The Relationship between Traditional Culture and National Development

On the influence of traditional culture on China's national management

China's traditional culture has a long history and is profound, including Confucianism, Taoism, Legalism and other thoughts, which are all part of China's traditional culture, and contain many philosophical thoughts and truths, which have had an extremely important impact on the management of China.

This paper discusses the embodiment and application of China traditional culture in modern management from the perspective of China traditional cultural resources, analyzes and discusses the organic combination of traditional culture and modern management, and holds that China modern management should dig deep into the treasure house of China traditional culture, absorb the "reasonable core" of China traditional culture, and promote the development of China management.

Keywords China traditional culture; Management; Family management; Emergency management; Incentive system; Enterprise management; Administrative management; The traditional culture that has influenced China contains rich management thoughts, which run through the management practice of China from ancient times to the present, involving all aspects and levels of society such as administration, economy, military affairs, culture and family. The cultural background of these management thoughts and practices is China's ethical and cultural tradition.

China's traditional culture is closely related to modern management. We should combine the excellent ancient culture with the management practice in China to promote the development of management science.

In 1970s, the orthodox position of world management theory was transferred from the United States to Japan with China cultural background.

There is a common phenomenon in Japanese management, that is, almost every senior manager has a copy of China's The Analects of Confucius, The Book of Changes and The Art of War.

It can be said that the cultures of Japan and many countries in East Asia and Southeast Asia are deeply related to the culture of China.

The rapid economic development of Japan and the Four Little Dragons in Asia and the emergence and development of their fruitful management ideas and methods with oriental personality have aroused people's thinking.

Therefore, in today's reform and opening up in China, it is an urgent and unavoidable historical task to construct management ideas and methods with China's national characteristics and suitable for the current productivity situation.

We should draw a basic conclusion from the successful experience of Japanese and some countries in Southeast Asia: the management of China should not simply copy the western scientific management theory, but should be based on the profound traditional culture of China and dig deep into the treasure house of China's traditional culture.

Only by organically combining the western scientific management theory with the "reasonable core" of China traditional culture can China's management be the fundamental way out.

People in modern society are not machines, but "people" with consciousness, feelings and social relations.

Everyone has his special social relations and complex humanistic background, and the scientific management system is inevitably influenced by it in the process of implementation.

China has a long history, people's psychological concepts, moral standards and value orientations are varied and changeable, and people's social interests are diverse and different. These factors constitute the particularity of China's humanistic background, which is often inextricably linked with the requirements of scientific management system.

Traditional culture has a great influence on all fields of our country, and it is of great practical significance to study the influence of traditional culture on our management.

The ethical management thought represented by Confucianism can be summarized as "self-cultivation" and "keeping the family in order", that is, taking self-management as the starting point and social management as the process, and finally achieving the goal of "leveling the world".

It is a logical deduction of his management thought, which regards the management of family, industry, country and world as only the difference in population and scope, but there is no essential difference in management mode and method. The family management method is also applicable to enterprises and countries, thus forming China's traditional management thought based on family management.

Family management thought based on ethical culture is different from western institutionalized scientific management theory. Western management emphasizes rational norms, and people's behavior, regardless of intimacy, is bound by a unified organizational system and discipline.

Ethical management is to treat society with others, apply the ethical principles and management methods of family management to the management of enterprises and countries, and require enterprise members to get along like father and son and brothers, which leads to egalitarianism in management.

This management method has harmonious interpersonal relationship within the enterprise, but the internal transaction cost is too high. Enterprises pay more attention to employees' diet and daily life, illness and death, and leaders spend a lot of time and energy on ideological work. As a result, the enthusiasm and creativity of employees are still not high, the economic benefits of enterprises are poor, and enterprise goals have become social welfare goals.

Whether it is a private enterprise that has grown up in the mainland in recent years or a well-known China enterprise in Hong Kong, Macao and Taiwan and Southeast Asia, it is a family business. Their management concept and cultural heritage of successful management are China traditional culture.

At the same time, the entrepreneurial environment of Chinese overseas makes them need to struggle on their own, rely on the cooperation of their families, and rely on the help of their fellow villagers to succeed. Therefore, there is naturally a kind of trust and affection between family members and fellow villagers, and an ethical management model based on tolerance, kindness and equality has been formed in management.

