Chinese society is a society where the people prefer collectivism over individualism. Even though there have been changes in this ideology, the people continue to respect the companies that value collectivistic ideologues. The Chinese market has opened to the world. Some of the traits of management have changed with respect to the Chinese managers. They respect their Western counterparts. Some Chinese managers have started to respect the ideologies of “Western” values of individualism (Hamel, 2008). However, they incorporate traditional values such as loyalty towards the company and responsibility towards the team. Social obligations mandate that the people need to respect their higher authority and family businesses are deemed to be very important in China. Hence the managers in China or the companies that do business with China need to be aware of this paradigm and develop innovative ways of managing people (Hamel, 2008).
Hence, even though Gillette Company was able to sustain in the markets, there was a considerable gap in implementation of the processes. This was based on the ideology of the company of adhering to conventional models of change management.
To summarize each of these case studies is found to provide some insights as to what essentially works in the company and what are the causes of issues for the company. The difference in the management schema is evident from these processes. The following section will explore the ways and critically analyze the ways in which change can be brought into the companies.