Ishwor khanal 15/11/2013
It is widely believed that work is an important way to define a person. Having
a job is not only a matter of earning money; it tells the status of people in
the society also. Moreover, it may seem that, due to certain factors; for
example, values, attitudes, styles, and timetables, work cultures differ from
nation to nation. This essay will attempt to compare and contrast the work
culture of Nepalese and Chinese workers in terms of workload, selection
criteria and retirement.
One obvious difference is the average workload. The first point of disparity
is the time that workers spend in their workplace. Chinese workers work fewer
times (Eight hours) than their Nepalese counterparts (Ten hours). In spite of
International Labour Organization specification (Eight hours of work), Nepalese
employees are working more than eight hours in a day because of high work
pressure from employers. Another difference is that Chinese workers have two
times more rest than Nepalese personnel do in a week. Chinese employees get two
days off in a week, whereas their Nepalese counterparts receive only one day.
Similarly, both Chinese and Nepalese workers have holidays, but Nepalese
workers have fewer holidays. Chinese workers receive 30 days holidays during a
year, while Nepalese employees get only 18 days, difference of twelve days.
Despite the above differences, both Chinese and Nepalese workers want to work
overtime because regular salary is not much sufficient to maintain their daily
life. In short, Chinese employees work less than their Nepalese counterparts do.
Besides work load, another point of difference is selection criteria.
There are different factors, which play an important role on selection such as
age, gender and entry qualification into the job market. Firstly, the minimum working
age is eighteen for both Nepalese and Chinese. Unlike Chinese workers, their
Nepalese counterparts have the maximum age, which thirty five years for males
and forty years for females. The reason behind this is that there is a policy
ensuring to twenty years in the work place before retirement age (sixty years
old). Secondly, gender plays an important role in entering the job market.
Chinese males have a preference during selection; in contrast, Nepalese females
receive priority. Chinese employers believe that male workers perform more
efficiently than female workers do. The Nepalese employment laws enforce
Nepalese employers to give importance to female job seekers. Lastly, qualification
of workers is the considerable ingredient to enter government job. There are no
restrictions for labouring work, yet there is a certain rule for official jobs.
According to the Nepalese labour law, Nepalese employees must have at least the
school leaving certificate to enter Civil services.
Moreover, Chinese University degree holders may easily find the jobs. Unlike
Nepalese workers, there is not any hard and fast rule of qualification for
Chinese employees to enter the government job. In brief, selection criteria in
both countries revolve around laws and employers.
The last significant disparity of the work culture in between China and
Nepal is retirement. There are mainly two differences between
Nepalese and Chinese workers: age of retirement, post retirement life.
Regarding the retirement age, it is compulsory for Nepalese job holders leave
their work when they are sixty years old. There is a little difference in age
of retirement between Nepalese and Chinese workers because the age of retirement
of Chinese workers is sixty five for male and fifty five for female. The reason
behind this type variance between genders is the belief that males are stronger
than females. In addition, there is the significant difference between retired
life of Chinese and Nepalese workers. Some retired workers in china return back
to their workforce and some engage to look after their grand kids; in contrast,
the most of the Nepalese retired employees involve in social service. The
reason behind this is that Nepalese aged employees receive enough social
welfare money; however, Chinese retired workers get very little pension. To
conclude, the life of Nepalese retired workers seems more secure than their
Chinese counterparts.
To summarize, it is found that the work culture of Chinese and Nepalese
workers is similarities in minimum working age and gender discrimination in the
selection process; whereas, there are differences in time spent on work place,
holidays, and retirement age. Similarly, Nepalese workers work longer time than
Chinese employees do. In addition, Nepalese workers have sufficient social
welfare fund for retired life, yet their Chinese counterparts receive very
little pension. In addition, the selection process of workers falls under the
laws and employers in both countries. Therefore, it can be said that there is
quite difference on attitude of work between Chinese and Nepalese workers, but
an interesting similarity is that both countries workers have gender
discrimination while they are either in selection process or in retirement age.
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