Introduction

A survey conducted by Sara Cheung between 1994 and 1996 provides the impetus for discussion of the similarities and differences between two 'overseas Chinese' regions in terms of business and human resource management strategy. Conflict pervades organizational life and is very much a part of fast-changing China. Although the attraction of avoiding conflict is strong, constructively discussed conflict is needed to solve problems and create unity even in China. The power of cooperative conflict is much greater when people throughout the organization recognize that they can use it to resolve frustrations and promote productivity. Harmony in China should not be considered literally. Indeed, the desire for genuine harmony promotes the open discussion of differences so that cooperative goals can be developed and frustrations resolved. Chinese values on groups and Western ones on individuality can be integrated.