Connecting cultures – is that possible? „Human Central“ Harmonising a country’s culture, e.g. in Asia, and the company’s own culture from Germany with understanding and knowledge – Eric Voigt diplomas the strengths and weaknesses in a targeted way – people and companies find each other.
High art of jumping over one’s own shadow. Europeans/Germans in particular are shaped by their decades of liberal Christian upbringing. Live a tolerant emancipated culture – privately as well as in business. Regulate according to politically correct compliance. Quotas are set in almost all areas – of course according to German and European standards. If the company wants to expand, people and their cultures meet in the desired countries.
Example: Application – Questions for the applicant in Asia
Let’s start from our own point of view – we grew up in Germany. We experience Asia as a holiday destination and the people living there as friendly and accommodating. This is a „two/three or four week holiday experience“. Relaxing and from an „explorer’s perspective“. We travel enthusiastically to our own homeland and remember it fondly.
Business is contrary to this – the company and its management strives for turnover. Expansion and profits. This requires employees – who can work together. People on the ground and seconded experts from home. How do managers from Germany cope with the customs in the „expansion country“ of Asia? The smile of a future Asian employee „feels“ to have dozens of meanings.
A smile means so many things – polite, questioning smile, personally attacked smile, incomprehensible evasive smile and „last but not least“ you are an „idiot smile“.
And now imagine a job interview. Questions that are a „no-go“ in Germany are asked every day in Hong Kong. They ask about the family. Applicants are happy to provide information in order to shine as a future „good“ family employee.
For example, „children’s questions“ are OK in Asia – children’s questions in Germany are at the very back of an application. There are even compliance regulations that specify questions.
Questions about parents – talking about your father and mother earns you brownie points in Asia – if you are good to your parents, you can get the job. Take care of your parents and you are worthy of the job. In Germany, parents get pension – usually live their own life. Without supporting the children.
„Human Central“ – The management and their entourage
Personification/people in Asia are the heart of the company – hierarchical structures – a ruler of a company must have reached a certain age. So the employees follow – gladly pay respect to him for the professional and life experience. The team is formed, ordered and subordinated.
We imagine it a little differently in Europe – in the start-up generation, as well as in traditional decades-old companies. Real age“ is even a hindrance in some industries.
Young „guy“ develops an internet application and things take off. Traffic and users explode. Now a team has to be built. For example, „financiers“ are needed. Experienced „older team members“ with their own established/maintained networks including experience are needed. This creates a synergy that replaces the older hierarchical board.
Let’s get back to the point – „Human Central“
For this sensitive set-up and corporate challenge, Eric Voigt is sent ahead to Asia. Bring all the above components into play.
Eric Voigt – Philosophy
- Corporate culture – Head office in the country of establishment
- Country culture of the branch office
- Corporate culture of the branch office
The result is an intersection – if necessary with changes in the corporate culture.
Marketing – Design – Corporate Identity/Design „Human Central
Employees who recognise, research, analyse and transform these cultural differences.
When the investor places himself and sets up his own company in the country of his choice, the „boss“ is followed – that is the mentality. It is not fundamentally contradicted and contrarily declared that it cannot work. Wrong product names, colours and shapes. People like to drive unconsciously against the wall. Employees do not dare.
„Human Central“ – friendships are planned into the work schedule
If the employee’s friends work elsewhere, e.g. in a different place, then it can even lead to a resignation on the part of the employee. With caution and a lot of emotional approach, employees in Asia can be won over. Eric Voigt brings in his experience, what he has experienced and „Human Central“.
As a concierge and networker, I was able to learn a lot during the development. I look forward to seeing you together one day.
Cover: Collage and pictures by LegalConcierge Michail Kantor, was in Bangkok directly.
Pictures Singapore: My dear friend Danny, Exclusive Personal Shopping KaDeWe