You may think of difference between national cultures in your management course. It is not only a challenge for managers in the multinational companies, but also an approaching problem for our coming US journey.

Have you ever thought of such frank people, who will exhibit unhappiness if they are down? Undeniable, Chinese people prefer to disguise themselves and pretend to be friendly even if they do not like you. So we must adapt ourselves to the straightforward way and say what you think with little fear about the following consequence.

But is straightforward proper for a leader? Some people hold the view that managers should appraise or punish subordinators directly, because they have the power. Additionally, direct management can save time from thinking about cushion. On the other hand, opponents argue that manage should be considerable and explain sufficient reasons before a conclusion made. For instance, if you decide to fire an unproductive employee, in American direct way, superior can lay off him with the reason of unfavorable performance. However, if a Chinese manager wants to dismiss an underperformed worker, he may decide to fire the man with a sea of excuse other than the real one, such as you could have better career in other companies.

From my own perspective, I prefer a direct leadership. Even though the workers may feel shameful when criticized in public by their senior manager, on the other hand, then could know their true drawbacks and correct them immediately. So workers could perform better in the future.

No matter you prefer which leadership style, an important point is that we must adapt our expectation and adjust our behavior to the manager’ style. Whether American direct or Chinese indirect leadership, it is depends.