I have focused a lot in this blog about successful management and collaboration in multi-generational workforces, and it’s interesting to see how these same issues are affecting businesses worldwide.

Take China as an example. On the surface, one wouldn’t really consider China to be a good candidate for discussing generational work issues given the government’s habits of stifling creativity and free speech (e.g. Google). However, more than half of China’s working population now is Gen Y (a crazy thing to consider when you think about the generational makeup of the U.S. Workforce) and multi-national companies are starting to turn their focus to managing Gen Y in China.

A recent Business Week article entitled “Working with China’s Generation Y”, authors Nandani Lynton and Kirsten Høgh Thøgersen argue that “Although local and foreign organizations in China must learn to manage Gen Ys effectively to remain successful, they are struggling,” and that “urban Chinese Gen Y members are smart and well-educated. While they hold on to many traditional values, they are beginning to challenge the preeminence of hierarchy.”

In urban China, Gen Y is a group of exceptionally talented people. No other generation in Chinese history has received such high-quality education for so many people. Chinese Gen Ys are single children born under China’s one-child policy. According to studies such as those by Posten and Falbo of the Guttmacher Institute, China’s solo children perform significantly better academically than peers with siblings. These single children have grown up in traditional extended families (including four grandparents and two parents), under pressure since kindergarten to pass entrance exams. This means that the child’s educational performance has been a top priority for six adults.

Read the full article here and an article introducing the concept (”Reckoning with Chinese Gen Y”) here.

What is most interesting to consider is how different the priorities of Gen Ys in China are from the much hyped priorities of American Gen Ys. How much does culture influence work ethic, work style and communication? Is this a stronger influence than generation or birth?

For example, our recent research has shown that Gen Ys in many industries are motivated heavily by salary and bonuses, job promotion and additional vacation time. Conversely, Chinese Gen Ys are more motivated by responsibility for the extended family, adherence to the middle way or harmony, and care of relationships. As the article states, “Despite surface appearances, China’s Generation Y is not becoming Western.” (Read more about our recent generational motivation research results here). I will be watching this topic with interest and updating on developing trends from around the world!

Also, on the topic of generations but on a different note, check out this great article on Brazen Careerist (very insightful on Gen Y business communications): “The Only Thing That Matters Is Your Story“