{"id":7440,"date":"2017-08-16T15:11:12","date_gmt":"2017-08-16T13:11:12","guid":{"rendered":"http:\/\/www.munich-business-school.de\/insights\/?p=7440"},"modified":"2020-08-24T09:41:00","modified_gmt":"2020-08-24T07:41:00","slug":"chinese-workers-in-german-companies","status":"publish","type":"post","link":"https:\/\/www.munich-business-school.de\/insights\/en\/2017\/chinese-workers-in-german-companies\/","title":{"rendered":"The Happiness Potential of Chinese Workers in German Companies in China"},"content":{"rendered":"<h2>A Study on Understanding Chinese Concepts of Happiness<\/h2>\n<p>China continues to be one of the most important trading partners for Germany. Branch offices and subsidiary companies in the Middle Kingdom have become an elementary part of the competitive strategy for German companies. Alongside mastering political challenges, one of the largest challenges is successfully and profitably integrating Chinese workers into their businesses. Occupying oneself with Chinese culture \u2013 now thousands of years old \u2013 becomes almost indispensable for achieving this. However modern influences on today\u2019s younger generation are also relevant factors in being able to better understand the \u201cmindset\u201d of Chinese employees.<\/p>\n<ul>\n<li>What moves them, what unites them?<\/li>\n<li>What motivates them, what is important for them?<\/li>\n<li>And in the end, what makes them happy?<\/li>\n<\/ul>\n<p>Considering the happiness research, a decisive role is attributed to the cultural setting in which daily work is carried out. The success factor happiness influences worker motivation, performance and the constitution of corporate culture, and cannot be underestimated. Happier employees miss fewer days off work and are more productive. With this in mind, researching current and historical concepts of happiness anchored in the Chinese psyche becomes particularly interesting. A comparison with Europe may help to show differences and commonalities and help achieve a fundamental understanding of the success factor happiness (see <a href=\"https:\/\/www.munich-business-school.de\/fileadmin\/user_upload\/forschung\/working_papers\/mbs-wp-2017-01.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">MBS Working Paper 01\/2017<\/a>). In addition to this, the management has the opportunity to derive targeted measures for addressing the specific Chinese understanding of happiness and to adjust working conditions and incentives in the company accordingly.<\/p>\n<p>As part of an MBS study, 280 Chinese employees in German companies in China were surveyed on the subject of happiness. This resulted in interesting impulses for new ideas for German management personnel in China. Numerous aspects of the positive combination of happiness and business culture were corroborated by the surveys.<\/p>\n<h3>Confucian Values<\/h3>\n<p>Above all, Confucian values are still relevant to the respondents. The aspects of trust, learning and harmony are classified as very important and are found both in demands on the employer as well as in employees\u2019 perceptions of happiness. More than 80 % of the respondents combined increased personal learning and harmony with happiness. In addition, trust plays an irreplaceable role for the respondents in their perception of happiness. Employees would like to be able to build up trusting relationships both with co-workers as well as with executives. The study however showed that almost one half (49 %) are not satisfied with their relationship networks (Guanx\u00ec) in their company, and 44 % of the survey participants said their management did not impart corporate values credibly, nor live up to them in practice. Additionally, the desired values such as teamwork and creativity are not yet taken into consideration in the company sufficiently, so there is a discrepancy to the current situation in the company in each case.<\/p>\n<p><a href=\"http:\/\/www.munich-business-school.de\/insights\/wp-content\/uploads\/2017\/08\/MBS-china-happiness-2.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-7446\" src=\"http:\/\/www.munich-business-school.de\/insights\/wp-content\/uploads\/2017\/08\/MBS-china-happiness-2.jpg\" alt=\"MBS China Happiness\" width=\"1024\" height=\"576\" srcset=\"https:\/\/www.munich-business-school.de\/insights\/wp-content\/uploads\/2017\/08\/MBS-china-happiness-2.jpg 1024w, https:\/\/www.munich-business-school.de\/insights\/wp-content\/uploads\/2017\/08\/MBS-china-happiness-2-300x169.jpg 300w, https:\/\/www.munich-business-school.de\/insights\/wp-content\/uploads\/2017\/08\/MBS-china-happiness-2-678x381.jpg 678w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/p>\n<p>The relevance of informal discussions and social relationships extends especially deeply into the working life in China. 82 % of the survey respondents agreed with the Chinese saying \u201cSharpening the axe is not a waste of time when cutting wood\u201d. In order to create a level of trust, it may be necessary to make sufficient time available for networking. Another saying shows how to handle conflicts: \u201cEven when a transaction fails, humanity and justice must remain\u201d (86 % approval level). For the survey participants, politeness and respect should be the compass for saving face (Mi\u00e0nzi) also in difficult situations. On the other hand, 53 % of those surveyed said they were having difficulty with Mi\u00e0nzi in their company.<\/p>\n<h3>Income and Consumerism vs. Tradition<\/h3>\n<p>The typical dualism of opposites in China also applies to the respondents\u2019 ideas of happiness. On the one hand, especially young people in China strive to achieve a high income and a consumer lifestyle; on the other hand, they consider the tradition in which money has never been a central tenet to be highly significant. Nevertheless, money and wealth have been growing into central elements of the Chinese people\u2019s own status and play a significant role above all in large cities. After all, about 87 % of those questioned are of the opinion that a high income can make them happy. In particular, striving for money showed a significant increase for those questioned living in low income households.