... They respect traditions and will expect changes to be introduced slowly. Power Distance refers to the degree of inequality that exists - and is accepted - among people with and without power (Hofstede, 1981). Jenny's company advocates a low power distance culture with a flatter organisation structure where supervisor and employees are considered as equal. Adopting the Confucian principles, the people in China hold great respect for authority. Jenny and her team should realise that this Chinese culture may manifest in their behaviour of not willing to share information and be not participative in management discussions. Uncertainty avoidance relates to the degree of anxiety society members feel when in uncertain or unknown situations (Hofstede, 1981). Jenny's company do not impose rules or structure unnecessarily. Where possible, Jenny empowers her employees to make decisions. However, Jenny and her team should recognise that the people in China try to avoid ambiguous ...

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