Do you think that a rapidly developing country such as China is ready, or prepared for, training LMs in general terms? What evidence or arguments would you use to support your case here?

Reflecting on the case findings above, to what extent do you think Chinese LMs rate HR as a ‘strategic partner’?

Do you think that Chinese LMs in the case above engage in either social face or conflict avoidance?

If you have responsibility as a senior manager for some subordinate Line Managers (LMs) in a small to medium-sized enterprise (SME) such as NSG, where you knew there was either a very small or non-existent HR function, how would you advise, guide and support such LMs on a practical level in HRM?

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