本文主要讲Hofestede模型在中国工人中的应用，根据权力距离指数，可以发现中国工人倾向于顺从管理者。Hofestede文化模型的这一指标高于英国管理者。在英国的工作文化中，权力距离指数很低，管理者采取不同的方法。这种分散管理系统的形式，人们发现有不同的方法，在中国工人的情况下不起作用(Jaw et al.， 2007)。他们有一个集中的管理系统，人们可以按照经理的命令行事。这不是一种奴颜婢膝的态度，而是一种对当权者的尊重。本篇美国 essay 代 写文章由美国论文通AssignmentPass辅导网整理，供大家参考阅读。
According to the power distance index, it is found that the Chinese workers tend to be obliging of the managers. This index of the Hofestede culture model is found to be higher than that of the British manager. In the British work culture, the power distance index is quite low and the managers take up a different approach. This form of decentralized management system where the people are found to have different approaches does not work in the case of the Chinese workers (Jaw et al., 2007). They have a centralized management system where the people are found to follow the order of the managers. This is not a subservient attitude rather it is a mark of respect for the people in the higher powers.
Apart from this, the culture of Britain in itself values the growth of the individuals. This is not the case with the Chinese workers (Wang, 2008). They are found to grow and show their potential if there are collective benefits for the growth. The British managers need to show how the work of the Chinese worker would benefit the growth of the team. There should be benefits for the peers for the Chinese worker to feel comfortable (Kim, Cable and Kim, 2005).
The Chinese workers are found to attune towards long term planning. They prefer to have stability and have a steady income in the long term future. However, this is not the case with the British worker (Jaw et al., 2007). The people in Britain culture tend to have short term goals and think of more risk taking approach to achieve innovation. They are willing to take more risks in the short term when compared with the Chinese workers.