hip network is considered the most important to individual. Human instinctual filiality is viewed as one’s personhood, the root of humanity, and the immanent moral order in the universe (The Classic of Filial Piety, chap. 7).
The development of a trans-generational approach in the practice of family therapy in the West is embracing the viewpoints of Eastern wisdom. Modern family therapists are working to develop an understanding of the human network nature and the importance of harmonious human relationships to human health. Family therapists deal with human disorders and problems that have already developed. Their accumulated experience with human problems leads them to share the insight that many human problems have their causal factors in unsolved problematic relationships in the vertical family chain (Boszorenyi-Nagy&Sparks, 1984; Schutzenberger, 1998). On this point, ancient Eastern wisdom and modern Western science are merging. Family therapy entails a profound epistemological shift from thinking about individuals to thinking about relationships (Hoffinan, 1981; Nichols, & Schwartz, 2001).
2.4 The Influence of Culture on Human Resource Management (HRM)
Hofstede (1980) and Schneider (1998) stated that, norms, organizational values and artifacts make up of cultural assumptions frame, and the managers perceive as being consistent with their basic assumptions, and so make influence on the process of human resource management. It is stated that cultural valu英语论文网 【http://www.51lunwen.org】es have influenced on a set of organizational behaviors such as styles of conflict, preferred leadership category, endorsed norms, problem thinking and solving styles and extent of social loafing (Smith, 1998).
Westwood (1992) and Redding (1993) state that regardless of political or commercial institutions, in the society influenced greatly by Chinese Confucian values, and in family, or organization and even the country, the leaders are often seen as the “head”. The “head” must set a personal example of the morality commitment, which requires of his or her subordinate (Bond, 1992). The leaders, as Bond adds, must be helpful, friendly, courteous, and flexible when in dealing with subordinates, which indicates an important aspect of employer-employee relationships. Therefore, the clear superior-subordinate relationship may play in the organizations influenced highly by Confucian values.
What is more, there are five canonical relations focused by Confucian values. And sovereignty-subordinate is one of them. The superior has control over the subordinates and those people in the higher level accomplish their responsibility as “leaders”, and this reflects the ruler-subject relationship perceived by Confucian values. This situation is also because of the Confucius’s belief that the type of leaders often makes influence on the directions of the subordinates. Su, Yang & Hulpke (1998) state the Confucius’s “The great learning” - “Yao and Shun set up their kingdom with benevol
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