【正文】 not miss anything while executing followup service and information collection.All of these made Haier developed from a small collective factory to one of the most powerful Chinese electric appliance brands. American business emphasizes on individual. They pay great attention to the personal development. They bring the petition and chances to employees. Everyone is under huge pressure and face great opportunities with short employment, quick promotion and large pensation difference. Every one tries his best to have best performance. As a result, people’s potentials are brought into a full day. This kind of management is an effective way to use employees’ talent. On the base of this, Haier created a wellknown management method, which is called “OEC” (Overall every control and clear). According to “OEC”, everything should be done and every object should be used well. Everyone’s responsibility is very clear. Each employee know clearly that what he should be done, how much he should do, which standard he should follow and what result he should reach everyday there is a kind of board hung on in the workshop, which used to descript employees’ responsibility and the scores they get by fulfilling these responsibility. Those score is connected with the employee’s salary. This management method not only cuts down waste and loss, but also makes responsibilities and performance clearly.Unfortunately, not many Chinese panies have this kind of management. The long term employment and lacking of petition in Chinese panies make Chinese employees lack enthusiasm for their job. They are satisfied with their work situation and then there is no impetus to work. American panies pay more attention to attract talent people to work with them. They treat every employee equally and offer fair chances for their promotion. They connect employees’ performance with their pensation. Haier has a good performance in this field. For example, the employment and promotion method of Haier is “Do not judge the worth of a horse by merely looking at it. Let horses pete with each other.” Promotion depends on petition. Haier provides chances of promotion for every type of employee. If one is talent, he can be promoted from a technician to a senior engineer. If he thinks he is qualified to be a director, he could apply for the position. Also, if one is not fit to the position and fails to have good performance, he would also be replaced. As for Compensation, it is mainly connected with employee’s capability and position. This is different from that of Chinese enterprises. In most Chinese enterprises, pensation is equal and seldom connects with personal ability and performance. This can not arouse the enthusiasm of employees. However, Haier is an exception. He connected pensation with job performance and market effects. For example, the pensation of staff in Ramp。 service missing rate is lower than one out of one hundred thousand。 the fourth is to learn from our successes and mistakes；the last is to encourage and reward informed risk taking. People in the Intel believe that taking risks is helpful to development. The spirit of teamwork is one aspect of American corporate culture, American people believe that “nobody can be perfect, but a team may be.” In American enterprise, each department should closely cooperate with each other, so does every employee. There are also many programs for teambuilding in American enterprises. In this way, decisions can be made more quickly and correctly. In addition, it is good for munication among employees and other researchers. Employment, promotion and pensationAmerican people are used to changing jobs for better conditions. They are not willing to stay always in the same place and like to take risks for new chances. Resignation and firing are frequently occurred in traditional American businesses. Averagely speaking, a MBA graduate changes three panies during 10 years. Even for executives, the average time for them to stay in one pany is only 4 years.In regard to promotion, on the effect of American social culture, every employee has the fair chance to be promoted. If one is talented and is petent for the job, he can apply for the position. For American people, if one has no significant promotion in three years, that means a failure. And he will feel it unacceptable and change his job.American businesses usually pay high salary to motive their employees. This is an effective way to keep its talented employees. Compensation is mainly connected with employee’s capability and position. There are great differences between the pensation of employees of different levels of positions. Characteristics of Chinese corporate culture Chinese traditional social culture Collectivism In China, Confucium emphasizes on ‘kindheartedness’ and ‘righteousness’. It emphasizes individual’s responsibility to his family and country, and teaches people to think more of future generations instead of self, treat others friendly, and work for longterm interests. Chinese people respect and support their parents and take great care of their children. Some people may save money for their whole lives to leave it to their children. It is different from American who respects selfdependent and selfsupport.For the relationship between group and individual, Chinese culture emphasizes on harmony and unification of group and does not pay attention to individual interest. Group and individual were regarded as paradoxical. It advocates that individual and small group should follow the instructions of superiors, ignoring their own interest. Lack of enterprising spiritChinese people are lacking for the spirit of innovation and taking risks .The old Chinese sayings, such as “Do not travel while your parents are living”, “Going too far is as bad as not going far enough”, are indications of lack of enterprising spirit.“Due to the passive effect of planned economy in China, many Chinese business