On the influence of traditional culture on China's

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On the impact of traditional culture on China's management

[Abstract] China's traditional culture has a long history and is broad and profound, including Confucianism, Taoism, Legalism and other thoughts. It is an integral part of China's traditional culture, which contains many philosophical thoughts and principles, and has an extremely important impact on China's management. From the perspective of Chinese traditional culture resources, this paper discusses the embodiment and application of Chinese traditional culture in modern management, analyzes and discusses the organic combination of traditional culture and modern management, and believes that China's modern management should dig deep into the resource treasure house of Chinese traditional culture, absorb the "reasonable core" of Chinese traditional culture, and promote the development of China's management

[Key words] Chinese traditional culture; Administration; Family management; Contingency management; Incentive system; business management; administrative management; Influence

Chinese traditional culture contains rich management thoughts, which have always run through China's management practice from ancient times to the present, involving all aspects and levels of society such as administration, economy, military, culture, family, etc. the cultural heritage of these management thoughts and practices is Chinese ethical cultural tradition. China's traditional culture has a profound connection with modern management. We should combine the excellent ancient culture with China's management practice to promote the development of management

in the 1970s, the orthodox status of world management theory shifted from the United States to Japan with Chinese cultural background. There is a common phenomenon in Japanese management circles, that is, almost all senior managers have Chinese books such as the Analects of Confucius, the book of changes and the art of war of Sun Tzu. It can be said that the cultures of Japan and many East and Southeast Asian countries have deep roots in Chinese culture. The economic take-off of the four little dragons in Japan and Asia and the emergence and development of effective management ideas and methods with Oriental personality have aroused people's thinking. Therefore, in today's reform and opening up, it is an urgent and inevitable historical topic to build a management thought and method with Chinese national characteristics suitable for the current productivity situation

(please mark: the full text is from the "thesis express") we should draw a basic conclusion from the successful experience of Japan and some Southeast Asian countries: China's management should not simply copy the western scientific management theory, but should be based on the broad and profound Chinese traditional culture and dig deep into the resource treasure house of Chinese traditional culture. Only by organically integrating the western scientific management theory with the "reasonable core" of our traditional culture, this is the fundamental way out for our management work

people in modern society are not machines, but conscious, emotional and socially connected "people". Everyone has his special social relations and complex humanistic background based on it. The scientific management system is inevitably affected by it in the process of its implementation. China has a long-term historical accumulation, people's psychological concepts, moral norms and value orientations are diverse, and people's social interests are diverse. These factors constitute the specificity of China's humanistic background, which is often inextricably linked with the requirements of scientific management system. Traditional culture has a great influence in all fields of our country, so it is of great practical significance to study the impact of traditional culture on our management

the ethical management thought represented by Confucianism can be summarized as "self-cultivation" and "peace of mind", that is, taking self-management as the starting point, social management as the process, and finally achieving the goal of "pacifying the world". It is the logical deduction of his management thought that the management of family, industry, country and world is only regarded as the difference of population and scope, and there is no essential difference in the mode and method of management. The management method of family is also applicable to enterprises and countries, thus forming the traditional Chinese Management thought with family management as the starting point. The family management thought based on ethical culture is different from the Western institutionalized scientific management theory. Western management emphasizes rational norms, and uses unified organizational systems and disciplines to restrict people's behavior regardless of distance. (please mark the Reprint: the full text comes from the "thesis express"). Ethical management is to treat the society from the perspective of people, apply the ethical code of governance and management methods to enterprise and national management, and require enterprise members to get along like father, son and brother. As a result, human relations and egalitarianism are emphasized in management. This kind of management method has a harmonious interpersonal relationship within the enterprise, but the internal transaction cost is too high. The enterprise considers more about the daily life of employees, life and death. Leaders need to spend a lot of time and energy on ideological work. As a result, the enthusiasm and creativity of employees are still not high, the economic benefit of the enterprise is poor, and the enterprise goal has become a social welfare goal

no matter the private enterprises that have grown up in the mainland in recent years, or the well-known Chinese enterprises in Hong Kong, Austria, Taiwan and Southeast Asia, they are all family enterprises. Their management philosophy and the cultural heritage of successful operation are Chinese traditional culture. At the same time, the entrepreneurial environment of Chinese overseas makes them have to work hard by themselves, rely on the cooperation of family members, and rely on the help of their fellow countrymen and countrymen to succeed. Therefore, there is naturally a kind of trust and kinship between family members and countrymen, and an ethical management model based on tolerance, benevolence, and equality has been formed in management

