Cultural and institutional features
Introduction
Culture can be defined as an integrated pattern that relates to behavior, beliefs and the general human knowledge. All this aspects depend on social learning and different symbolic thoughts that individuals may exhibit.
In addition, it can also be a set of common practices, goals and values that are common within a given group, society or country (Barzilai 2003, p. 12). Culture comes out as a quality in a person that will guide him in relation to manners and his pursuits.
In a broad perspective, it can also come up as a stage of civilization that will guide a given nation at a particular time. In other countries, culture has involved the improvement and development of individual minds through training and education.
In other words, culture can be said to be the beliefs and behaviors of a given society or group (Middleton 1990, p. 15). Some people see culture as a way of living that is perfected by a given group or generation and passed on to the rest for continuity. In this case, beliefs, practices and ideals can be inherited as time goes by.
These inherited aspects will finally form the basis of a society’s shared social actions. A society’s shared actions can be looked at from a different range of activities and traditions (Barzilai 2003, p. 21). A society’s culture can also be understood through their social and artistic pursuits.
In addition, it is better to understand a society’s interests, tastes and expression to have a better overview of their culture. The existence of culture depends on a society’s ability to transmit knowledge to coming generations.
An institution is any structure that guides a country’s cooperation and social order. In this case, it defines and governs the behavior of individuals in a given society. Institutions are established to ensure that a society has effective and enforceable rules that will govern human behavior (North 1990, p. 17).
As a matter of fact, they are supposed to be permanent and take care of human intentions and lives. In a broad perspective, it relates to behavioral patterns and customs that are needed in a modest society.
The word institution can also be widely used to refer to different formal organizations within governments (Wilson 1998, p. 43). Therefore, it is undeniable that institutions are good structures and mechanisms of enhancing a society’s social order.
As a matter of fact, there are various types of institutions in deferent countries (North 1990, p. 24). This can be in education, family, military, mass media, legal systems, corporations, organizations, penal systems, hospitals, religions etc.
There are various aspects that relate to institutions depending on the society and country. This means that they are intentionally or deliberately created by people depending on their individual needs as a society. In addition, they will also define how these institutions will function and operate. Wholesomely, institutions are developed in relation to a society’s pattern of organization (Greif 2006, p. 9).
This can also go beyond the intentions of individuals who were tasked with ensuring that these institutions are properly developed and put in place. In a broad perspective, institutions can be developed in a formal and an informal societal order (Kim 2001, p. 16). This should be done while reflecting on the customs, culture and habits of a given society.
Institutions are mostly ranked depending on their importance to a society. This should be done by looking at both subjective and objective aspects of a given society. Therefore, institutions are expected to be part of a society’s natural lives and unchanging landscapes (Greif 2006, p. 13). This essay will therefore try to explore and compare major institutional and cultural features of China and USA.
Cultural features
United States of America has a distinct culture that encompasses various aspects. Some of this traditions, ideals and customs are developed domestically or imported through various interactions. China has one of the most ancient and complex culture (Gernet 1996, p. 16). This culture has been preserved through their customs and traditions. Both countries have common cultural features that can be explored.
Almost everyone in both countries conforms to a specific social group in the society. This means that members of the society identify themselves by belonging to a group. In a broad perspective, both countries have developed their culture domestically as time goes by.
In extreme cases, their culture has been imported through interactions. This is because the world has become a global village where people can easily share their cultural values as they interact.
In both countries, individuals have a passion and commitment to their societal believes ideals and behavior. In this case, an individual carries out himself in relation to what he believes in (Zweig 2004, p. 18). Apart from these common features in both cultures, there are various different aspects in relation to the two countries cultures.
These differences in culture can be seen in the conception of an individual. Chinese culture believes in collectivism while Americans believe in individualism. This means that in China more value is placed on the group while Americans place more value on self promotion and reliance.
