Differences Between Chinese And Western Management Philosophy

The core difference between Chinese management and Western management is not the question of "yes" or "no", nor the question of "yes" or "no". It lies in the question of degree and starting point.

The difference between Chinese and Western management is not the difference between collectivism and individualism, nor is it the difference between scientific management and humanistic management.

The West also has collectivism, but western identity is more based on race, class, family name, occupation, age and other factors. Of course, the West emphasizes individualism.

Chinese collectivism is more manifested in the behavior of the circle.

In the west, there is also the phenomenon of rule by man and rule by propriety. It also attaches great importance to culture, vision and so on, and designs the system to encourage self-organization, such as the recently developed internal entrepreneurial system and self-directed team, but western management pays more attention to processes, regulations and systems.

Therefore, Western organizations usually emphasize "right things, no people" and attach importance to planning, executing, assessing and rewards and punishments.

By setting up the organizational structure, rules and regulations and procedures, we turn the staff into small screws in the big process.

But later, managers found that these screws began to show dissatisfaction, and began to slow down and disobey management.

The natural system corresponding to the rational system believes in the assumption of human nature in society: people need relationships, small groups, sense of belonging and trust, so the combination of human beings is naturally born, and many organizational phenomena can not be rationally designed and controlled.

China's management started from the people, mainly by natural system and rational system.

Therefore, the Chinese people attach importance to managing people first and then managing matters, emphasizing that "people are right and things are right".

China's management attaches great importance to people's attention and training, because it enables them to be empowered, and empowers them in order to "accomplish nothing by themselves."

Chinese leaders will not specify each job in detail. Instead, they will do well in the early stage of relationship management. After establishing trust, things will be yours, so the highest level of leadership is "rule by doing nothing".

China's management first recognise self-organization. Efficiency does not come from rules and regulations, planning control, but from self-organization, which is the most different part of the whole management thinking.

Chinese management philosophy first emphasizes self organization governance, supplemented by hierarchical governance, different from the Western hierarchy, and self-organization as a supplement.

But why is there a more sound hierarchy system in ancient China?

And before nineteenth Century, there was the largest organization in the world.

Courtesy by law.

The components of rational system in Chinese organizations are to better regulate the bottom line of actions, increase cooperation and enhance interpersonal trust in the process of managing people.

These self organizations are very dynamic, but they are often at the end of their activities. The result is that they can pinch, clip and fight against each other, such as the separatist regime, or even worse.

In order to maintain stability among self-organizing units, a hierarchical system must be organized to control them.

But in this level of control process, China still attaches great importance to the rule of ritual order and values and cultural guidance, and the order of etiquette is placed first.

Therefore, in order to govern self-organization in hierarchical governance, China is Xunzi's "ritual and heavy law", which is different from western ethics, which is quite different from western philosophy of management.