(CNN) -- For more than a year, Chris Bayer, a Canadian student, waited tables alongside Chinese migrant workers in a restaurant in Shanghai. While there he received an intimate glimpse of what work life is like for millions in mainland China.
（CNN） - 有一年多的时间，克里斯 - 拜耳，一个加拿大学生，和中国农民工在在上海是一个餐厅里一起等桌子。也就在这里他收获了和中国大陆数以百万计的工人一起工作生活的一个亲密的一瞥。
"Nothing was ever really clear, " said Bayer, who is now back in Canada. "In the West, people state their mind. In China, there was no sharing of ideas. When it came to new processes, no one ever offered any input. There was no teamwork. People were so afraid of doing something wrong."
“没有什么是很清晰的，”拜耳说，他现在已经回到加拿大。“在西方，人们说明自己的想法。在中国，没有任何思想交流。当要进行新的程序，从来没有人提出任何投入。没有团队精神。人们害怕自己做错事。”
Though Bayer's circumstance in China was rare -- a foreigner working alongside migrant workers in local eateries is not common -- his experience in a Chinese workplace is one that experts say is common.
虽然拜耳的情况在中国是罕见的 - 一个外国人和农民工一起在当地的餐馆工作是不常见的 - 但是他在中国的工作场所，专家说是很常见的。
Whether a restaurant or a massive company, businesses in China revolve around perplexing power structures, where innovative thinking is often stymied, partly by an education system that prioritizes rote memorization over creative thinking, and partly because employees are afraid of offering input that might insult the intelligence of their boss.
无论是餐厅还是一个巨大的公司，企业在中国围绕着令人费解的权力结构，创新思维往往是受到阻碍的，部分原因是死记硬背而不是创造性思维的教育体系优先，部分原因是因为员工都怕提供投入而被认为是侮辱他们老板的智慧。
"It is still pretty much a hierarchical culture when it comes to office politics, " said Helen Zhang, author of "Inside the Chinese Mind: A Guide on How Chinese Think" who believes that Chinese workplace culture is deeply rooted in Confucianism, an ancient philosophy centered on obeisance to authority.
“当涉及到办公室政治时，它仍然是一个辈份文化，”海伦张说，“深入中国的心：中国人怎样思考”的作者，他认为，中国的职场文化深深植根于儒家的，一个古老的哲学，中心是对权威的崇拜。
"If you are in line with the boss and present a creative business plan, you can bypass a lot of the bureaucratic stuff, " said Zhang. "On the other hand, if you are not in that line of power, even if you have creative ideas you will not be able to gain access, so in a way that is limiting creativity in all parts of the company because of the hierarchical nature of the organization."
“如果你和老板站在一条线上，并提出了创新的商业计划，你可以绕过很多的官僚的东西，”张说，“另一方面，如果你不是在权力圈里，即使你有创意的想法，你将不能够获得进入的机会，所以因为的层次性的组织结构在某种程度上限制了创造性的方式，在公司的所有部分。”
Regardless of whether or not the Confucian tradition continues to impinge China's ability to transition its economy to one based on innovation rather than manufacturing, office culture in the country is changing. More multi-national companies have established branches in the country and tech-savvy young Chinese are exposed to international norms via the internet.
无论是否在儒家传统继续冲击中国经济转型的基础上创新能力，而不是生产，国家的办公文化的正在发生变化。很多国家的公司已在全国建立了分支机构和技术娴熟的年轻的中国人通过互联网也接触到了国际规范。
Most who work in fields related to management studies in China say that offices are becoming more democratized with traditional power structures fading away where employees are equals and ideas can be shared and criticized openly.
大多数在中国管理研究的相关领域工作的人说，办事处与传统的权力结构渐行渐远，员工可以共享想法，变得更加民主化，接受公开的批评。
"It is difficult to tell how fast it is evolving, " Han Jian, an associate professor of management at the China Europe International Business School in Shanghai, said. "We need to first define with what group of employees."
“很难说如何快速发展，”上海中国中欧国际工商学院的管理学的副教授，韩健说。“我们需要首先定义什么样的员工。”
The group of employees who appear to be the most influential are those born in the 1980s and 1990s. According to Han members of China's " Generation Y" are less loyal to their employers, are seeking jobs that are fulfilling and are seeking to become a part of something bigger and more meaningful.