Family management mode has its advantages. First, most employees in enterprises are employed for life, and employees are stable and rarely flow, so the investment in human resources development is low and the training cost of employees is low, which can ensure the overall quality of employees.

The success of "type organization" and management mode of Japanese enterprises is mainly attributed to this.

Second, employees have strong dependence on enterprises and strong corporate cohesion.

Lifetime employment system and seniority wage system make employees reluctant to leave the enterprise. Once they jump ship to a new enterprise, their wages and benefits will start from scratch again.

Thus, the interests and destiny of employees are linked with the enterprise, and the sense of ownership and responsibility of employees who love the factory and have a home is cultivated.

Therefore, it can improve the endurance and anti-risk ability of enterprises in the early stage of building factories and when enterprises are in trouble.

Third, the internal interpersonal relationship is harmonious.

Family management emphasizes emotional people, touching people with deeds and convincing people with virtue. Leaders have less power in the same position, use more personal authority, have fewer contradictions between employers and employees, and have fewer personnel disputes in enterprises, so it is not easy to produce vicious incidents such as fierce confrontation between employers and employees, * * *, * *, and mass dismissal of workers in western enterprises.

At the same time, most business leaders are relatives of the boss, and the team is United, especially when the boss has absolute authority, so the decision-making is centralized, the management efficiency is high and the cost is low.

Fourth, it has a strong ability to absorb and digest new technologies and new processes, which can effectively prevent the disclosure of enterprise secrets and technical patents. Its internal technological innovation is also highly targeted and practical, and the "five small" activities within the enterprise are carried out vividly, which can bring huge economic benefits to the enterprise.

Fifth, managers (bosses) and employees (employees) in family-owned enterprises have the idea of "repaying kindness" emotionally.

Confucian ethics pays special attention to the values of "dripping grace" and "nurturing grace" in family ethics, which are reflected in the oriental management concept.

Employees who enter the enterprise by blood relationship will have affection that blood is thicker than water, and will regard the boss as their parents. Employees who are not related by blood will also feel acquainted, know each other, cherish each other and reuse, and will redouble their efforts to return. If someone ignores or violates such ethical values and codes of conduct, it will arouse public criticism and sometimes it is difficult to gain a foothold in society.

This intangible ethical concept has bound the public and benefited family business owners. This is why many family businesses are mediocre in management and low in technology, but they still have strong viability and competitiveness.

It is precisely because of the above advantages of the oriental ethical management model that many western scholars have raised objections to the western management of commodity relations with almost naked interpersonal relationships.

Edwin, a famous western scholar on China? Reischauer pointed out that the basic feature of Chinese civilization is "tolerance and friendliness". He said that western civilization has obvious advantages in the field of science and technology, while China civilization has much deeper insight into the ultimate goal and the highest meaning of life.

He especially praised Laozi's "Tao" and the thought of governing by doing nothing. He pointed out that the thought and essence of China civilization lies in self-restraint and economic reconciliation, which is the "root" and outlet of western individual utilitarianism and social industrialization.

Another "international wise man" Arnold? About what? Toynbee predicted in Historical Research that 2 1 century will be the cultural era of China. He expounded this view in his speech "Outlook 2 1 Century". He pointed out that China culture will be the cohesive force and adhesive for human beings to move towards global integration and cultural diversity in the 2nd/Kloc-0th century, especially when human beings have mastered the means of high-tech civilization that can destroy themselves, and at the same time they are in extremely antagonistic politics and culture.

He pointed out that if Chinese civilization cannot replace western civilization and become the master of mankind, the future of the whole mankind will be miserable.

Ezra, director of the East Asian Institute of Harvard University? Vogel believes that "American disease" caused by individualism should be treated with "Oriental medicine", and western countries and nations should learn from the collectivist spirit of eastern countries.

Talents who enter the enterprise are not promoted and reused in a timely and fair manner, which has dampened their enthusiasm and failed to form a mediocre and capable mechanism for employing people.