In terms of social relationships, the Chinese culture is formed on the basis of a formal and hierarchical approach while Americans give their relationships an informal and egalitarian approach (Gernet 1996, p. 26).
As far as friendship is concerned, the Chinese culture has molded people to depend on a small number of dependable and lifelong friends. On the other hand, Americans have a large number of friends that are built and found on a mutual and common obligation (Zweig 2004, p. 38).
This means that in China, relationships are supposed to be reciprocal while in America, people tend to keep off relationships that might build interdependency among individuals.
Chinese people preserve their culture so much and that is why it is one of the most ancient and complex cultures in the world (Gernet 1996, p. 31). In this case, they focus their attention on the past to come up with better ways of approaching the future. On the other hand, Americans are less interested in the past.
Chinese ideals and beliefs are mostly relationship- oriented. This means that for one to achieve positive results, he has to maintain a good and harmonious relationship as a preference to the achievement of other tasks.
Americans on the other hand have built their ideals and beliefs on a task- oriented approach to culture. In this case, relationships are not important when compared to specific tasks that are supposed to be done by an individual (Holloway 2005, p. 14).
As a matter of fact, laws, rules and regulations play different roles in culture. In this case, Chinese have more faith in personal relationships instead of following written rules and laws. In extreme cases, they have their own procedures of structuring relationships to suit different needs at a given time.
This is the direct opposite in America where rules and laws are supposed to apply to everybody (Zweig 2004, p. 34). In abroad perspective, they believe that rules are supposed to form the basis for decision making and reasonable procedures.
In Chinese culture, women are expected to be subservient to men. This means that they are supposed to receive commands from their husbands. Initially, they were discouraged from pursing their carriers but this has changed as time goes but though minimally.
Americans believe in an equal society where both partners are expected to run the family together (Gernet 1996, p. 37). As a matter of fact, a husband can not command his wife around as this is not part of their culture. This has allowed women to compete with their male counterparts in both perspectives.
Respect and humility is highly valued in Chinese culture. In this case, individuals are expected to respect each others opinions and ideas. Respect should be extended to all discussions that individuals will be involved in. In America, people are used to openly discuss issues without any caution (Holloway 2005, p. 34). As a matter of fact, humility is seen as weakness that one is not supposed to have in the society.
There is a general feeling that Chinese are hard working than Americans. This hard working culture has been brought about by their belief that they have a collective responsibility of ensuring that the society is progressive. This is the direct opposite in America where people work as individuals for their own prosperity.
In China, art is highly valued unlike in America where it is not given the attention it deserves (Holloway 2005, p. 32). This is what makes Chinese culture to be one of the most distinct and unique cultures.
Art has been inherited and preserved by various generations as part of their culture. In a broad perspective, China has exported its culture to other countries as time goes by. This has been enhanced by globalization and emerging technological advancements. As much as USA has also exported its culture, it has not been unique from other western countries like United Kingdom.
USA and China are global superpowers with different cultural aspects and beliefs (Gernet 1996, p. 39). As a matter of fact, people in China consider how their actions will affect the society, friends and family unlike the USA where such aspects are not taken into consideration.
Institutional features
USA has been successful because of good and efficient institutions. In this case, institutions have guided the way people relate in the society and thereby enhanced their relationship in a broad way (Zweig 2004, p. 48). It is undeniable that for a society to be successful, it is supposed to have good institutions that will provide guidelines on how people relate with one another.
China has different institutional frameworks that guide the way people in the society relate to one another (Gernet 1996, p. 51). As a matter of fact, it has been reforming its institutions as time goes to ensure that it registers good productivity and growth. After reforming its institutions, China has been recording a rapid economic growth rate of more than 10% per annum.
Both countries have transparent institutions that are open to all members of the society. In this case, their activities are carried out in an open manner where all individuals in the society are actively involved. This has given members of the society a reason and energy to be part of these institutions.
Most of the institutions in both countries are formed in relation to the needs of the society (Greif 2006, p. 23). This means that everybody’s interests are supposed to be taken care of through these institutions.
