Kaizen Is An Intricate Part Of Japanese Company Culture Since Post Wwii

Communication: Leaders and executive must gain employee trust and confidence and communicate the execution strategy and share the expected results.

Collectivism is doing something not just for yourself but for the good of everyone involved. It has nothing to do with the individual and everything to do with the overall group’s success. This is what the Japanese value highly. They always reinforce this throughout the movie about how they will do whatever it takes for the company to do good. One of many examples of this is when the Japanese show up to play the softball game. Before the game starts you see the Japanese team working together and participating in a team warm up. The Americans make fun of this and think of it as something that makes them weaker. When the game starts you are able to see exactly how this hurts the Americans. The Japanese play a “small ball” game and worry about getting runners on base and relying on everyone working together to get runs on the board. The Americans, who are less team oriented, try to do everything themselves and try to hit the ball as far and hard as they can every time they come up to bat.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Systematic implementation of these ideas takes time. In present world, managers are in pressure to achieve short term goals as they will be evaluated on the basis of that. Most industries evaluate their employee’s performance on monthly, quarterly or yearly basis. This is the reason why managers do not concentrate on implementing high commitment management practice. By centralization decision making process many times companies do not provide good platform to its employees for giving their ideas and knowledge. Many companies like General Motors Van Nuys, practice hierarchical control where team members do not have any vote. As managers fails to delegate the authority and responsibility within their team members the concept of high commitment management practice losses its importance and effect. A One-in-Eight Chance is used as it is not advisable to implement any of these practices in isolation. We need to implement ideas as a total package and culture realignment, not as pieces of random improvements. Valuing people as assets will help organizations to be

* Employee training is very important. It will improve skills, improve motivation and generate individual leaders and contributors to the project. Communications should flow effortlessly from amongst peers and other departments or division. This can also be improved through regular meetings updates or lunch and learn activities and make it fun for everyone.

Although, the Japanese business culture involves a more democratic and participative approach to the decision making process by seeking consensus based on who’s allowed at the table. There is a strong seniority system, stresses in rank, and the upper level management is tasked with looking after employees, which influence relationships dynamics. Moreover, the person with the highest status usually speaks first and has more influence. (Deresky, 2014) While in Mexico, the authoritative hierarchical decision making process where lower level employees are not involved and it would be seen as inappropriate. Moreover, the employees have confidence in the credibility of the manager and therefore their decisions. (Commisceo Global, 2017)

organization and inspire, motivate and align their employees to a common goal. They must be sensitive to change management in order to

Employee may affect the performance and at the same time the attitudes of their co-workers in business operation. When business grows, engaging employee is identified as one of the major strategy to help establish initiatives, processes as well as goals to help build positive environment (Cotton, 1993). On the other hand, employee can hesitant to change due to uncertainty. Managers in an organization are supposed to get employee to become much engaged and involved in progressive improvement. Employee involvement entails the way business may improve their performance through dedication and cultivating employee interests.

There are many keys elements with training and development that will improve performance. Training is very important, it provides the opportunity for employees to expand their knowledge. When a new employee is hired they will required to participate in orientation program, which gives employees the job satisfaction and gives them the commitment of being with that organization at the beginning.

Emphasis is on Kaizen group’s employees with a common interest of the process of production for example designers, installation employees and production manager.

At the point when workers are engaged with deciding, they pick up an expert and individual stake in the association and its general achievement. This dedication prompts expanded profitability as workers are effectively taking an interest in different parts of the organization and wish to see their endeavors succeed in general. This is gainful to organization development, as well as at work preparing for specialists. The expansion in duty grows worker ranges of abilities, setting them up for extra obligation later on. Effectively captivating specialists in the basic leadership process builds general organization assurance. Many organizations have an unmistakable detachment of energy amongst administration and laborers; in any case, dynamic

In a Japanese firm they use kaizen, which is continuous improvement; this happens when the employees give suggestions on improving a process or if there is a problem and how to get rid of it. While in American firms they do take suggestions but it is not supported as the top management thinks they know best. In Japanese firm when employees are hired they

221 Baker plans to open a store in Tokyo, Japan by the end of the 2016 fiscal year. By conducting research by utilizing the World Wide Web and an informative interview by Sensei Mako Nozu, we have gathered substantial information about the culture and business practices of Japan. We feel as if our knowledge has equipped us to succeed in this widely misunderstood market. Venture Japan stated that “many foreign countries never do start business in Japan (or enter the market through a distributor) because of the misconception, fueled by those infamous myths of doing business in Japan, that dealing with the Japanese business culture is somehow too risky” (Venture Japan). We are ready to take on this “risk” as many other

There is a high importance in implementing commonly successful training procedures such as audiovisual methods, E-learning portal, and on the job experience. Remember, the main purpose of employee training is to develop the employee's skill which will eventually make the organization more profitable (Ameeq-ul-Ameeq, & Hanif, 2013).

Stereotype and the actual culture of Japanese employees and the success of these companies should be taken into consideration. Research has found that “Japanese employees have unusually strong identification with the company, but not necessarily high job satisfaction or strong commitment to the performance of specific job tasks” (Lincoln & Kalleberg, 1985, p.738). The Japanese workers have longer work hours, low wages and yet have higher loyalty of employees. It is speculated that Japanese Managers have contributed towards the success of the company and held to higher standards to ensure productivity from their employees. Japanese companies will look to and respect the senior workers, which demonstrates respect and appropriate organization behaviors. "As employees turn to their mentors for advice, they make fewer mistakes on the job, cutting losses to the employer" (Tingum, 2016). Overall, there are less satisfied employees than any other countries compared Japan and we need to