7BSP1303-0105 International and Comparative HRM
7BSP1303-0105 International and Comparative HRM
Task 1: Report
Introduction
This study is focused on the comparative and international HRM systems between the USA and Japan. The HRM system of Japan is considered the home country and the HRM system of the US is considered the Host country in this study. The comparison between these two countries and the impacts of other cultures is effectively discussed between these countries. Based on the cultural impact the performance management in the work environment makes a clear understanding about the potential coverage in the HRM system. The HRM practice makes effective practices in the work environment. The identification of the HRM practice is effectively discussed in this study.
a) Critically compare and contrast key similarities and differences in terms cultural impacts on workplace behavior between the home and host country
The organizational culture significantly addresses the values and the belief in the organization that can influence the behavior and the attitudes towards the organization. It also effectively impacts on the mission of the organization that enhances the job satisfaction rate of the business organizations (Lu et al. 2020). The organizational behavior is effectively related to the leadership behavior of the organization and makes a contribution to the collaboration as well as communication process in the business organization.
Strong commitment:
In the case of the Japanese work culture, the country is immense for high work opportunities. The country adopts huge people from overall the global field for the perfect job. A recent report discovered that the country provides almost 1.73 million people who are looking for a job here (Cotoacademy.com, 2023). The Japanese work culture is absolutely different from the Western work culture, the employee relationship, and behavior of the working person in the workplace ethics of the Japan make huge differences from the USA.
As per the Japanese work culture, they have a potent work ethic in the business organization and consist of commitment and punctuality towards the specific work. Japan’s work culture prioritizes the work of their employees over the families which is absolutely normal in their culture (Deguchi et al. 2020). In the case of the USA, the work culture mainly aims to provide priority toward the work-life balance. Almost 72% of the USA employees believe that work-life balance and work culture can enhance their professional quality over time and spending time with family is also essential (Cotoacademy.com, 2023).
Dress code:
In the case of the Japanese work culture, the corporate sectors follow certain dress codes which are formal and strict to the employee as well. Most of the companies follow to wear Gray, navy blue, and the black dress for their male employees, and female employees are ordered to wear the same colour shirt and blazer as their skirts and trousers (Jackson et al. 2020). In addition, the Japanese work culture believes in bright colours. On the other hand, in the USA work culture, they believe in a flexible work culture. The country provides free choices for casual wear in the workplace.
Special work skills:
In the case of the Japanese workplace, the work culture focuses on the group and sets their specialization, and prioritizes the set skill. The Japanese work culture believes in performing in a group project and focusing for a good amount of time. The Japanese work culture is also focused on the “lifetime employment system” (Hsu et al. 2021). In addition, the corporate sector in Japan believes in providing less priority towards special skills and believes in enhancing the work culture through working together.
On the other hand, in the case of the USA work culture, the corporate sectors believe in the specific skill of the employee. The USA companies also follow the special structure “Structure individualism” that majorly focuses on building the career of each individual employee. The employee in the USA market switches their job for better opportunities and the hoping for the same work practice (Brinton and Oh, 2019). The companies in the USA also believe that each employee should attend their group project on time which enhances their collaboration skill towards the work.
b) Critically compare and contrast the key similarities and differences in equality (or anti-discrimination) law between the home and host country
The quality opportunity approach defines the flexible responses toward the spectrum of employment protection. In the case of Japan, the country prohibits the discrimination in Japan depending on the race, gender, social status, and family origin in the country. As per the “National police agency” of the Japanese government, it consistently follows the control law over the inequality case (Academic.oup.com, 2023). In the case of equality and discrimination in Japan and the USA, there are many similarities. In the USA almost 65% of the men’s wages hovered around the female wages (Leglobal.law 2023.). In the case of Japan, almost 50% of the man wages in past years. Both in the host country and the home country high sex-generate labour forces make the man holding the huge majority in both of the countries highly paid in both countries’ markets.
Considering the woman work field in the USA and Japan provides the equal opportunities and differences based on the difference that carries the cultural influences in both countries there are such factors that differences in the labour market of both the countries perform the structure of the traditional work. Both in Japan and the USA the workers do not have any domestic responsibilities (Arudou, 2021). In the case of the women with children, they are not able to equally participate in the labour market to reconcile their jobs along with their duties at home. In the case of Japan and the USA, both countries share many common things in the workplace and as per the view of discrimination.
As per the gender-based discrimination, the primary employment sources of the USA follow the “Civil Rights Act of 1964” (Global Naps.org, 2023). As per the rights of the country, any one employee discriminated against fifteen employees in the workplace based on their colour, religion, gender, and national origin commits a specified unlawful practice based on their employment in the workplace. Depending on the specific circumstance, equal protection in the USA interpreted the prohibition of the discrimination and through the fair “employment practice law” (Global.law, 2023). The anti-discrimination sources limited the use of gender discrimination in the employability field. This makes them invoked against the employees of the country’s government.