If the boss and his managers abuse their power by virtue of their sense of superiority, and their personal relationship is clear, most employees will complain. Therefore, when such enterprises develop to a certain scale, their weaknesses are very obvious, leading to the closure of enterprises.

Family management pays too much attention to human feelings and ignores system construction and management.

This management mode makes the interpersonal relationship within the enterprise harmonious and brings harmonious benefits to the enterprise. However, an enterprise is not a family, but a social and economic organization. There are some differences and conflicts between the personal goals and interests of its members and those of the enterprise, especially between employees who are not related by blood, employees and bosses and relatives or cronies. There must be an objective and fair standard, and the behavior of all members can be restrained by a unified system and discipline, so as to form an objective and fair management mechanism and a good organizational order.

At the same time, when choosing leaders, family businesses often take kinship as the standard, and adopt a family inheritance system in which children inherit their fathers' career and relatives are always more reliable than outsiders, ignoring individual talents and conduct, which leads to the obstruction of the sustainable development of enterprises and frequent cases of bankruptcy due to leadership replacement.

Wang An gave way to his son and was called a benevolent dictator. He is dedicated, diligent, not greedy for money, and works for the welfare of employees, so he is very loved by employees. But he neglected the system construction and management, and was called "mediocre manager" by American Business Week.

The role of family business leaders is very prominent.

Their morality and behavior are correct, their style is rigorous, their dedication to public service is exemplary, and their professional quality also needs a skill. Many of them are compound talents, not only experts in a certain technical field, but also savvy businessmen and public relations experts.

Many subordinates are limited to play their role because of their talents, and the growth of talents is restrained, forming absolute personal authority.

Therefore, this kind of enterprises often have the phenomenon of "success in Xiao He and failure in Xiao He", that is, the phenomenon of "capable economy". When individuals make correct decisions, they will not only make decisions quickly and effectively, but also improve their authority; However, when it makes mistakes in decision-making, it can't be reminded by others in time, which will cause huge losses to the enterprise.

At the same time, when this person is absent or abdicates, there will be a talent gap and a power vacuum in the organization (it is difficult for successors to form personal absolute authority in a short time), which will lead to confusion or disorganization in the enterprise for a period of time.

The phenomenon of cronyism in family management is serious.

When they deal with interpersonal relationships, they apply it according to their closeness rather than seniority, so there is a difference between "one's own" and "outsiders" in the organization, resulting in a familism atmosphere of "brothers fighting, father and son fighting".

In order to survive, outsiders often cling to the trend and form factions of "your group" and "my group".

Sometimes, in order to protect the interests of "outsiders", they will unite against the boss or "own people", causing internal disputes in enterprises.

Therefore, family management is either unity and harmony, or internal division and factional disputes.

The management goal of family business is often to put social responsibility and employee welfare in the first place, while putting economic benefits in the second place.

Because this kind of enterprise has the help of relatives and friends when starting a business, it is only successful if brothers fight for the world. From an ethical point of view, we can't forget our brothers in trouble, so it is our unshirkable responsibility to seek their welfare.

At the same time, for the sake of fairness, all employees will be treated equally. Enterprises cover employees' housing, medical care, insurance, children's employment and even the illness and death of the whole family, and it is easy to turn enterprises into welfare institutions.

"People-oriented": On Object Management According to modern western management theory, people are the most active, active and revolutionary factor among management objects.

In fact, these modern management ideas can be found in the traditional culture of China for more than two thousand years.

"History? Pan Geng recorded: "Jyuugo people" and "to the people"; Confucius advocated enriching the people and teaching the people (see The Analects? Luz) attaches importance to "people, food, mourning and sacrifice", and "people" ranks first; Mencius insisted that "the people are the most important, the country is the second, and the monarch is the light" ("Mencius? The basic view of "heart and soul" emphasizes that politics depends on the people's heart, and losing the people's heart will inevitably lead to national subjugation.

Therefore, in the modern management of our country, we should pay full attention to people's management, care for subordinates and arouse their enthusiasm so that they can devote themselves to their work and promote the development of their careers.

"People's ability group": With regard to management organization, modern management has put forward many scientific theories in organizational setup, staffing, work efficiency and code of conduct.

