对于普通中国人来说，重要的是要在公司的同行中。他们认为自己在朋友之间表现良好。他们重视发展人际关系。美国经理人如果想和中国工人一起工作，就应该把重点放在与人民建立个人关系上。中国的管理者应该根据他们的最终结果或生产力来衡量美国的工人。中国和美国的管理者都应该基于文化范式来认识其他文化和设计业务活动。他们应该参与依赖于文化的参与式交易（Sanders，2014）。在工作环境中应该有基本的同情和尊重。在很多情况下，美国的管理者犯了一个错误，就是不花时间与员工发展人际关系。这会影响团队的凝聚力和团队的友好性（Sanders，2014）。这会影响生产率（Wang et al。，2015）。因此，美国经理应该花时间去了解中国同行。中国管理者应该尊重个人主义，如果他们希望团队和蔼可亲，就应该为美国工人提供更多的自主权。
For an average Chinese people, it is important to be within the peer group of the company. They consider themselves to perform well when they are among friends. They give importance to developing the interpersonal relationship. The American managers if they want to work with the Chinese workers should focus on building personal relationship with the people. The Chinese managers should gauge the American workers based on their end result or productivity. The Chinese and the American managers should each be aware of the other culture and design business operations based on the cultural paradigms. They should engage in a participatory deal making that is dependent on the cultures (Sanders, 2014). There should be basic empathy and respect given to each other in the work environment. In many cases the American managers make the mistake of not spending time to develop interpersonal relationship with the employees. This impacts in the cohesiveness of operations and the amiability in the team (Sanders, 2014). This affects the productivity (Wang et al., 2015). Hence the American manager should spend time to understand their Chinese counterparts. Chinese managers should respect the individualism and provide more autonomy for the American workers if they want team amiability.