The Japanese law is based on the huge sources of “anti-discrimination” employment that prohibits the discrimination cases in the economic, political, and the social-relational areas based on social status and gender. The Japanese government interprets this law as a state action requirement. The “Standard Act” of the anti-discrimination law made the address to both government and the private employee along with providing the limited protection over the female workers in the workplace. Both countries follow the “Equal Employment Opportunity ACT of 1985 (EEOA)” which makes the guideline for the employability and makes sure to reduce the discrimination in the country and provide equal opportunity in the society (Hrw.org, 2023).
c) Critically compare and contrast the key similarities and differences in terms performance managed from a cultural perspective.
The flexible Work culture in the USA is provided the high job satisfaction towards the employability. In addition, the USA work culture prioritizes spending time with loved ones and the family which enhances the working interest and the value of their work for the business organizations (Pucik et al. 2023). This is also to improve the high-performance rate through enhancing the interest towards achieving the goals. It also supports to feel valuable to the employee. The flexible work culture also provides the high energy towards the work as the employee can do their job at their convenience.
On the other hand, in Japan’s work culture, the stick rules may improve the employee engagement rate and increase the capacity of the work culture. The company is strict towards their employee commitment to providing the best job opportunity for their employee. The company also rewards programs for employees that influence the company to engage with the company up to the retirement process (Del Rio et al. 2021). The company is also strict about joining in the group project one time. This also helps to make them punctual and particular about their work process and effectively supports their work dedication towards the overall project.
Therefore, the stroke work culture and flexible work culture both provide a high-performance rate in the business market through different business practices. Both countries are followed the specific value of their customer and influence to make the decision-making process in the workplace. This supports the healthy bond in the workplace and makes sure to enhance the business profit rate in the global market. Japanese employees are discovering their workplace as their family and priority to spend time in the workplace (Waldman et al. 2020).
After priorities, the Japanese are shown towards their family. This makes the high-performance rate in the Japanese market. On the other hand, the effective work-life balance in the US work culture improves the performance rate that supports the effective work engagement rate, and makes them comfortable in the work culture (Stone et al. 2020). As per the cross-sectional studies focused on the work culture impact on both the home country Japan and the host country USA discover the reliability of the organizational relationship as well as the leadership behavior. This makes the high dedication towards their work as it enhances the interest rate towards the work goal of the business organizations. In the case of the Japanese work culture, the country is immense for high work opportunities. The country adopts huge people from overall the global field for the perfect job.
d) Critically evaluate the potential convergence of HR practices in the home country and identify HRM best practices will need host country
In the case of Japan, the HRM practice follows the traditional hiring method that improves the direct position of the entry-level of the employee. The country is also making a rise in promotions that the automatic wages system targets the length of service as well as the merit of employees and the job duties (Mbah and Kuye, 2019). The leadership of the Japanese prepares their employees to influence the right decision-making process and protect their superiors from complexity. In addition, the lifetime employment method in Japan makes employees more harmonious and intricate with an active commitment to the work culture.
Based on the HRM system of the home country the employee magistrate humbly declines the take credit for personal achievement which improves their dedication towards the work. The leadership style of the Japanese corporate sector makes the overall understanding that justifies the strong employment culture in the market. The employer contributed the experiences that manage the effective decision-making method and kept their opinion to themselves (Sarstedt and Danks, 2022). The HRM Practice breakdown in Japan makes the downside of the risk of the market more accessible to the market competitors in the business field.
On the other hand, the USA HRM practices fair performance management by hiring the right people for the right post. In addition, the country focuses on providing the right skill to consider the job components of the employee. In addition, the leadership style provides the skill of self-managing and focus to make a potent team in the company. This means it can handle the challenges during the work and provides security to their employee (MITU and COMĂNESCU, 2020). Based on the leadership practice the flexible work culture in the USA creates a flat organization with high dedication. This makes them highly self-dependent and manage to take the important decision for their team and team members. This makes the practice effective in the USA market.
Moreover, the host country USA should adopt the care and transparency HRM practice to monitor the dedication of each employee and their contribution to the teamwork. Adopting the “Embarrassing Empathy” HRM practice in the USA corporate sector makes effective practice on the work and transforms the work culture to enhance the high business profit rate in the business organizations. Adopting this culture make changes in management system that improve the work practice and environment in work environment. This makes also leads the organization implementation that effectively signifies the value of the employee on the business organizations (Iwashita, 2023). Implication of this specific HRM practice transform the leadership action towards the employability and effectives changes their approach towards the work practice in the business field. Therefore, the implication of effective leadership can build a new perspective of work practice among the employees.