Confucian management organization theory is embodied in Xunzi's saying that people "can't walk because of cattle, and cattle and horses can use it." Why? " Yue: People can group, but not group "("Xunzi? The king system ").

"Group" is the innate instinct of human beings. To make it a realistic social organization, there must be "points".

The so-called "division", as an organizational structure, ethical structure, professional structure and state management institution, is the guarantee of human survival, the premise of normal operation of society and the symbol of orderly organization.

Social organizations formed on this basis can gather and amplify the overall strength of human beings.

The "five ethics" advocated by Confucianism (father and son, monarch and minister, husband and wife, young and old, friends) is the cornerstone of China's traditional social organization. The familial tendency it contains has no universal significance in modern management, but the intimate interpersonal relationship it pursues is still an indispensable "lubricant" for modern social organizations. With a close organizational structure, it will be conducive to close cooperation between personnel and institutions.

Correcting yourself and others: Regarding command and management, the theory of command and leadership behavior in modern management has rich contents, such as R? Blake and j? Management Grid Theory and Muden's F? Federer's adaptive mechanism theory.

In China's traditional Confucian culture, the idea of "making a man succeed" is exactly the same as the above theory.

Confucius "wants to stand and stand, wants to reach and people ("The Analects of Confucius? Yong also ")," Don't do to others what you don't want others to do to you "(The Analects of Confucius? Yan Yuan's loyalty and forgiveness is a benevolent side.

Therefore, on the issue of interpersonal relationships, it is necessary to "defeat the enemy and blame others" ("The Analects of Confucius? Wei Linggong), that is, be strict with yourself and be lenient with others.

Only integrity can be integrity. "If we are honest, we will do it without orders; Its body is not straight, although it is not obedient "("The Analects of Confucius? If the feudal content contained in it is excluded, the thinking mode and method of setting an example, taking the lead in setting an example, taking the lead in setting an example, and pushing oneself and others can be completely used in management.

"Harmony is the most valuable": For collaborative management, one of the basic spirits of China culture is that harmony is the most valuable.

Paying attention to harmony and adhering to the doctrine of the mean is the spirit that permeates every pore of China culture.

At the end of the Spring and Autumn Period, Yan Ying of Qi enriched the connotation of "harmony" with the ideas of "mutual assistance" and "complementarity".

He applied it to the relationship between monarch and minister, emphasizing the importance of "whether the monarch and minister can help each other" when dealing with government affairs.

Through the comprehensive balance of "helping them, not helping them, and venting them", the harmonious and unified relationship between the monarch and the minister is maintained.

Confucius said: the use of courtesy, harmony is precious.

Wang Zhidao first, beauty, small and big.

It is not feasible to do things, and it is not polite to know and make peace. "("The Analects? Learn from others' strengths) This is a harmonious theory that emphasizes harmony and is based on ceremony, and it is a harmonious theory that values harmony and takes harmony as its basis.

Mencius also advocated that "the weather is not as good as the geographical position, and the geographical position is not as good as human harmony".

In modern management, the spirit of "harmony" has become a basic management concept.

The "golden mean" means the golden mean, and impartiality means the golden mean.

The Doctrine of the Mean raised the principle of adhering to the center advocated by Confucius from "supreme virtue" to the philosophical height of "the foundation of the world" and "the Tao is in the world".

Emphasizing and valuing harmony is the basic spirit of the Chinese nation, which makes China people attach great importance to the realization and maintenance of a harmonious situation.

Doing things without going to extremes, paying attention to safeguarding collective interests and seeking common ground while reserving differences have become people's universal thinking principles.

These have a positive effect on the cohesion and promotion of national spirit and the maintenance of a unified multi-ethnic regime.

Of course, because the concepts of "harmony" and "neutralization" are, in the final analysis, a morality of denying struggle, refusing competition and simply cooperating, there are shortcomings in management.

"Self-improvement": Regarding incentive management, one of the basic spirits of China culture is self-improvement.

Yi Zhuan said, "Heaven is strong, gentlemen strive for self-improvement" and "Heaven and earth are great virtues", which is a concentrated summary and vivid portrayal of the vigorous and enterprising spirit of the Chinese nation.

