Culture has an non-negligible impact on the success of international business. It has been commonly acknowledged that culture greatly influence people’s thinking as well as their behaviors. The management of leading global organization must take local culture and historical culture into consideration before reaching a business strategy. While, different culture has its own conception and perspective on effective leadership, thus the prototypes of leadership are expected to shape the diverse culture groups naturally. 2.01 Hofstede’s Outline to Analyze Culture between China and IndiaThe Hofstede’s cultural dimension helps to identify the types of culture attributes through power distance, individualism, masculinity versus femininity, uncertainty avoidance, long term against short term orientation and indulgence. Figure 3 shows the culture attributes comparison between China and India; the table interpret the culture different in details based on the six cultural dimensions. By understanding these cultural dimensions can help us to understand the difference of global leadership style as well.2.02 Chinese Leadership Versus Indian LeadershipBased on Hosftede findings, we can observe that the major cultural differences between China and India are on Individualism and Long-term orientation however there are not much difference in terms of the scores for the rest of the dimensions.For example, Jack Ma, the Chinese internet and technology entrepreneur who set up Alibaba and Alibaba was public listed on 18 September 2014 after 15 years development. The company awarded its employees with a fancy stock compensation, especially for those who followed him and sacrifice their lifetime for working at Alibaba and grow with the organization. Alibaba treats their employees as extended family members and he appreciates his employees’ contribution and efforts. The compensation isn’t about money but it is a kind of way to recognize the trust and long-term relationship with its employees. On the other hand, Indian leaders tend to take care of the co-workers who are in the same ethnicity and race only, in facts this can be observed easily in companies with leaders who are Indian from India. This has also became a very common issue in Singapore be it in SME or MNC, once the company employed an Indian for high post, thereafter the company will slowly have more and more Indian workers, as times goes by the workers who are from different ethnicity or race can no longer be seen in the said company. Besides that, in Wilmar most of the Indian employees are allocated in Risk Management department because they’re more concern on past scenario and short-term development. As risk management require someone to examine the present situation base on past experiences so it’s indeed a very suitable job for India employees2.03 Discussion:Nowadays the leadership style might change and the gap of difference may become smaller because of the competitiveness in international trading, everyone is trying to adjust their difference in order to adapt to the business trading environment globally. But, the culture framework are embedded in country’s culture deeply, you might not understand the culture well unless you’re born and raised locally. Lack of understanding on these cultural dimensions can break the relationship which you’re trying to build with the country. So, well understand the cultural difference can help to expand your business easily and achieve strategy goal effectively.