the family management mode has its advantages, which are manifested in: first, the employees of the enterprise mostly implement the lifelong employment system, and the employees are stable and rarely mobile, so the investment in human resource development is small, the cost of employee training is low, and the overall quality of employees is high. The success of "type organization" and management mode of Japanese enterprises is mainly attributed to this. Second, employees are highly dependent on the enterprise, and the enterprise has strong cohesion. Lifelong employment and annual merit pay system make employees unwilling to leave the enterprise. Once they change jobs to a new venture, wages and benefits will start from scratch. Therefore, the interests and destiny of employees are linked with the enterprise, and the sense of ownership of employees who love their factory as home is cultivated. Therefore, in the early stage of plant construction and when the enterprise is in trouble, it can improve the durability and anti risk ability of the enterprise. Third, the internal interpersonal relationship is harmonious. (reprint please mark: the full text comes from the "thesis express"). Family management emphasizes moving with emotion, moving with action, persuading people with virtue, less power of leaders in the same position, and more personal authority. Therefore, there are fewer labor conflicts, fewer personnel disputes in enterprises, and it is not easy to produce vicious events such as fierce labor and capital confrontation, strikes, demonstrations, mass layoffs of workers in western enterprises. At the same time, most of the enterprise leaders are relatives of the boss, and the team is united, especially when the boss has absolute authority, so the decision-making is centralized, the management efficiency is high, and the cost is low. Fourth, it has a strong ability to absorb and digest new technologies and processes, which can effectively prevent the leakage of enterprise secrets and technical patents. Its internal technological innovation also has strong pertinence and practicality. The "five small" activities carried out within the enterprise are impressive and can bring huge economic benefits to the enterprise. Fifthly, the managers (bosses) and employees (employers) in family enterprises have the idea of "rewarding the Lord" emotionally. In Confucian ethics, special attention is paid to the value concept of "gratitude for dripping water" and "repay when surging spring". In the concept of family ethics, "the grace of upbringing and the three lives are difficult to repay" are embodied in the oriental management concept. Employees who enter the enterprise by kinship will have blood thicker than water, have the gratitude psychology of treating the boss as their parents, and non kinship employees will also have the kindness of knowing, appreciating and reusing. They will redouble their efforts to repay. If someone ignores or violates this ethical value and code of conduct, it will cause public criticism, and sometimes it is difficult to get a foothold in society. The restriction of this invisible ethics and morality on the public benefits family business owners a lot, which is why many family businesses have mediocre management and low technology, but still have strong viability and competitiveness

because the eastern ethical management model has the above advantages, many western scholars have raised objections to the western management of commodity relations, which is almost naked in interpersonal relations. Edwin reischaur, a well-known scholar on Chinese issues in the west, pointed out that the basic characteristics of Chinese civilization are "tolerance and friendship". He said that Western civilization has obvious advantages in the field of science and technology, and Chinese civilization is much more profound in its insight into the ultimate goal and supreme significance of life. He especially praised Lao Tzu's "Tao" and the thought of inaction. He pointed out that the thought and essence of Chinese civilization lie in self-restraint and economic harmony, and the "root cause" and outlet of western personal utilitarianism and social industrialism are here. (reprint please mark: the full text comes from the "thesis express"). Another "international wise man" Arnold Jo Toynbee predicted in historical research that the 21st century will be China's cultural era. He expounded this view in a speech "looking forward to the 21st century". He pointed out that Chinese culture will be the cohesion and glue for mankind to move towards global integration and cultural diversity in the 21st century, In particular, human beings have mastered the means of high-tech civilization that can destroy themselves, and at the same time, they are in the camp of extreme opposition in politics and ideology. Mr. zhaohonghan, the Secretary General of the China unsaturated resin Association and an industry expert, spoke highly of it after visiting the R & D Center. The spirit needed is the essence of Chinese culture - tolerance and harmony. He pointed out that if Chinese civilization cannot replace Western civilization as the master of mankind, the future of the whole mankind will be sad. Ezra Vogel, director of the Institute of East Asian Studies at Harvard University, believes that the "American disease" caused by individualism should be treated with "Oriental Medicine", and Western countries and nations should learn from the collectivist spirit of Eastern countries

capable people who enter the enterprise cannot be promoted and reused in a timely and fair manner, which dampens their enthusiasm, and cannot form an employment mechanism in which the mediocre are demoted and the capable are promoted. If the boss and his manager are superior, how to operate the bending tester? The sense of abuse of power and clear friendships will cause most employees to complain. Therefore, when such enterprises grow to a certain scale, their weaknesses are very obvious, leading to the failure of the enterprise. Family management pays too much attention to human relations and ignores system construction and management. This management mode makes the interpersonal relationship within the enterprise harmonious and brings harmonious benefits to the enterprise. However, the enterprise is not a family but a social and economic organization. There are certain differences and conflicts between the personal goals and interests of its members and the goals and interests of the enterprise. In particular, there must be an objective and fair standard for the adjustment of the interest relationship between employees who are not related by blood, as well as between employees and their bosses, relatives or confidants, Only by using unified system and discipline to restrict the behavior of all members can an objective and fair management mechanism and good organizational order be formed. At the same time, family enterprises often take kinship as the standard in the selection of leaders, adopt the family inheritance system in which children inherit their father's business and relatives are always more reliable than outsiders, and ignore personal talents and conduct, which leads to the obstruction of the sustainable development of enterprises and the bankruptcy of enterprises caused by the replacement of leaders

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