Group Recommendations for Resolving the Problem

Group Recommendations for resolving the Problem

After Samsung Chinese staff kneel down on stage, we believe that cultural differences cause the problem of leadership style. So how to solve the problem of cultural differences on the leadership style?

First, in our opinion, leaders could not guarantee the management method which is effective in the home country also succeed in other countries. A manager should need to change his leadership style when working in subsidiaries in the other nation.

Second, an effective leader do not use one leadership style, and change the styles according to situations. Also, a leader should be an impactful decision makers, good communicator and could give support and encouragement to employees.

After that, we hold the opinion that leaders could not optionally choose their styles, instead, they are constrained by cultural conditions because the expectation of subordination is based on their cultural base. So, Hofstede and GLOBE coincidence refer to cultural differences should be taken into consideration in management (Chhokar, Brodbeck, & House, 2012). Korean Leaders should adjust their leadership styles to adapt different national culture, which means they should respect the cultural habits of Chinese employees and consumers in China.

In conclusion, we suggest that when working or managing at China, leaders should respect the national culture, pay more attention to charge their communication methods, evaluation patterns and mobility management. Firstly, as a corporate leadership, must to set a good example to learn other countries' enterprise culture, and led the multinational employees learn other countries' culture. It can be better for international communication, and in the accepted way to solve the problem of conflict. Secondly, as a corporate leadership, must be good at expressing local culture, especially which corporate culture is good for both sides. Such ability when making the enterprise strategic cooperation, using their own excellent corporate culture, to achieve a win-win result. In addition, they should pay intensified attention to authorization.