For sustainability, both countries have come up with good frameworks to ensure that these institutions can be able to set their own priorities to cater for different societal needs. An institution can not achieve its goals and objectives without proper prioritization of its activities and operations (Holloway 2005, p. 34).
This similarity has been witnessed in both countries as they strive to ensure that they are more effective and efficient. The most common institutional feature between USA and China is that their institutions have the capacity to assimilate various competing groups in the society.
This has enabled the countries to avoid any conflicts that might be brought about by competition. Competition is very good as it enhances innovation but it should be effectively regulated to promote fairness. Regulation has been effectively done by various institutions in both countries.
American institutions are based on more individual authority where one person makes decisions (Zweig 2004, p. 44). In addition, there are incidences where there is distributed decision making to involve other members of the society.
In China, members of an institution are given an opportunity to contribute their own opinions. This is normally done in groups and later on evaluated to arrive at the best alternative decision. As much as members of an organization or institution are allowed to give their own opinions, the final decision rests with the boss. American institutions have effective and well laid out communication frameworks (Holloway 2005, p. 54).
This allows individuals to be more outspoken and eloquent as far as communication is concerned. Chinese institutions on the other hand are characterized by clumsy communication frameworks (Gernet 1996, p. 56). This has made individuals to be reserved and some how quite as far as communication is concerned.
Generally speaking, American institutions are strong than Chinese institutions. This is because in China, there is no direct approach to issues. As a matter of fact, individuals take things more personally in the achievement of the society’s goals.
On the other hand, Chinese institutions do not have the ability to make immediate responses as this takes time (Gernet 1996, p. 46). This is the direct opposite of American institutions that make immediate responses to any problems that might need proper attention.
As far as the family is concerned as an institution, Chinese children are expected to rely on the extended family. They should do this by respecting their elders. In a broad perspective, the family is highly respected as an institution in the country. On the other hand, American children are expected to be independent from the extended family as time goes by (Zweig 2004, p. 64).
Chinese institutions have mixed priorities in relation to nationalistic, individual and political aspects. American institutions have specific priorities that guide their operations. This has enabled them to focus their energies to specific societal needs.
Chinese institutions strictly follow protocol and members of the society are expected to honor and respect other people’s opinions. Even if an individual has something better, he has to follow the set out rules than demanding that other people respect his decision.
American institutions on the other hand are more direct. In this case, individuals and people are encouraged to debate various ideas to come up with a good decision (Holloway 2005, p. 24). This has enabled them to avoid contentious issues and confrontations.
HR policies and practices
Introduction
Human resource policies and practices can be described as a composition of codified decisions that apply to a given organization. They are mostly established by organizations to enhance its administrative activities and performance (Harzing &. Van Ruysseveldt 2004, p. 15). In addition, human resource policies deal with employee issues and their performance.
This is because these policies have an impact on an organizations performance. Each organization and company has its own way of carrying out its activities and will therefore come up with its own human resource policies depending on the circumstances at that particular time.
This means that an organization can not have the same practices all along. As a matter of fact, there are common human resource practices that are practiced by all organizations in enhancing their operations, activities and business.
To remain distinct, several organizations have come up with their own set of human resource policies that will suit their activities (Hollinshead 2009, p. 23). In a broad perspective, human resource policies and practices allow an organization to be clear on a number of issues.
Through human resource policies, an organization will be clear with its employees on the nature of its organization. This therefore explains to employees what they are supposed to do in the organization as far as their job is concerned. In this case, their jobs are supposed to be facilitated by the organization.
For these policies to be effective, employees are supposed to know how they work performance (Harzing &. Van Ruysseveldt 2004, p. 35). Since every organization has its own human resource practices, employees are supposed to know what is acceptable in undertaking their duties and responsibilities.
