OntheDevelopmentOrientationofChineseCorporateCulture

毕业论文（设计）development.On the contrary,there are still many of Chinese companies neglect theircustomers and product quality.However,Haier has realized this matter and began to focus oncustomers'satisfaction..74.3 American business emphasizes on individual.They pay great attention to the personaldevelopment.They bring the competition and chances to employees.Everyone is under hugepressure and face great opportunities with short employment,quick promotion and largecompensation difference.Every one tries his best to have best performance.As a result,people's potentials are brought into a full day.This kind of management is an effective wayto use employees'talent.On the base of this,Haier created a well-known managementmethod,which is called "OEC"(Overall every control and clear).According to "OEC",everything should be done and every object should be used well.Everyone's responsibility isvery clear.Each employee know clearly that what he should be done,how much he should do.which standard he should follow and what result he should reach everyday there is a kind ofboard hung on in the workshop,which used to descript employees'responsibility and thescores they get by fulfilling these responsibility.Those score is connected with theemployee's salary.This management method not only cuts down waste and loss,but alsomakes responsibilities and performance clearly.194.4 American companies pay more attention to attract talent people to work with them.Theytreat every employee equally and offer fair chances for their promotion.They connectemployees'performance with their compensation.Haier has a good performance in this field.For example,the employment and promotion method of Haier is "Do not judge the worth ofa horse by merely looking at it.Let horses compete with each other."Promotion depends oncompetition.Haier provides chances of promotion for every type of employee.If one is talent,he can be promoted from a technician to a senior engineer.If he thinks he is qualified to be adirector,he could apply for the position.Also,if one is not fit to the position and fails to havegood performance,he would also be replaced.214.5 As for Compensation,it is mainly connected with employee's capability and position.This is different from that of Chinese enterprises.In most Chinese enterprises,compensationis equal and seldom connects with personal ability and performance.This can not arouse theenthusiasm of employees.However,Haier is an exception.He connected compensation withjob performance and market effects.For example,the compensation of staff in R&Ddepartment is connected with the market effect of their research and development results.Incomputer department,haier leamed from foreign high tech companies and carried outstock-holding system among its technical staff.224.6 The values like openness and teamwork are also worth to learn.American companiesappreciate openness and teamwork spirits,but very few of Chinese companies pay attentionto this aspect.Chinese need to be more