摘要
很多跨国公司的CEO可能根本就意识不到,一样用筷子吃饭的港台经理人和内地经理人有什么差别。由于跨国公司进入中国的路径、内地职业经理阶层的不成熟等诸多原因,跨国公司中国区出现了长达十多年的港台、东南亚与内地职业经理人共生的特殊时期。如今,本土经理人的崛起已经到了一个临界点,越来越多的明暗冲突就是这个特殊历史现象即将发生质变的表征。讨论究竟谁做这个职位更有优势,实际上并不是本文的目的。透过围绕这个人群发生的种种故事,我们看到的是更多值得玩味和深思的东西跨国公司在不断的调整中平衡自身在全球的机构运作,这对中国的公司尤其是那些已经开始迈出国际化步伐的公司来说,也许有着非常实际的借鉴价值;中国最早的职业经理人群是靠跨国公司在华设立机构而培养起来的,中国企业自身也逐渐培养出了自己的一批具有职业经理人素质的人才,职业经理人这个阶层的话语权越来越强势了……
Over a decade ago, transnational corporations came to China one after another. Many professional managers from Hongkong, Taiwan or overseas became pioneers for these transnational corpo- rations to enter Chinese market, because there exist huge differ- ences between overseas and mainland markets and because these people were good at international business and spoke fluent English. When most transnationals decided to set up local offices in China, these people naturally occupied a majority of key positions. According to statistics, among senior managers in these corpora- tions 65% were Hongkong, Taiwan or overseas Chinese, only 3% were local residents of the mainland from 1985 to 1995. However, when these corporations enter a period of rapid growth after a decade development, the momentum of rapid growth represents a powerful strike against these Chinese coming from the outside of the mainland. There emerges a subtle relationship be- tween overseas and mainland Chinese, which is ubiquitous in these transnationals. As a native top manager says, mainland professional managers must collectively show much stronger capabilities than counter- parts from overseas, then they can have opportunities to compete with these overseas Chinese equally. If transnationals cannot solve the problem properly, negative influence may hinder progress of these transnationals.
