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Japanese corporate organization and culture ? I work on the end of the century when the foreign-funded enterprises in Shenzhen had several Japanese employees working in a department for many years with the same time, because of long-term business relationship between the supplier to Dongguan, a Japanese business enterprise connection. Working with the Japanese long-term, the author felt there were some Japanese officers who were completely different with the Chinese characteristics, these characteristics often make the author into a long think. The author sums up the pros and cons of the Japanese staff, the first shortcoming of Japanese staff: Japanese staff is definitely not like most Chinese people think of as full of wisdom, strategic minded, ambitious, everyone carries a set of &quot;Panasonic&quot; management theory. On the contrary, I personally found that the Japanese staff are very mediocre, they lack the temperament wise and generous tolerance, little strategic planning of mind, lack of creativity and imagination. Japanese employees tend to believe that is the specialized research institutes to create things, nothing to do with the author. Japanese staff of the rare romantic temperament and mood of the poet, they lack a sense of humor, machinery rigid, dull, not rich and delicate emotions, praxis, and lack of flexibility of work, a bar to go in the end, even if wrong, and never look back. Japanese employees lack of creativity and thinking jumping only imitate, good at every step, they never passionate and creative when surging. Chinese people will just be with them who think that Japan fresh, but the time spent longer feel depressing, anxious to leave them early. Staff lack of personality in Japan, it is difficult to find Hirano, Gieseking and Morita&#39;s character and ideas between what is the difference. Japanese staff way of thinking, behavior characteristics and personal habits are surprisingly consistent, seems to be poured out from a mold. If you do not look at appearance, the Chinese two or three Japanese is difficult to distinguish. Created due to differences, there is no difference there will be no creativity, and the Japanese staff just is not a group creativity. In addition to the name, age, appearance, and different from the other hard to find out the difference between them. When the Chinese Staff and A touch of Japan after talking to staff, it is difficult to reach out further interest in the Japanese B, or C Japanese, anyway, are the same, each person&#39;s views on everything are exactly the same, always heard repeated the view, it is difficult to think of anything new. Never expect the collision with the Japanese conversation will spark a new idea, they might in him a drink after work when you talk of some purely personal thoughts, but at work is always the same tone. Japan is always there is no competition among the staff, in order to challenge the Japanese agitation A B C Japanese than the Japanese or just be prohibitively difficult. Between the Japanese always have a natural understanding of psychological harmony, will never race each other to maintain the harmony between each other seems more than anything else. The Japanese will never criticize each other, even if the other party will not really wrong to point it out, always wanted to maintain the Harmony. The principles of truth can give up, but harmony must not give up. Japan may be in Parliament lawmakers strongly criticized the opposition party&#39;s political views, but want to make a Japanese company employees on the company&#39;s regular meeting of the truth and principles in order to accuse the other Japanese staff, like a tortoise than the wanted wings into the sky, impossible. Discussions with Japanese colleagues in a related to the specific issue of right and wrong, you never get to hear each other&#39;s attitude in the end the final conclusion is clear what the Japanese will never fighting a plan and only you dumb fans, not to reveal his true idea to. Japanese staff always afraid to admit his personal capacity, not to enjoy personal honor, unwilling to accept the individual award, and will always take the initiative to bring his success to share with others, even other people&#39;s credit is not too far-fetched to spread to other people . Staff generally have a fear of Japan in his early psychological state of individuals, this way, we never dared when others do not understand to create inventions, then the individual talent is suppressed to a minimum. Japanese staff of the slow decision making on any one thing you want to resolve are extremely difficult, as long as a person can not oppose the formation of the final resolution. All things must be a long time to communication and consultation must allow all people are related to action after fully understood. Everything must be in the conference room and solemnly carried out with the show of hands the final decision. As a result, many fleeting market opportunities waiting in long lost. The shortcomings of the Japanese staff to make a general conclusion: 1, generally