This is a response to Sally Hinksman’s post:\u00a0https:\/\/create.twu.ca\/sally81\/2018\/11\/15\/response-to-cooperation-in-a-national-company-of-china-seems-effective-yet-conflicts-lie-underneath\/<\/p>\n
Sally has raised many critical questions in her post, and those questions perfectly concern with several profound “factors” in the organization. I am going to address three of them and be honest as much as I can.<\/p>\n
Yes, it is more like an ideology.<\/p>\n
I do not know so much about other communistic counties, in China, however, the residents do not have the religious faith. In another word, people should only have faith in the political party. Although there are a lot of setbacks, it is so much easier for the government to impart the ideas to the public. And “working for the collective goals, yielding in conflicts, and teamwork” is disguised as “trust and cooperation” in a way. It may seem weird to the Western countries, but being obedient for greater uniformity is very effective in motivating people have no faith and\u00a0to increase the productivity in this country.<\/p>\n
Actually, it is not a mantra here. I do mention the reward policy works in my post, and we have “punishment policy” as well. So the truth is the staff would not get a reward for being outstanding but would be punished if they did something wrong before the reward policy exists. For example, the salary would be affected in many ways, such as leaving the office two minutes early or asking for a one-day off. The good news was everyone was serious about the job, while the bad news was no one was highly motivated to be creative or pursue higher performance.<\/p>\n
First, females are not valued. The gender bias is a global issue and much more severe in the East Asian countries. Especially working in a business which is more about\u00a0technical skills and physical work, female staff have admitted to the destiny of not having any promotion at the beginning. Second, there is only one-third are female workers in the company. Our voices do not have that much influence. Also, the company shows an understanding of the situation most females are not so willing to take the technical and physical work which matters so much and is greatly taken into account regarding promotion. The females give up their professional future and take comfortable office work. “Although we do not have the chance to get promoted and recognized, we could have time and energy to take care of the family.” This is the common sense among female staff.<\/p>\n
I know all those answers may be ridiculous to you, but that is the reality here. And these are the reasons I want to expand my horizon, keep exerting critical thinking and pursue higher education. None of us can predict the future, and I think one day I might have a chance to influence other people and make a change. Even a little improvement could be profound.<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
This is a response to Sally Hinksman’s post:\u00a0https:\/\/create.twu.ca\/sally81\/2018\/11\/15\/response-to-cooperation-in-a-national-company-of-china-seems-effective-yet-conflicts-lie-underneath\/ Sally has raised many critical questions in her post, and those questions perfectly concern with several profound “factors” in the organization. I am going to address three of them and be honest as much as I can. ” Is this more of an ideology of obedience for […]<\/p>\n","protected":false},"author":220,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[12,4],"tags":[],"class_list":["post-5639","post","type-post","status-publish","format-standard","hentry","category-health-education","category-ldrs501","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"jetpack_featured_media_url":"","jetpack_shortlink":"https:\/\/wp.me\/p9GHJs-1sX","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5639","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/users\/220"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/comments?post=5639"}],"version-history":[{"count":1,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5639\/revisions"}],"predecessor-version":[{"id":5640,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5639\/revisions\/5640"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/media?parent=5639"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/categories?post=5639"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/tags?post=5639"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}