本文讲的是如何兼顾种族文化，他们期望回报是长期的(Hofstede, Hofstede, and Minkov, 2015)。短期的结果几乎不重要。中国员工也很看重声誉和面子。中国人说的话不是对抗性的。他们经常采用不直接的方法;这对于英国经理来说是很难理解的。他们总是错误地判断人们的情绪，这导致了内部冲突，这是非常不同的动态。本篇英国代写文章由英国论文人EducationRen教育网整理，供大家参考阅读。
They expect reward to be for the long-term (Hofstede, Hofstede, and Minkov, 2015). There is little importance given to the short term results. The Chinese employees also give a lot of importance to the reputation or losing face. The words that the Chinese people speak are not confrontational. They often adopt an approach that is not direct; this is very difficult for the British manager to decipher. They always misjudge the people emotions and this leads to internal conflict that is very different dynamics.
Given the ubiquitous growth of China in the present times, it has become apparent that some of the “Western values” of individualism have pervaded the Chinese people schools of thought. The people give a lot of importance to hierarchy and respect the social obligations (Hofstede, Hofstede, and Minkov, 2015). The Chinese people meet all their social obligations and attach importance to the needs of the people.
There is a need for more research to create an integrated working model that works for all the people in the company. There should be growth and empathy for both the cultures. British companies cannot follow a Chinese model to sustain. The other employee performance would shrink. They should adopt an approach that works for everyone. This needs to be considered. This research will focus on ways to develop a paradigm that would work for both the cultures and the ways to bring out maximum potential of the Chinese employee.
If the British managers adopt a particular stance when they deal with the Chinese employees, there is the danger of accusing the managers of being biased. The analysis of the culture of the people could lead the manager to develop implicit bias. This could be perceived as a form of exclusion. Preconceived notions about a certain individuals are not always positive. There can be general lower employee morale owing to this ideology (Hofstede, Hofstede, and Minkov, 2015). There will be development of bad working relationships. This would affect the production of the team, and there will not be a cohesive work environment. There is also the danger of lawsuits that the British manager fears owing to their policy of developing a paradigm which would enable the people to be treated.