Being open at the very outset will help set the mindset of the workforce, who would then be able to work with a clear set of requirements (both at an individual as well as at the organizational level).
3. Educate the workers on modern industry: the new manager also has to ensure that the Chinese workers are well-educated about changes in work practices and the way in which modern industry is profit oriented. This will pave the way for bringing out any opinions on the part of the workers, which may be addressed well in time. Such issues generally require that the manager be skilled enough so as not to offend the sentiments of the Chinese workers, which requires that the manager have prior exposure to Chinese culture and the way things need to be said and done under it.
4. Motivate workers: the new manager can help further the interests of the company by offering performance based incentives in the form of financial benefits. This requires that the manager monitor the performance of every worker and keep track of those who are performing better in comparison to others. Other sources of motivation such as promotions etc. also work a long way in this regard.
5. 5. Encourage feedback and suggestions from workers: the manager must understand the fact that it is the worker who spends most of the time in the manufacturing process, and as such has a better knowledge of how the production can be improved within the existing framework. Typical examples in this regard could be scenarios whereas certain stages of production are underutilized and others are unable to cope up with the supply and demand. Under such situations, it is the workers who can offer better suggestions. Gathering such information requires that the manager establish effective communication with the workers and make efforts to obtain feedback from them on a regular basis.
CHANGES TO COMPENSATION PACKAGE
Keeping in view that the manager is supposed to work in a foreign country; two important changes to the compensation package are suggested. The first and the foremost change to the compensation package would be decide the salary amount depending on the personal income tax rates of the country where the manager is supposed to work (China in this case). This is extremely crucial as tax rates vary from country to country and having a fair idea of the tax rates for a particular country is absolutely important in order to cut down on the costs (incurred in sending the expatriate to another country, which is substantially more than hiring local managers in China). Secondly, changes have to be made to the compensation package to accommodate the expenditure incurred for the purpose of schooling. This is because of the fact that the children of expatriates most likely would prefer an international school, which is quite costly in almost any city. As such, considering these costs is quite important while deciding upon the compensation package.
1. Geoffrey W. Latta (2006), the Future of Expatriate Compensation. Found at: