presentative of China’s technology/electronic related industry. In addition, to consector the influence of Confucian values on the HRM practices adopted by the sectors, a separate questionnaire was administered to the General Managers or Heads. This questionnaire aimed to test the Managers’/Heads’ knowledge of Confucian values and the ideologies.
This is vital as it allows conclusion to be made when responses obtained from the executives in the same sector is high, to be due to Confucian values’ influence and not another religion or culture since it is widely acknowledged that the personal values of managers often shape the direction and style of the corporations’ management (Deal and Kennedy, 1982; Ralston et al., 1997; Schwartz and Bilsky, 2006; Westwood and Pozner, 1997).
1.5 Unit of Analysis
This research aimed to ascertain the influence of Confucian values on HRM practices adopted by Lenovo through the various HRM practices. Employees at the executive-levels (those who are directly affected by the style of HRM practices set and have the ability to question) and the HR managers (those who set the style of the HRM practices) were chosen for this project. The executives were asked for their opinions on the various HRM practices to which they are exposed. Managers were tested with a separate questionnaire to verify whether they are influenced by Confucian values personally. This separate questionnaire was used as it was found by past researchers such as Pearson and Entrekin (2001), Deal and Kennedy (1982) for example that managers influenced by these Confucian values tend to bring these values in the way they design HRM practices.
1.6 Thesis Outline
The thesis is divided into the following parts:
The introduction provides the general outline of the research; the objectives to be achieved and the target respondents in the above sections.
The literature review summarizes research on Confucian values and presents culture, especially Chinese culture, HRM practices adopted by most sectors are discussed to justify the measure of the HR practices outlined for this research. This allows deductions to be made later regarding the relationships between the various sub-dependent variables (i.e. the HRM practices) and sub-independent variables of Confucian values. At last introduce the corporate performance.
With that, the Research design and methodology chapter (see Chapter 4) illustrates the subjects studied, the procedures adopted and finally, the analysis of the preliminary responses obtained.
Chapter 5, Research Findings, reports the results from the surveys, the statistical analyses and interpretations. Then it presents the findings obtained from the interviews.
Lastly, conclusions and discussions of the results, implications for practice, limitations of the study and suggestions for future research are presented.
CHAPTER 2: LITERATURE REVIEW
2.1 Culture
The major term in this study was culture. Culture is a concept, which exists because of the need for human beings to attach meaning to their lives. It is an umbrella term used to group concepts such as norms and values. Culture is most developed as a concept in anthropology. In anthropology it concerns all aspects a group’s social behavior, including its formal laws and technical knowledge (Gregory, 1983). Culture refers to social sharing, to group processes whereby ideas and values and behavioral forms get transmitted from generation to gene
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