Diese Präsentation wurde erfolgreich gemeldet.
Die SlideShare-Präsentation wird heruntergeladen. ×

American and Japanese style of management

Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Wird geladen in …3
×

Hier ansehen

1 von 15 Anzeige
Anzeige

Weitere Verwandte Inhalte

Diashows für Sie (20)

Ähnlich wie American and Japanese style of management (20)

Anzeige

Weitere von Aijaz Aryan (20)

Aktuellste (20)

Anzeige

American and Japanese style of management

  1. 1. Comparative Analysis Of American And Japanese Style of Management
  2. 2. Theory z is an approach based upon a combination of American and Japanese management philosophies.  Development of Theory z :  In the 1970s and 1980s, many United States industries lost market share to international competitors, particularly Japanese companies. Concerns about the competitiveness of U. S. companies led some to examine Japanese management practices for clues to the success enjoyed by many of their industries. This led to many articles and books purporting to explain the success of Japanese companies. It was in this atmosphere that Theory Z was introduced into the management lexicon.
  3. 3.  Theory z represents a humanistic approach to management. It is a hybrid approach combining Japanese philosphies with US culture. According to professor Ouchi theory Z organisations exhibit a strong homogeneous set of cultural values that are similar to clan structure. Clan structure is characterized by homogeneity of values, beliefs, and objectives.
  4. 4.  It is based on ouchi’s theory Z approach. 1. Job security 2. Trust 3. Decision-Taking 4. Teamwork 5. Motivation and Target Setting
  5. 5.  Long term employment  Consensual decision making  Individual responsibility  Slow evaluation and promotion  Informal control with formalized measures  Moderately specialized carrier path  Holistic concern
  6. 6.  It has a mixed result. Some studies suggest that type Z organization achieve benefits both in terms of employ satisfaction, motivation and commitment as well as in terms of financial performance. Other studies conclude that type Z organizations do not outperform other organizations.
  7. 7. American Japanese  PLANNING • Primarily short term Primarily long term orientation orientation • Individual decision making collective decision making • Decision flow from top to Decision flows upward bottom and backward • Fast decision making but slow decision making but Slow implementation fast implementation
  8. 8.  ORGANISING  American Japanese  Individual responsibility Collective responsibility  Emphasis on formal structure Emphasis on informal structure  Common organisation culture Common organisation culture lacking  Organizational change by external Organizational change by internal change agents change agents
  9. 9.  STAFFING  American Japanese  Short term employment Life long employment  Rapid upward movement Slow upward movement  Professionalism Loyalty to the organisation  Specialized career General career  Rewards based on individual Rewards based on group performance performance  Substantial difference in pay Small difference in pay increase increase
  10. 10.  American Japanese  Individual motivation Group motivation  Seperation of working and private Confluence of working and private life life  Leader as a decision maker Leader as a group facilitator  Top down communication Bottom up communication  Emphasis on written communication Emphasis on face to face communication DIRECTING
  11. 11.  American Japanese  Control by supervisor Control by peers  Control of individual performance Control of group performance  Limited use quality control circle Extensive use of quality control circle CONTROLLING
  12. 12. The typical Chinese management style can be summarized as parental style of management.  In China, the ideal boss is a “benevolent father”. He is a parent who supervises his children on everything that need to be done. He believes in discipline and attention to details and manages his people at a micro level. He also spends lots of time caring for the personal welfare of his employees and regards it as part of his job.
  13. 13.  PROS: The Chinese style can be very efficient in carrying out critical missions and get quick results. The direction is set at the top and role of the employee is simply to execute. This saves time in negotiating and brain storming.
  14. 14.  CONS: The Chinese style generally discourages two-way communication and ownership at the lower level coupling this with the group-oriented chinese culture where goals and rewards are managed as a group versus individuals, accountability can get fairly blurry. The parental style can also used to “micro-managing” and can harbor di-motivation. Western employees may feel that they are not fully trusted to manage their own work.
  15. 15. Aijaz Ahmed Rather I.K Gujral P.T University

×