How to best attract and retain China’s 八零後 (bā líng hòu) and 九零後 (jiǔ ling hòu) generations?

八零後和九零後 bālínghòu hé jiǔlínghòu 80's & 90's Generation

The Chinese society is changing quickly and the up-and-coming generation were born and raised under (often) very different conditions than the previous.

For one, they were single children. Sometimes, their family was fairly well off. Certainly the overall domestic education level was improved during their schooling days; some have also studied abroad. They have experienced . . . → Read More: How to best attract and retain China’s 八零後 (bā líng hòu) and 九零後 (jiǔ ling hòu) generations?

Talent Retention in China: The Socio-Cultural Aspects (Part II)

人才保留 [réncáibǎoliú] Talent Retention

This blog entry is a follow-up entry to Talent Retention in China: Some Suggestions for the Western Executive and covers the socio-cultural aspects that Western executives in China should be aware of order to enhance employee retainment and commitment in their organisation.

In China, as anywhere, people want to be treated well by their employer and . . . → Read More: Talent Retention in China: The Socio-Cultural Aspects (Part II)

Bennis’s theory of Leaders versus Managers

Leaders vs. Managers 领导者与管理者 lǐngdǎozhěyǔguǎnlǐzhě

 

 

Bennis’s theory of Leaders versus Managers

The manager administers; the leader innovates.

The manager is a copy; the leader is an original.

The manager maintains; the leader develops.

The manager accepts reality; the leader investigates it.

The manager focuses on systems and structure; the leader focuses on people.

The manager . . . → Read More: Bennis’s theory of Leaders versus Managers