mediocre, lacking in talent; 2, mechanical rigidity, every step; 3, lack of creativity, suppressing innovation; 4, no competition, blindly and gas; 5, lack of personality, blind obedience to the collective; 6, decision-making slow and indecisive. Japanese staff also has many advantages, the author sums up the following: 1, organizational ability, and consistent; 2, sacrifice, team doctrine; 3, super tough, durable and strong; 4, the work of fanatical, never tired; 5, respected authority, discipline; 6, humility humble, shame that knowledge. In all these advantages, the Japanese staff to the author left the most profound impression that the organization of its superior strength. Japanese superiors to subordinates in the arrangement of work tasks, the details would work orders, completion time, an important step, every step of the specific procedures described in fine detail. Even simple, and it has already done the work many times, supervisors will take the trouble to work entirely clearly. For a Japanese boss, the first arrangement to a subordinate to his work and the layout of the twentieth time spent in the same job the same. Sometimes verbal work orders, but more often is written, and is a computer print out of the &quot;work order book.&quot; The hearts of the Japanese staff have a strong self-esteem, and self-esteem and the &quot;stigma&quot; together. In an interview with the Japanese staff will go all out to complete the work order, if for some reason can not be completed, they would have a strong &quot;sense of shame&quot; will feel very shameful. In such a strong &quot;sense of shame,&quot; dominated by the Japanese staff will produce a war will produce only the desperate spirit to accomplish each task. Fever is a description of the Japanese organization and the best adjective. Japanese staff to accept the task with little to question the mission itself right or wrong, in the minds of the Japanese staff, supervisor&#39;s decision is always right, even really wrong, the responsibility is not the boss, but to themselves because of their work not in place before failure. Japanese staff often result in poor decisions will simply superior responsibility for the loss of work to go Zan themselves. Japanese staff have a kind of blind obedience to authority obedience, the Japanese staff always give the command as his duty, regardless of the outcome of a matter, are superior policy dictates, he is always a willing enforcer role. Japanese staff always put himself in a subordinate position, always put themselves in the lower levels than the superior position, always with the humility to treat every decision to their superiors. Each state of mind of a Japanese staff are the positions correspond exactly to their own, if he&#39;s a change in their jobs, their frame of mind will always present themselves in this position, absolutely no one in Japan has Zongjing Li Zhang Zhi Zao class mentality, Huo 1 the hearts of Japanese accountants positioned itself as a financial controller. The lack of promotion in their job, while she herself never mind a &quot;level up&quot;, everyone&#39;s mind with their corresponding actual duties. Japanese to see the sacred task and treasure, as if suffering from a &quot;work worship disorder.&quot; In the Japanese view, the task completion is the most important things in life, can give up anything, except work can not let go. If the Japanese strategy in the absence of Ming-style grand macro-wide big talent, then, is entirely at the micro-details like a rigorous practical Luban, a trace of the spirit are not exorbitant. The Japanese have a persistent pursuit of the details, and even a &quot;perfectionist detail.&quot; Japanese in the implementation of a task, we must put all the links, all the steps, all the details are all carefully consider and implement all the solution, even surviving a trace of doubt will not let its clearance, this &quot;perfect the details of ism &quot;often achieve a degree of obsessed. It is strange that Japanese companies do not have a lot of Chinese enterprises to spend the effort to build the &quot;organization and management system&quot;, that is, the formulation of objectives, work item tracking and feedback mechanism, the progress of inspection work, working conditions and individual completion of the project complete performance management system linked to wages. In fact, careful analysis can know the reason, only the weak force in the organization of enterprises, would be to establish &quot;organizational power management system&quot;, and in an organization on the already strong business, the &quot;organization and management system &quot;will be a redundant thing. Is like a country without crime, the police have become redundant. Japanese staff have a natural &quot;implementation of the mad&quot;, and this is a kind of national blood gene, containing an inherent nature in the bone marrow, did not need training, has never changed. Spiritual world of the few Japanese staff personal will and liberal, always prepared to enforce the will of the team and authority. Whether any work, as long as the head about