Seminar paper from the year 2009 in the subject Business economics
- Business Management, Corporate Governance, grade: 1.0, Helmut
Schmidt University - University of the Federal Armed Forces Hamburg
(Fakultat fur Wirtschafts- und Sozialwissenschaften), course:
Seminar Expatriation, language: English, abstract: With the present
paper we tried to create a quite comprehensive picture of China,
it's economy, education, law and culture and, based thereof, what
challenge a German company that considers expatriating staff to
China can possibly encounter. Though entering the Chinese market
with its great potential for future growth is understandably
attractive for globally acting firms, setting up shop in the
People's Republic needs to be considered carefully and planned
thoroughly. Besides many other difficulties, the question of how
best to make use of German and local staff is vitally important.
The success of operating in China will largely rise and fall with
the ability of the German expatriates who are responsible for
setting up operations in China. Therefore, choosing the right staff
for expatriation, training, supervising and caring for it is of
utmost importance. Because of the vast cultural differences, China
is probably one of the most demanding expatriation destinations
there is. As we showed in our section about culture, China differs
from Germany considerably in all but one of Hofstede's dimension,
the most significant difference being the long-term orientation and
collectivism. These cultural differences are of course reflected in
the way the Chinese work, manage and negotiate. In order to be
successful, the German expatriate not only needs to know about
these differences, he or she has to adapt to them. As Posth states
in his remarks and experiences in China, most foreign enterprises
in China fail not because of too high costs or lack of
competitiveness, but because cultural interaction problems and
missing understanding of each other (Posth, 2006). Based on
General
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