来自中国的员工已经成功地适应了西方文化，理解了他们的操作流程。然而，公司和员工之间的程序仍然存在细微的差异(Littrell, 2007)。据估计，这些公司可以利用这项研究来制定他们的最佳实践方法。本分析将考虑加入英国科技公司的初级中国工人。根据统计数据，我们发现中国人主要从事信息技术行业。因此，这将是分析的主要重点(Chung, 2016)。根据统计数据，在信息技术领域工作的华裔人数较多(Chung, 2016)。由于这个原因，这个部门的人员将集中在这项分析中。国际化公司的管理者试图将注意力集中在与工作相关的无形资产上，这些无形资产体现在他们所有的运营程序中(Edwards和Kuruvilla, 2005)。这是为了防止员工缺乏动力或离职。这是一个复杂的过程，需要对人民有深刻的理解。
然后，公司尝试使用马斯洛员工激励理论(Brown and Capozza, 2016)等理论。在这一理论中，人们被认为是金字塔结构，员工的不同形式的需求有七个层次(Edwards和Kuruvilla, 2005)。马斯洛层次理论认为，一般人需要基本的生理需求、安全需求、归属感、自尊需求、自我实现和超越状态(Brown and Capozza, 2016)。这一理论假定，一般人都有同样的需要，因此这可以作为理解人性的一个总体目的。它不能用来解释组织的个人需要。马斯洛理论没有考虑文化因素(Brown and Capozza, 2016)。管理者不能假设所有人都是一样的。他们应该有一种文化管理理论和一种组织文化，能够处理每种文化的细微差别。这就导致了文化模型理论的出现。
The employees from China have managed to adapt themselves to the western culture and understand their operational procedures. However, there are still nuanced differences between the procedures of the companies and the employee (Littrell, 2007). It is estimated that the companies can use this research to formulate their best practices approach. Entry level Chinese worker joining the British technology company will be considered in this analysis. According to Statistical data, it is found that the Chinese people are primarily employed in the information and technology sectors. Hence, this will be the primary focus of the analysis (Chung, 2016). According to the statistical data, there is high numbers of Chinese origin people working in the information technology sector (Chung, 2016). Owing to this, the people in this sector will be focused in this analysis. Mangers in the internationalized companies such try to focus on the intangibles associated with the job in all of their operational procedures (Edwards and Kuruvilla, 2005). This is to prevent lack of motivation or turnover of the employees. It is a complex process that requires great understanding of the people.
The companies then tried to use theories such as Maslow theory of motivation of the employees (Brown and Capozza, 2016). In this theory, the people were considered to be pyramidal in structure and there were seven layers to the different forms of needs of the employees (Edwards and Kuruvilla, 2005). Maslow hierarchal theory states that the people in general want basic physiological needs, safety needs, and a sense of belonging, esteem needs, self-actualization and the transcendence state (Brown and Capozza, 2016). This theory assumes that the people in general have the same needs owing to which this can be used as an overall purpose to understand human nature. It cannot be used to decipher the individual needs of the organization. The factor of culture is not considered in this Maslow theory (Brown and Capozza, 2016). The managers cannot make the assumptions that all the people are the same. They should have a culture management theory and an organizational culture that would address the nuances of each culture. This leads to the emergence of culture model theories.