Essays on Work Culture Difference in the UK and China Case Study

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The paper 'Work Culture Difference in the UK and China " is a good example of a management case study. Just as the United Kingdom laws, the Chinese have adopted the rule of proper working hours for their employees. The termed hours are supposed to be 8 hours and if there is an extension, employees are entitled to remuneration for the extra working hours. Since many workplaces have some very tight schedules during the working days, the employer is advised to allow them a flexible time for leisure and their families.

People of the same organization are not permitted to keeping personnel information of every employee; therefore, they are not allowed to access any employee’ s information for fraudulent activities. Working hours are used to describe the duration of time in which worker gets involved in the production as described by the laws and regulation, which is inclusive of the daily working hours, the weekly working hours, normal working hours, shortened working hours and the extended. Different countries tend to have different working hours depending on the country's economy and culture.

For example, countries such as China and Japan have a 24-hour working economy, which in effect makes the working population work on a 24-hour basis. These working schedules have had different implications for the cultures of people in different countries. Later on in this context, we are going to focus our attention on the implications of working hours in the cultures in China and the United Kingdom China, UK enterprise culture The qualities of an enterprise culture are indicated by the discipline instituted, efficiency, caring approach, the reward of excellence and quality.

The expounded main values and one’ s duty is being excellent while working with people, some bit of honesty and incorporating harmony. The culture is supposed to institute good rewards that can be used to motivate employees by defining its main goals of the organization. The goals can only be achieved by brainstorming one another is ides in the organization hence allowing members of the team to participate in decision-making and thus implementing any planned activities of the organization.  

References

Benson, J. (1996). Human resource management revolution in China: recent changes in human resource management. People Management. 2 (12), 22-26.

Borjman, I. and Lu, Y. (1999).The Chinese and Western joint-venture human resource management: Case studies in Shanghai compared with Australia. Journal of World Business. 34 (3), 306-324.

Ding, D., Goodall, K. & Warner, M. (2000). A new era in human resource management in China? International Journal of Human Resource Management. 11 (2), 217-236.

Simon, M. (2006). Human Resource management in Europe. Germany: GmbH, Norderstedt.

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