本篇英文论文代写-应用霍夫斯泰德公式讲了使用Hofstede公式，可以发现美国的权力距离指数较小。美国的权力距离指数为40，而中国的权力距离指数在1到100的范围内为80左右(Minkov and Hofstede, 2012)。在个人主义方面，西方国家得分更高。研究发现，美国的个人主义水平在91左右，而中国的个人主义水平相对较低。本篇英文论文代写文章由新西兰第一论文 Assignment First辅导网整理，供大家参考阅读。
Application of Hofstede formula
China is the largest market in Asia in the current times. It is entering into a number of global collaboration and a wide range of foreign partners. There is a wide influx of the Foreign direct investments into the nation.
Using the Hofstede formula, it can be found that America has a lesser power distance index. The power distance index for America is 40 while for China it ranges to be around 80 in a 1 to 100 scale (Minkov and Hofstede, 2012). In terms of individualism the western nations are found to score higher. It has been found for America the individualism was around 91 and for China it scores relatively very low.
Owing to these two factors the management control system of the nations is perceived to be decentralized and centralized. American organizations are perceived to be decentralized management system. This is because of the high level of individual autonomy and lesser distance for power distance index. Chinese organizations are perceived to be generally centralized management system (Minkov and Hofstede, 2012). It is considered to be centralized owing to the higher level of power distance index and lower level of individualism.
In terms of masculinity America is found to be ranked higher but the scores are considerably close. This indicates that America has medium masculinity and China has medium femininity. The people in China prefer to have lower uncertainty avoidance (Kaplan and Montiel, 2016). This shows that the China prefers to make long-term deals and associations and do not take a lot of risks in business. However the people in America prefer to have a risk-taking attitude. This indicates in the short term orientation of United States work culture management of these employees would require basic understanding of the cultural differences between the people. This impacts the management practices of the nation (Minkov and Hofstede, 2012).
In the work places, the US employees are found to rely on their own views to make a determination and derive a plausible method based on their own discretion. This creates a climate where the people consider that working alone if the best way to reach a solution. The dependence on others is considered to be a sign of weakness for the people. China has a strong collectivistic attitude (Wang et al., 2013). They depend on others to make a decision and determine how to derive loyalty. They prefer to cooperate with the other people to avoid the risks and responsibilities of the people. They have value systems towards the group and ensure that there is harmony among the group members while they pursue their individual goals. In the process of working together, America gives a lot of importance to the contractual obligations and more emphasize to the tangible figures. They have contracts to ensure that the rights of the partners are not hindered in any way (Wang et al., 2013). The Chinese people do not give a lot of importance to the contracts but give a lot of focus on the individual goals. It is important for the Chinese people to give a lot of emphasize to the relationships between the people rather than the contractual obligations. The people prefer to work in more friendly settings when compared to the others.
One of the most important organizational issue is the rise of conflicts in the company. Conflict is expected to occur in all the organizations. The talent of the managers lies in the way in which they handle the conflicts and develop efficient management. The companies need to have an effective conflict management in place to address their issues. The conflicts handling of the Chinese companies and the American companies have been discussed in the following sections.