues that accounts for the HR practices with Chinese characteristics through both inside-out and outside-in approaches. This thesis also aim to find out whether there are any lessons western firms can learn from the Chinese approach to people management which is deeply embedded in Chinese traditional thinking and its core values. Semi-structured personal interviews were conducted with 21 senior and middle/top-level Chinese male and female managers. Findings are presented in narrative form through in-depth direct statements of interviewees to provide authentic examples of how Chinese managers conceptualize and practice Chinese traditional thinking and core values in HR management. Results demonstrate that Chinese traditional thinking comprise unique features that might be described as <i>holistic </i>and <i>naïve, fuzzy </i>and <i>processual, indirect </i>and <i>long-term, </i>and that this approach translates into an adherence to five core values, which are <i>He </i>(harmony «!»), <i>Zhong Yong </i>(the Doctrine of Mean «!»), Hierarchy, Superiority and Loyalty («!»), <i>Guanxi </i>and <i>Renqing </i>(personal connections, relationship and human sympathy/favour «!») and <i>Face </i>(<i>Mianzi </i>and <i>Lian </i>«!») which have significantly affected contemporary Chinese HR practices. The research shows that the penchant for harmony is responsible for the steady and smooth development strategies of Chinese organisations; a relatively mild approach to personnel reforms; harmonious interpersonal relationships; nominal performance appraisal systems; and the importance of leaders as the role model. The principle of <i>Zhongyong </i>accounts for the preference for modest and reserved people in recruitment and selection; the harmonious and balanced relationships between superiors and subordinates; a relatively mild, lenient and gentle leadership style; and the soft, flexible and conflict-free way of communication and negotiation in Chinese HRM practices.
| Identifer | oai:union.ndltd.org:bl.uk/oai:ethos.bl.uk:540434 |
| Date | January 2011 |
| Creators | Yuan, Li |
| Publisher | University of Aberdeen |
| Source Sets | Ethos UK |
| Detected Language | English |
| Type | Electronic Thesis or Dissertation |
| Source | http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=166235 |
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