最有影响力的员工是在20世纪80年代和90年代出生的人。汉族成员，中国的“Y一代”不是那么忠于他们的雇主，他们正在寻求履行的工作，并正在寻求成为更大和更有意义的东西的一部分。
"Not only the white collar workers, even blue collar workers, they are expecting more fair status, more learning opportunities. They want their supervisors to be more advisors rather than just a boss, " Han said.
“不仅白领，甚至是蓝领工人，他们期待更公平的地位，更多的学习机会，他们希望自己的上司是更多的顾问，而不仅仅是一个老板，”汉说。
"Performance evaluation has been over-focused on growth, an emphasis on the results and the numbers instead of the process, " she said.
“绩效评估过于集中在增长，结果和数字是重点，而不是过程，”她说。
"As a result, people have been treated as human resources, which is not a very good term to refer to people. If you focus too much on growth, you ignore the relationship side of the team, the softer side of people. Many companies are trying to adjust to this problem."
“其结果是，人被视为人力资源，这不是一个很好的指人的词，如果你过于注重增长，你忽略了的团队的人际关系，人的温柔的一面，许多公司试图调整这个问题。“
Adjusting to this problem means finding leaders who break from the status quo and can foster a new culture of "empowerment and trust-based management, " said Elisa Mallis, an executive coach at Management Development Services Ltd. in Beijing.
调整这个问题意味着寻找领袖来突破的现状，培育新的“赋予权力和信任为基础的管理文化”。北京管理开发服务有限公司执行教练Elisa malls说。
"The older managers, the command-and-control style management, that was in the past, " she said. "Organizations are looking for creativity and innovative thinking, and these younger employees are thirsty to be providing that. The trick is how to have a culture to unlock that creativity. There is a catching up that needs to be done. Catching up is a possibility, but we can't expect it to happen overnight."
“老经理，命令和控制式的管理，已经过去了，”她说。“组织正在寻找的有创造力和创新的思维，这些年轻的员工正渴望提供它。诀窍就是如何用一种文化将创意释放出来。这就需要赶上需要做的事情。赶超是一种可能性，但我们不能指望它是一朝一夕的事。”
In Zhongguancun, a technology hub in Beijing, it does seem that change has happened almost overnight. Only a couple of years ago, debates especially among foreign executives and investors working there complained of the dearth of innovation and lack of skilled entrepreneurs in China. Now there are more start-ups than ever, with some growing into major companies with operations overseas.
在中关村，北京的技术中心，它看起来几乎是在一夜之间发生变化。只有一对夫妇在几年前就提出，尤其是在那里工作的外籍高管和投资者抱怨缺乏创新，在中国缺乏熟练的企业家。现在比以往任何时候有更多的初创公司，和一些日益经营海外业务的大公司。
A number of these new businesses as well as big Chinese internet companies, like Baidu, China's top search engine, say they have been directly influenced by the open, collaborative work environments pioneered by the likes of Google and Yahoo.
这些新公司以及许多大的中国互联网公司，如中国最大的搜索引擎，百度，说，他们已经受到开放，协作的工作环境的开创者像谷歌和雅虎的直接影响。
Yet while the two U.S. tech giants have had a major affect on IT companies in China, they have suffered their own well-publicized failures in the country because of what many have said was an inability to adjust to local cultural norms both in business and in office politics.
然而，两个美国科技巨头对中国的IT公司都产生了重大的影响，同时，他们也遭受了他们自己广为宣传的优点的诟病，因为许多人说他们是无法适应当地的商业和办公室政治的文化规范。
"We did learn a lot from Silicon Valley companies, " Mike Li, senior director of business development for Happy Elements, a Chinese social gaming company that has grown from six employees to more than 500 and operates internationally.
“我们确实从自硅谷的公司学到了很多，”快乐元素的高级业务发展总监迈克·李，一个中国的社交游戏公司，从6名员工已经成长到500多个，而且经营国际业务。
"The management style changed and had to change. Now we need to respect every single employee because they are aware they are the top talent in the industry."
“管理风格改变了，而且是必须改变。现在，我们需要尊重每一个员工，因为他们知道他们是行业内的顶尖人才。”
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