Search results
Results from the WOW.Com Content Network
Many both in and outside Japan share an image of the Japanese work environment that is based on a "simultaneous recruiting of new graduates" (新卒一括採用, Shinsotsu-Ikkatsu-Saiyō) and "lifetime-employment" (終身雇用, Shūshin-Koyō) model used by large companies as well as a reputation of long work-hours and strong devotion to one's company.
Richard Pascale and Anthony Athos suggested in The Art of Japanese Management (1981) that western business practices lacked "vision", which they identified as one of the "key components of Japanese management". [4] Yang refers to "long-term vision setting" as a different process from "long-range planning". [5]
Theory Z of Ouchi is Dr. William Ouchi's so-called "Japanese Management" style popularized during the Asian economic boom of the 1980s.. For Ouchi, 'Theory Z' focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job.
5S methodology 5S resource corner at Scanfil Poland factory in Sieradz. 5S (Five S) is a workplace organization method that uses a list of five Japanese words: seiri (整理), seiton (整頓), seisō (清掃), seiketsu (清潔), and shitsuke (躾).
However, in practice this is used very little. Under the Trade Union Act of 1949 article 7(1) a closed shop agreement is permitted with majority unions. Japan has, unlike the majority of OECD countries, no right of workers to vote for members of a company board of directors. There is no statutory right to elect a work council with binding ...
However, given the common practice in Japan of labeling industrial or business improvement techniques with the word kaizen, particularly the practices spearheaded by Toyota, the word kaizen in English is typically applied to measures for implementing continuous improvement, especially those with a "Japanese philosophy". The discussion below ...
Quality circles were originally described by W. Edwards Deming in the 1950s, Deming praised Toyota as an example of the practice. [11] The idea was later formalized across Japan in 1962 and expanded by others such as Kaoru Ishikawa. The Japanese Union of Scientists and Engineers (JUSE) coordinated the movement in Japan.
The Society for Human Resource Management, which is based in the United States, is the largest professional association dedicated to HR, [42] with over 285,000 members in 165 countries. [46] It offers a suite of Professional in Human Resources (PHR) certifications through its HR Certification Institute.