the last time, they will, year after year, day after day, repeat, never interrupted. Japanese staff of the spiritual world that Chinese people are not &quot;dual world&quot; (that is, heart is a set of model standards, behavior is another set of standard mode). Japanese staff of the spiritual world is always a &quot;single world&quot;, that is, the standard heart model and behavior of the complete reunification of the standard model. The Japanese have a curious obstinacy of work and commitment, strong subjective bias, target as soon as it can not change, never beaten back. This character of a lot of impossible things a reality. Japanese Work Act against &quot;progressive&quot; in one go, in the first operation took all the things to do sophisticated and extreme. Japanese fanatic, radical, stubborn, extreme, mostly Japanese, 100% absolute perfectionist, and against the &quot;golden mean&quot;, so much work to do a non-extreme will never rest until the mettle. &quot;Japanese Work Act&quot; and we have used the &quot;Chinese Progressive Law&quot; diametrically opposed, it is altogether decisive, clean thoroughly, not dragging its feet, must bring the outside world transformed into his mind that the standard pre-set, not allowed 0.001% of the deviation, not reached to never let go. Japanese staff on the company system for the, process standards, test, Work Instructions with one kind of world, national Mei You Yi Ban on strict implementation of Tai Du, near Ji Xie, never cut corners, never play the petty never omit any steps, never tampered requirements and standards is a completely 101% of the organization on. 101% of 100% is the full implementation of rules and standards of action, and 1% after the implementation of reflection from the author moves to check whether they really do 100%, if not completely done, you have to make up classes first, until all 100% up. This is 101% of the organization on. To each new enterprise, the company will arrange for specialized training, will tell everything to do with new procedures and the application of the criteria. Each staff member in the first day recruits are taught the company a thought: first, the implementation of the second, implementation, and thirdly,. In Japanese companies, all operations have been shaped into a constant pattern, all Japanese companies to standardize, formatted, step, standardization, procedures, and routines of the company management does not exist in dead ends or management vacuum, room for individual play very small. All staff into the business after the first thing is to have these procedures and standards, and then, as long as strict accordance with the implementation of these procedures and standards, strict step by step to fully competent. In the new model before being formally adopted, regardless of the original model there is little disadvantage must be strictly enforced. In Japanese companies, innovation is not important, if there is too much to create a staff of talent, but let their bosses worry, because innovation means reform situation, the reform means that no part of the current set has become a model part of the management system. Japanese staff first and foremost job is to simply repeat the procedures and rules, and implement supervisor&#39;s instructions, any one of the Japanese staff are able to understand the procedures and rules, in the case of supervisors only to say again, in strict accordance with the procedures and rules on Requests the Executive, a few years, ten years, decades in accordance with standard operating requirements to the same thing repeatedly to seriously implement in the end, and never bored. Staff in Japan seems to repeat over many years in strict accordance with standard rules and procedures is a maximum of pleasure in life. Give an example: Japanese companies in general, wearing the same clothes to work is a constant uniform requirements, any person entering any one time when Japanese companies will find both general staff, department manager, general manager and chairman of the board, each individuals are strictly enforced requirement to wear overalls to work in this company will never breach. Then could not find the second world countries like the Japanese company employees to staff up and down the same way, clean uniform to wear overalls to work. Such a true story: One day in 2007, Longgang District, Shenzhen, a manufacturer of electronic components, chairman of Japanese travel companies to fly back from Beijing, Shenzhen, after completion, the company sent a car to the airport to pick him up, when the drive to the company gate, security guard on duty on the chairman said, &quot;Chairman Sir, you wearing overalls, according to company systems and regulations, do not wear clothes of the staff shall enter the company.&quot; Drivers, security guards on duty said, &quot;chairman of the board just off the plane.&quot; Security guard told the driver, &quot;the company said the system does not provide the plane&#39;s staff just can not wear clothes.