Conclusion
This study is focused on the work culture and the leadership strategies to influence the performance management of both the host and the home country. The similarities and the similarities between Japan and the USA are widely discussed in this study. The similarities of the both discrimination law and the standard of equal opportunities also discover the huge similarities between Japan and the USA. The HRM practice and the clear identification of the best leadership practice of the both countries are also discussed in this study. The Act of the discrimination discovers the major aim that is discussed in this study. The work culture and dissimilarities of the business practice discover the high rate of the flexibility of work in the USA. The job opportunity and growth of the country are also discovered through this study. The implication of the best HRM practice influences the growth of the country that is highlighted in this study, based on the current condition of the recommendation discovered in this study.
Recommendation
As per the report and based on the work culture of both countries, the world culture of Japan should be that strict which creates the mental work pressure among employees. They should also follow the flexible work practices that can enhance the high-performance rate in Japan. The leadership management is to make the effective quality towards the employee for projects that enhance both personal and professional skills. Based on the work priority, the Japanese work culture also tortures the family members that makes a high intensity towards the work, and treats their employees as family members.
In the case of the USA, a little strictness towards the company project can evaluate the effective performance rate in the markets. The effective skill of employees can grow themselves for better opportunities. The Japanese work culture makes them more appropriate towards the skill program that effectively helps them to improve the high-efficiency rate towards the work. The corporate sector of Japan is also focused to follow the strict guidelines in the business company that make the high intensity towards work. In addition, the effective work skill makes them more valuable for their best opportunities which enhance the financial growth of the market as well. The high dedication towards the work comes from a significant interest in specific work.
Task 2: Reflection
As per my personal experiences in group work in a multinational company in India, I discovered that it improves my both personal and professional development. It also made me improve in facing the corporate challenges in the business field. During my work project, the opportunity to work with a corporate organization in Pakistan gave me experiences about the cultural differences between Indian and Pakistan and improved my flexibility towards the work. This experience of my work is discovered through the Gibbs reflective model.
Gibbs reflective cycle model
This model consists of the six steps to discover the personal experiences and conclude the woman’s feelings. Through this model, I discovered each stage of experience as an employee from the India and working in a teamwork.
Description
This is the first stage of the model and describes the situation of the experiences that make is concerned about. This stage helps to conclude the overall feelings (Adeani et al. 2020). As per my own experiences, the outcome of the situation helps me grow my both personal and professional skills that improve my work practice. During my rejected work with the Pakistani Company, I discovered that a clear conversation about the work helped me to coherent the piece of work. This will support me to enhance my collaboration skills and help me finish the work before the deadline. Working in Pakistan it is also ensured that the huge cultural differences make a difference in the communication barrier. Language is not the problem to work in Pakistan as they are used to Urdu and Hindi which I can manage as an Indian. Therefore, the language barrier is not found during the work and I improve to share my thoughts in the group work. It also helps me to enhance my self-confidence in group work.
Feelings
This is the second stage of the model and support to discover the cure feelings about the experiences. The exact thoughts of the princess during working with Pakistan can be shared through this stage. During my team work the friendly environment accepts me from another country and supports me to value my opinion in the team work. Pakistan also follows an effective team control system to reduce the team complexity which I liked the most. In the case of India, the complex work culture and the communication gap make complexity in the working area (Henning et al. 2019).
Evaluation
This stage is one of the important stages and is considered as the third stage of the model. This stage supports me to discover the good and bad about the decision. The unity in the Pakistan work culture influences me to make healthy bonds with my co-workers. I also faced some challenges as some of the employees value my opinion as I came from another country, which I feel is bad and has a negative impact on teamwork. High communication during the project discussion
Reduces the negative impact and supports me to solve those risk factors and enhance the projected growth of the business organization.
Analysis
The analysis is the fourth stage of this model and helps to describe the effect v stores have to make changes to the situation. During my negative experiences in the Pakistan teamwork, I released the collaboration skill gap. Through this I effectively antsy my qualities and make sure to make steps as a peer the leadership this helps me to improve my concept about the work.
Conclusion
Through this stage, I discovered experiences and highlight the different and similar situations in both Indian and Pakistani workplace cultures. The requirements of skill are also discovered through this stage (Liu et al. 2021).
Action plan
This is the last stage of this model and supports to discover the development of the required skill by mentioning the similarities and dissimilarities in the both work culture. This also helps me to make the effectively learn from the specific experiences and extract the extract outcome and possible results from the work experiences.
“Cross-cultural team communication Map”
The above figure discovers the communication differences in the workplace of both home country and the Host country. This is also discovering the major objective that faced through my working time. The identification of the HRM practice is effectively improve my both Interpersonal skills that make effective remark on my performance rate. Moreover, the differences of culture make the differences in work practice also that make the significant results of my experiences outcome. cultural uncertainty makes differences in work practice of both countries.
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