As a matter of fact, organizations are supposed to ensure that good human resource practices are in place to create a good working environment for employees. On the other hand, employees should know the consequences of unacceptable behavior in the organization as far as human resource policies and practices are concerned (Hollinshead 2009, p. 27).
HR policies can help an organization to meet various requirements in relation to diversity. Thorough these policies, an organization can also conform to distinct regulations and corporate governance ethics.
For instance, there is need to have a better way of dismissing employees in relation to employee ethics. Good policies and practices can also set out employees’ code of conduct and obligations. As a matter of fact, these policies can build and support an organizations’ desired culture (Harzing &. Van Ruysseveldt 2004, p. 34).
This will enable it to be effective in its business environment. Recruitment and retention policies define how an organization values workforce flexibility. Good practices can also be evaluated by looking at a given organizations compensation policies.
In this case, human resource policies are supposed to be developed in relation to existing industry standards and trends. This will enable the organization to manage risks by being up to date with existing employment legislation and standards.
In a broad perspective, these policies should be framed in line with a company’s vision and mission (Hollinshead 2009, p. 29). This will help the organization to achieve its objectives without any problem. In the long run, it will not deviate from its main objective and business.
If human resource policies are well crafted, they will enhance communication within an organization. In addition, an organization will be able to clarify various expectations. This paper will therefore try to examine and compare predominant human resource practices and policies between China and USA.
Discussion
China has distinct human resource policies and practices that are drafted and divided in relation to existing local laws and national laws. This means that the implementation of human resource policies is very complicated. As a matter of fact, they keep on varying from company to company (Gernet 1996, p. 36). This is because they will always be made and drafted in relation to the company’s locality.
China has been lagging behind in human resource policies and practices for a long time. In recent years, as the country has continued develop, it has reviewed its laws to be at par with other developed countries like USA and UK.
This shift in labor laws has been as a result of the transformation of the economy from a closed one to a market economy. USA has one of the best human resource policies and practices when compared with other developed countries.
Human resource policies are drafted in collaboration with various industry players to ensure that everybody is satisfied (Zweig 2004, p. 58). In this case, companies have been encouraged to occasionally enhance their labor force in relation to existing employment standards and trends.
USA has been revising its policies from time to time. This has been done to keep pace with changing business trends and practices. As a matter of fact, these laws are supposed to conform to various changes in state and federal laws (Zweig 2004, p. 32).
Human resource policies and practices are constructed to improve the welfare of employees. This is the only way that an organization can be able to achieve its objectives and goals. In addition, human resource policies are used to bridge the gap between the management and employees.
Similarities
China and USA have some common human resource policies and practices. In both countries incentives play an important role in increasing employee productivity. It should be known that both countries are big global economic players and that is why they have always come up with better ways of encouraging employees to be more productive (Zweig 2004, p. 21).
Employers in these countries use almost the same criteria and method of selecting and hiring employees. This is because they rank personal interviews to recruit employees. This is done by looking the person’s ability to perform the job through his/her professional experiences.
An individual’s work experience can be evaluated by looking at his previous jobs and responsibilities. As far as interviews are concerned, the top ranking candidate is selected for the job.
This has been the common practice in both countries but there have been complaints in China. Most complaints have been witnessed in the harsh interview procedures. As a matter of fact, employee tests are used in determining the top ranking candidates (Zweig 2004, p. 32).
Performance appraisals are also a common practice in the two countries. For instance, rank is used to determine the pay that an employee will likely receive.
This means that appraisals are used to document a given employees performance (Gernet 1996, p. 26). Employees are supposed to be appraised every now and then to give them a new lease of life in their work environment. Training and development is emphasized as a way of enhancing employee productivity.
Through training and development, employees are able to learn new and emerging human resource trends. This has also been used to put them at par with other human resource practices in other countries. In this case, employees are given training in relation to their duties and responsibilities (Gernet 1996, p. 28).
Training programs vary in relation to specific industry requirements and regulations. This training is done to improve the employees’ technical ability.