Confucius advocated and tried to practice the spirit of "forgetting to eat with anger", and despised the attitude of "being full all day without intention". "and").

(Reprinted, please note: the full text comes from the "Paper Express" website: //lun-wen) If this is only the expression of the self-improvement and positive and powerful thoughts of intellectuals and upper-class people, then folk proverbs such as "People are never poor in ambition", "Sharpening a knife will not make a mistake in chopping wood, and people will rust if they don't study, and they will fall behind" reflect the universality and socialization of the spirit of self-improvement.

It is this spirit that condenses and strengthens the centripetal force of the nation and breeds the spirit of independence, resistance to oppression and continuous learning and progress of the Chinese nation.

If the spirit of self-improvement is applied to the management process, it will fully mobilize the enthusiasm, autonomy and creativity of employees, enhance the centripetal force and cohesion of the organization, and make the whole organization flourish.

To build a modern people-oriented management system with China characteristics, the construction of modern people-oriented management system in China is very different from that in western countries.

As we all know, China has a vast territory with a civilization history of 5,000 years. China's traditional culture is one of the few primary cultures in the world, which is completely different from East Asia and Southeast Asia countries on the edge of China cultural circle, and also different from some newly developed countries in the west, and its cultural form is obviously secondary.

As a primitive culture with rich contents and many essences, China traditional culture has the significance of cultural origin.

Moreover, China is the first country in the world to put forward humanistic philosophy and initially establish humanistic management thought with loving the people as the core.

This determines that without China's traditional culture, China's modern people-oriented management system cannot be rebuilt.

This means that the development of market economy in China, the establishment of modern enterprise system and the construction of modern people-oriented management system can only be carried out on the basis of national traditional culture.

Of course, in the process of building a modern people-oriented management system with China characteristics, we can neither stick to the traditional culture of China nor uproot it; We should not bear heavy historical and cultural burdens, nor should we move towards national nihilism or historical nihilism.

The core of China's traditional culture is a cultural value system with Confucianism as its orthodoxy. Its main characteristics are attaching importance to people and advocating morality.

Confucianism emphasizes "benevolence", praises "courtesy" and "harmony is precious" in order to coordinate, standardize and balance interpersonal relationships; Emphasize self-cultivation, family planning, and governing the country; In planning, it emphasizes the right place and the right time.

All these show that people are the core of China culture.

It is based on this psychological quality that the Chinese nation has a strong cohesion and formed an inseparable body.

In China traditional culture, this all-round harmonious spirit, which takes benevolence and morality as the first priority, and is based on harmony between man and nature, interpersonal harmony and harmony between reason and reason, has world and practical significance.

Modern people-oriented management, from the East to the West, emphasizes the "people-oriented" business philosophy, requires enterprise managers to be "benevolent" and pursues harmony between managers and employees, employees and customers, which can be said to consciously or unconsciously illustrate the essence of China's traditional cultural values.

Once the market economy has stepped out of the primary stage, it seems that the enterprise management mode of "economic man taking material * * *" as a means has not played a sufficient role in economic growth, mainly because the world economy has entered the era of knowledge, technology and cultural economy from the traditional market economy era, and the total social demand and personal demand can no longer be completely covered by the material category.

In other words, the concept of material has become a thing of the past, and the proportion of people's cultural consumption is increasing, and even material consumption is becoming more and more cultural materialization.

Japan was the first country to revive and quickly enter the door of an economic power after World War II.

Japan's success lies in the combination of China's ethical man management model and the American economic man management model, which has created the brilliance of Japanese enterprises.

More and more scholars realize that it is the product of the organic combination of the superiority of western market economy in mechanism and the essence of China traditional culture represented by Confucianism.

From this, we can think that the root of the crisis of Chinese civilization is not that we have most of the traditional culture represented by Confucianism, but that we lack the mechanism of market competition. The idea of ethical man in China's traditional culture coincides with the idea of people-oriented enterprise in contemporary western countries.

Once the lightning of market economy penetrates into the core essence of China traditional culture, it will surely awaken the vitality of China culture.