<\/p>\n<p>However this dualism makes another point of view possible simultaneously. 82 % found a deeper sense in their own actions to be especially important for happiness. Also living in harmony (83 %) and feeling loved (69 %) are of particular relevance for happiness to those questioned. Entirely in the spirit of a holistic view with its roots in oracles and Daoism, for 87 % unhappiness is always a part of their experiencing happiness. In addition, 87 % are of the opinion that a person\u2019s individual happiness benefits through \u201cadjusting to the surroundings\u201d. With \u201cadjusting to the surroundings\u201d according to Confucius, active situative behavior according to society\u2019s standards is intended, in order to guarantee harmony.<\/p>\n<p>This study was able to determine a significant correlation between the level of happiness (with Sonja Lyubomirsky\u2019s Subjective Happiness Scale [SHS] serving as a reference) and satisfaction with work, earnings and corporate culture within the company. It is noticeable, that the age group (aged 30-34) most strongly represented here is the unhappiest in a relative comparison. Furthermore, the study confirms that the level of happiness has a demonstrable effect on the respondents\u2019 motivation and commitment. The happier the respondents were with their work, the more prepared they were to carry out voluntary overtime. In addition, satisfaction with work has a positive correlation to the level of happiness.<\/p>\n<p>The correlation between happiness and the company culture and economic success shows what power and opportunities are hidden behind this subject. In general, it is important for German companies overseas to take the specific understanding of this country and with it intercultural management into consideration, especially in view of the success factor happiness. Analyzing the latest trends and traditional awareness helps to successfully integrate the factor of happiness into a company. The aim should be to make a high level of happiness obtainable for as many employees as possible, and in this way at the same time to improve business returns \u2013 a \u201cwin-win situation\u201d, from which both sides can only benefit.<\/p>\n","protected":false},"excerpt":{"rendered":"<div class=\"mh-excerpt\"><p>A Study on Understanding Chinese Concepts of Happiness China continues to be one of the most important trading partners for Germany. Branch offices and subsidiary companies in the Middle Kingdom have become an elementary part <a class=\"mh-excerpt-more\" href=\"https:\/\/www.munich-business-school.de\/insights\/en\/2017\/chinese-workers-in-german-companies\/\" title=\"The Happiness Potential of Chinese Workers in German Companies in China\">[&#8230;]<\/a><\/p>\n<\/div>","protected":false},"author":11,"featured_media":7445,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10430,10432],"tags":[2656,2406,11760,5620,1597,5622,5082],"coauthors":[2307,5619],"class_list":["post-7440","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-archiv","category-archive","tag-business","tag-china","tag-company","tag-employee","tag-happiness","tag-tradition-en","tag-values"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ 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School"},"image":{"@id":"https:\/\/www.munich-business-school.de\/insights\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/Munich.Business.School\/","https:\/\/x.com\/MunichBSchool","https:\/\/www.instagram.com\/munichbschool\/","https:\/\/www.linkedin.com\/school\/388042\/","https:\/\/www.youtube.com\/MunichBSchool"]},{"@type":"Person","@id":"https:\/\/www.munich-business-school.de\/insights\/#\/schema\/person\/4e927ec682c11435a0ec21f5fd95c713","name":"Prof. Dr. Christian Schmidkonz","image":{"@type":"ImageObject","inLanguage":"de","@id":"https:\/\/www.munich-business-school.de\/insights\/#\/schema\/person\/image\/96699e1650a7d3e2082ab85596b786ff","url":"https:\/\/www.munich-business-school.de\/insights\/wp-content\/uploads\/2015\/12\/Schmidkonz_700px-436x290-96x96.jpg","contentUrl":"https:\/\/www.munich-business-school.de\/insights\/wp-content\/uploads\/2015\/12\/Schmidkonz_700px-436x290-96x96.jpg","caption":"Prof. Dr. Christian Schmidkonz"},"description":"Prof. 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Seine Lehr- und Forschungsschwerpunkte liegen in den Bereichen Conscious Business, Happiness at Work sowie Wirtschaft in China und Taiwan. Christian Schmidkonz h\u00e4lt ein Diplom in Volkswirtschaftslehre von der Ludwig-Maximilians-Universit\u00e4t in M\u00fcnchen. Er studierte Chinesisch an der Fu Jen Universit\u00e4t in Taiwan und ist Alumnus des Deutschen Akademischen Austauschdienstes (DAAD). Nach Stationen am ifo Institut f\u00fcr Wirtschaftsforschung und bei der internationalen Unternehmensberatung Capgemini gewann er als Entrepreneur 2008 den vom Bundesministerium f\u00fcr Wirtschaft und Technologie ausgeschriebenen Gr\u00fcndungswettbewerb \u201eMultimedia\u201c. Christian Schmidkonz wurde 2020 mit dem erstmalig vergebenen \u201eMBS Teaching Award\" ausgezeichnet.","url":"https:\/\/www.munich-business-school.de\/insights\/author\/cschmidkonz\/"}]}},"_links":{"self":[{"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/posts\/7440","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/users\/11"}],"replies":[{"embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/comments?post=7440"}],"version-history":[{"count":5,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/posts\/7440\/revisions"}],"predecessor-version":[{"id":15220,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/posts\/7440\/revisions\/15220"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/media\/7445"}],"wp:attachment":[{"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/media?parent=7440"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/categories?post=7440"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/tags?post=7440"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/coauthors?post=7440"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}