Human resource policies and practices are drafted in relation to existing regulations and standards. Such regulations are drafted by the state to ensure that all stakeholders comply with expected practices.
In this case, human resource practices and policies are drafted after consultations have been done by all stakeholders (Zweig 2004, p. 38). Employees are expected to act and carry out their duties in a professional manner. Professionalism ensures that everybody performs his responsibilities within the expected employee requirements.
Differences
China has different recruitment policies where residents and non residents can be recruited for different jobs. In this case, foreign nationals who are trying to establish themselves in the country are also considered for jobs.
This is not the case with USA where one has to be integrated into their education system to conform to the country’s expectations (Zweig 2004, p. 38). On the other hand, there are cases where other foreign nationals are directly recruited by companies in different states.
Hiring in the USA is done in relation to an organizations needs and requirements. Hired employees are briefed and inducted into the company’s human resource practices and policies. In addition, trainings and workshops are conducted to ensure that they fully fit in the organization.
In China, hiring is done in relation to existing industry requirements and expectations (Holloway 2005, p. 19). This means that the company should be able to abide by the expected industry regulations and trends in hiring employees.
There are differences in talent management between the two countries. China has been growing well because of effective talent management policies and frameworks. This has increased innovation activities in the country. Although USA values talent management, it is not fully integrated and active as expected.
Talent management in China has been enhanced by effective knowledge management avenues in various organizations (Gernet 1996, p. 48). This means that organization have good communication avenues.
Leadership in organizations is different between the two countries. In USA, leadership in organizations is very democratic. This means that there are well laid out procedures of recruiting managers in different organizations.
China on the other hand, does not have a lot of democratic space as the process of recruiting managers is not open. This means that managers are recruited depending on different stakeholders’ interests (Gernet 1996, p.32).
In USA wages are decided according to ones occupation and the size of the organization. In addition, an individual’s qualifications and experience are also looked at. This is the direct opposite of China where wages are vey low.
This is because different companies set their wages depending on industry trends (Holloway 2005, p. 32). As a matter of fact, the country has been a low wage nation compared to other developed countries like USA and UK.
USA has developed and drafted good leave benefits. In this case, most leave benefit policies have been developed and drafted by the country’s laws. In extreme cases, different companies can also come up with their own leave policies to suit their needs at a given time (Holloway 2005, p. 36).
In China, companies are free to come up with their own leave benefit policies. As a matter of fact, there have been complaints that some companies end up exploiting their employees as far as leave benefits are concerned.
China has long working hours compared to USA. For instance, in USA one has to work for 40 hours a week including a 30 minute lunch break and 5 to 20 minutes short breaks.
These breaks are provided for every day from Monday to Friday (Zweig 2004, p. 74). In China, one has to work for 40 hours a week without breaks. In this case, the official working hours keep on varying from 35 to 40 hours a week without breaks. Generally, the official working week begins on Monday and ends on Friday.
Conclusion
Each organization and company has its own way of carrying out its activities and will therefore come up with its own human resource policies depending on the circumstances at that particular time.
To remain distinct, several organizations have come up with their own set of human resource policies that will suit their activities. In a broad perspective, human resource policies and practices allow an organization to be clear on a number of issues.
As a matter of fact, these policies and practices should be framed in line with a company’s vision and mission. This will help the organization to achieve its objectives without any problem. In the long run, it will not deviate from its main objective and business.
China has been lagging behind in human resource policies and practices for a long time. In recent years, as the country has continued develop, it has reviewed its laws to be at par with other developed countries like USA and UK.
USA has one of the best human resource policies and practices when compared with other developed countries. Human resource policies are drafted in collaboration with various industry players to ensure that everybody is satisfied
. In this case, companies have been encouraged to occasionally enhance their labor force in relation to existing employment standards and trends. As a matter of fact, these laws are supposed to conform to various changes in state and federal laws. Human resource policies and practices are constructed to improve the welfare of employees.
Reference list
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