This determines that the establishment of modern humanistic management system in China will surpass the old road taken by western developed countries from the very beginning. Although it is still immature in some aspects, if we combine the 5,000-year-old civilized wisdom and unique national spirit with the advanced western management mode, China's modern people-oriented management thought will surely accelerate its development at a higher starting point and blossom a new brilliant flower of Chinese civilization.

The influence of traditional culture on administrative management: 1, emphasizing form over efficiency.

The traditional administrative culture pays attention to form, which leads to red tape, procrastination, bloated organization, overstaffed people and slow decision-making, which affects the improvement of administrative efficiency and the realization of administrative goals.

2. Emphasize that the rule of man is higher than the rule of law.

In traditional culture, people's value is higher than law, and human feelings are supreme. In administrative activities, administrative power is above the law, administrative decision-making and implementation lack legal constraints, laws are not obeyed, and lax enforcement is not uncommon.

3. Emphasize authority and despise democracy.

The imperial power and official power in traditional society have a far-reaching influence on the concept of authority, while the concept of authority in modern administration is arbitrary, autocratic, centralized, paternalistic and administrative democratic.

4. Pay more attention to sex than personality.

In traditional culture, the key to being steady and not showing off is to take politics, so that administrative personnel are rigid and conservative, afraid to explore and innovate in administrative activities, and administrative activities lack the flexibility and vitality they deserve.

5, the pursuit of unequal levels.

The traditional society has a strict hierarchy and a serious idea of official standard, which often shows strong hierarchy and dependence in administrative activities, seriously affecting the construction of administrative legal system and the process of administrative democracy.

6. Pay attention to centralization and lack the necessary sense of decentralization.

7. Pay attention to the experience of governing the country, ignoring the system research and system design.

In terms of administrative thoughts, administrative psychology, administrative ethics, administrative concepts and consciousness, administrative traditions and administrative habits, we should get rid of the adverse influence of traditional culture, retain and carry forward excellent traditions, further improve the level of administrative management, and speed up the construction of a clean, efficient and healthy administrative management system that meets the requirements of socialist modernization.

From the above analysis, we can see that China's traditional culture and management thought have both positive and negative aspects.

Therefore, in the process of establishing a modern enterprise system and management mode with China characteristics, we should not only learn the advantages of western institutionalized management and implement organized and scientific management, but also absorb the essence of China's traditional culture and management thought, and "make the past serve the present and make foreign things serve China".

What needs to be emphasized is that thousands of years of traditional culture and ethics in China are deeply rooted and still affect the values and behavior orientation of Chinese people.

Management without cultural background is unsuccessful management, and copying western modern management theory will be greatly discounted because of the psychological conflict of Chinese people.

However, the traditional family management in China may play a positive role in the start-up period, but when the enterprise reaches a certain scale, it will definitely become an obstacle to the further development of the enterprise, which is also the reason for the slow growth (state-owned enterprises) and short life span (private enterprises) of enterprises in China.

Therefore, facing the competition from foreign big enterprises after China's entry into WTO, China enterprises will face the crisis of survival or even elimination if they can't grow rapidly and integrate organically.

It is a wise choice to transform and innovate the family management mode, make it jump out of the framework of "familism", absorb the scientific thought of modern western enterprise institutionalized management, and carry out institutional innovation and management innovation of China enterprises.

References: ellipsis

An analysis of the traditional cultural roots of China's peaceful development strategy —— From the perspective of Confucian ethics of state relations

Wang Yi

China's peaceful development strategy is closely related to China's excellent traditional culture, especially the Confucian ethics of state relations. As one of the oldest and greatest cultural heritages in the world, Confucianism contains the theoretical essence of inclusiveness, seeking common ground while reserving differences, and being harmonious but different. Historically, it has played a great role in the formation of harmonious families in China. Today, China's traditional culture is going to the world day by day, which shows its outstanding importance under the background of China's peaceful development. Excavating the traditional cultural roots of China's peaceful development strategy is not only the need to carry forward China's excellent traditional culture, but also the need to further enrich and improve the peaceful development strategy, which has important theoretical and practical value.

://wanfang data/periodicals/periodicals. Article/gzsfdxb-shkx/gzsf2006/0602/060203.