In case an association can effectively integrate new workers, they become confident with their ability to perform, feeling acknowledgement by their colleagues. This leads to more successful new employees who perform better and have higher occupation fulfillment, loyalty to the organization, and longer stay in the organization (Bauer & Erdogan, 2017).
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Following Big 5 Personality Trait Theory, the chosen workers who will be relocated to China should be open. The openness trait suggests that a person is interested in new places and ready for changes (Harris & Vazire, 2016). The board needs people who can adapt fast to a different environment as we need to get the most from the training program and create an effective collaboration with China (Bauer & Erdogan, 2017). The next required characteristic is extraversion since the program needs highly sociable and talkative members who will be able to collaborate with the Chinese representatives (Harris & Vazire, 2016). They also need to transmit our vision and make useful connections.
Before sending the US board members to China, they should know several significant factors which are helpful to adjust to a totally different culture. To start with, in Individualist social orders individuals should take care of themselves and their immediate family as it were (Hofstede Insights, 2020). In Collectivist social orders individuals have a place which helps them in return for faithfulness (Hofstede Insights, 2020). China is an exceptionally collectivist culture where individuals act in a legitimate concern for the groups and not for themselves (Hofstede Insights, 2020). In-group contemplations influence recruiting and advancements with closer groups getting special treatment while worker obligation to the association is low (Wei & Miraglia, 2017). Though associations with partners are friendly for in-groups they are cold or unwelcome to out-gatherings (Wei & Miraglia, 2017).
Inside American associations, the public anticipates that people should take care of themselves and their close families only. American representatives are more individual and self-initiative (Baek et al., 2019). Also, there is an enormous contrast in the power distribution between two cultures. In China, there is more of a hierarchal approach, whereas the US promotes meritocracy and equal rights for employees (Hofstede Insights, 2020). Thus, the American workers should note these disparities when they arrive in China.
Baek, P., Chang, J., & Kim, T. (2019). Organizational culture now and going forward. Journal of Organizational Change Management, 32(6), 650–668. Web.
Bauer, T., & Erdogan, B. (2017). Organizational behavior (2nd ed.). Soomo Learning. Web.
Harris, K., & Vazire, S. (2016). On friendship development and the Big Five personality traits. Social and Personality Psychology Compass, 10(11), 647–667. Web.
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Hofstede Insights. (2020, August 12). Country Comparison. Web.
Wei, Y., & Miraglia, S. (2017). Organizational culture and knowledge transfer in project-based organizations: Theoretical insights from a Chinese construction firm. International Journal of Project Management, 35(4), 571–585. Web.