&quot; So, Chairman of the driver immediately drove to the 3 km to outside management company in Japan dormitory, dormitory after working clothes then drove back to the company. The next day, the security guard was promoted to deputy chief of the RUC, the wage level for promotion. How, chairman of several Chinese companies will be wearing clothes to work? There are several security guards did not dare to wear a uniform, chairman of blocking access to the factory? Japanese companies have a staff of dedicated loyalty to the company, in my heart to see a very sacred enterprise, precisely because of this almost religious-like emotions, making the Japanese staff have a highly organized force. This loyalty comes from the period of the Tokugawa shogunate samurai loyalty to his master, this psychological gene continued until today, but into the loyalty of employees of enterprises. Japanese enterprises have a cult of cultural authority, a newly appointed young head, as long as the company formally appointed after his older each instruction will be the implementation of 100% senior subordinates will not be because of their young and inexperienced Erzao to the senior subordinate contempt. When managers require employees to the implementation of a requirement or an action, the Japanese will be unconditional implementation, even if the managers are not employees like. Japanese staff that managers on behalf of the organization is higher, must strictly implement the order, without conditions. Japan accused the staff of the boss has never refused, always unconditional acceptance. Authority of the worship culture originated in Japan, a social and cultural psychology, the Japanese always inseparable from the authority, often to create the authority. If the number of Japanese tourists each other strange encounter in a foreign country, the voluntary formation of a travel team, a few hours later, there will be a leader in automatic, and all would agree to obey the leaders of various orders. Zhao Zilong staff are mostly Japanese-style implementation of the type character, Liang-style planning co-ordination little talent, and the Japanese most simple-minded, to the boss&#39;s directive to implement promptly and without hesitation, that implementation is often simply the implementation, do not ask cause. Japanese staff have an action supremacy, for them, do not for what purpose and the means adopted to implement an end in itself. Japanese staff has a heart deep in the implementation of the fanatical spirit of the task, there is a &quot;A Letter,&quot; like the dedication and forget the author. Japanese staff to complete a task, the never Xunzhao able to fulfill the tasks of the reason, as long as they accepted the task, they will find ways to achieve the objective, never said, &quot;conditions are not ripe, the lack of support, lack of manpower, equipment less than &quot;words like absolve responsibility. As long as the work of the task can be completed, the Japanese staff will have a strong inner sense of self-blame can never forgive myself. As long as the unfinished task, whether subjective or objective reasons, the Japanese staff in terms of them altogether is their fault. Japanese staff to &quot;cause economic losses to the enterprise&quot; as a insult, the Japanese media often have a corporate staff who have significant responsibility for corporate ritual suicide or jumping accident reports, committed a serious fault in the hearts of the Japanese there is always a mistake to compensate the strong desire of life. Japanese staff encounter in their work requires coordination of many departments to solve the problem, city to take &quot;private solution&quot; approach, that is, two or more of the same level of private sector consultation, rather than go to my boss to solve the problem, not require supervisors to decide whether this matter should be completed by the A or the B sector departments to complete. Coordination will be more than 90% in the boss without the knowledge of a satisfactory solution, only 10% of the issues to submit to the General Manager to resolve. Japan, the largest staff in common is not to be troublesome for others. In this way, high efficiency and organizational capacity. Japanese staff often had a habit like to be assigned more tasks boss mentality that more is an honor to accept an assignment is a manifestation of their own value, always like to work after attending a technology seminar or together with business owners ask the customer to eat, and not be assigned tasks by the There is a feeling angry. Staff always like Japanese men work in the afternoon and then stay for a while in the office, or to soak for a small hotel nearby, to be home after dark. If a man is still out in the afternoon when the sky went home early, will be neighbors that he is not reused by the company, doing nothing all day long in the company, is a sterile and marginal employees. In Japanese companies, there is an extremely strong activism, a fanatical work atmosphere, a tenacious spirit of the command, as long as the policy directives issued, will be 100% implementation. Japanese companies have a strong organizational force in culture.
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