中国企业在进军国际市场之前，有自己的问题需要解决。直到1990年早期，这个国家有很多国有企业。中央管理部门对工人政策作出了规定。发现国家的中央管理控制着公司(Hout， & Michael 2014)。然而，随着中国经济自由化的出现，这种情况发生了变化。许多规则已经改变。但是，个别公司的自治问题仍然在公司中普遍存在。在西方企业，有很多空间提供给员工合作。在个体管理系统中仍然存在高度自治(Thomas et al.， 2012)。中国企业有必要制定与国际时代类似的工人政策(Hout， & Michael 2014)。这里有一个文化因素，工人被认为是等级变化的一部分。完全偏离新的实践是不可能有效的。但是管理层应该发展团队关系，以提高员工的生产力和创新能力。另一个对中国的普遍抱怨是，在这个国家发生了很多逆向工程(Miner, 2015)。中国企业的创新将会增加。这些措施将随后增加产量。另一个问题是员工在当今时代变得更加个人主义。他们希望更多地参与到政策合作中来。具有创业能力的员工，由于公司的自主性较高，容易跳槽到其他公司或成立自己的公司。这导致了员工的高流动率。中国企业的员工流动率最高。为了避免这种流动率，有必要了解新时期的员工。他们不只是喜欢服从命令，而是喜欢工作，因为一个团队将获得更高的生产力。
北京ECCO需要完善员工协作的实用性体系。应该有更多的度量标准，允许员工表达他们的观点和想法。这可以发展成为物流管理中更具创新性的战略。
Chinese enterprises have their own issues to address before they foray into international markets. Up until the early 1990 there were a lot of state owned enterprises in the country. The central management regarding the worker policy dictated policies. It was found that central management of the country controlled the company (Hout, & Michael 2014). However this has changed with emergence of Liberalization in Chinese economy. Many of the rules have been changed. But the issue of autonomy of the individual companies still is prevalent in the company. In western enterprises there is a lot of space provided for the employees to collaborate. There is a still a high autonomy in individual management systems (Thomas et al., 2012). There is a need in the companies in China to make worker policies similar to that of the worker policies in the International era (Hout, & Michael 2014). There is a cultural factor where the workers are considered to be part of a hierarchical change. By completely deviating to the new practices it is not possible for it to be effective. But the management should develop team liaisons in order to increase worker productivity and innovation. Another common complaint with China is that there is a lot of reverse engineering that has taken place in the State (Miner, 2015). Innovation will increase in Chinese companies. These will subsequently increase production. Another issue is that employee is becoming more individualistic in the current era. They want to be more included in the collaboration of polices. Employee with entrepreneurial capacity is found to move towards other companies or form their own companies owing to the higher level of autonomy of the companies. This has led to high turnover by employees. Chinese enterprises record the highest levels of turnovers. In order to avoid this turnover rate there is a need to understand the employees in the new era. They do not simply like to follow orders but rather working, as a team will fetch more productivity.
Beijing ECCO needs to improve the system for practical for employee collaboration. There should be more metrics in place where employee are basically allowed to express their views and ideas. This can develop into more innovative strategies in logistical management.