Foster recruitment

(1) Varikko Company did three things in management, which made Varikko Company move towards the "second spring" again:

1. First of all, close the distance with American workers by doing three things (gathering, sending radios and cleaning the factory with everyone);

2. Then hire workers who used to work in our factory and are now unemployed, and work together with the trade union in this factory to improve labor relations;

3. After winning the support of trade unions and the favor of most workers, master labor discipline; Finally, we will discuss how to improve labor efficiency and product quality.

The fundamental reason lies in different assumptions about human nature. Japanese management pays more attention to the social needs of employees and regards employees as "social people". Americans pay too much attention to management system and technology, but ignore the concern for human nature, regard employees as "economic men" and ignore the social needs of employees.

The Japanese absorbed the positive aspects of American and Japanese management modes, such as:

1. Establish a standardized management system and management system.

2. Pay attention to contract management (economic contract and psychological contract)

3. Implement participatory management mode to improve employees' work autonomy.

4. Pay attention to people-oriented corporate culture construction and employee training.

5. Establish and implement total quality management.

(2) What do you think is the main contradiction among the two problems faced by the Japanese when they step into the TV factory in Fries? Why?

The second problem is the principal contradiction. Because the power of culture and habits is powerful, there are also problems with national feelings.

The reasons for this difference are the differences in historical background and cultural traditions between the two countries:

1. Natural causes

Japan is an island country, and the only rich resources are people;

The United States has vast territory and abundant resources, superior conditions and attaches importance to material and financial resources.

2. Historical basis

Japan has a long history, and the feudal family relationship has far-reaching influence;

The United States is a young nation-state, and the different ideas and habits of many nationalities have formed the independent consciousness and free behavior of employees.

3. Cultural background

Influenced by Buddhism and Confucianism, Japan advocates harmony, mutual assistance, trust, loyalty and altruism.

Influenced by the Christian theory of "original sin", the United States takes self-interest as the center.

4. Differences in human nature.

Japan advocates the human nature hypothesis of Y theory-positive view of human nature;

The United States advocates the hypothesis of human nature in theory X-a negative view of human nature.

(3) Try to analyze: What are the guiding principles for the Japanese to manage this factory?

The guiding principle of Japanese management of this factory is the basis of the hypothesis of "social man" put forward by Mayo, the host of Hawthorne experiment. People have social needs besides material things, and people should seek pleasure from social relations.

1. Traditional management believes that production efficiency mainly depends on working methods and working conditions. Hawthorne's experiment believes that the improvement and reduction of production efficiency mainly depends on the "morale" of employees, and morale depends on family and social life, as well as the relationship between people in enterprises. Getting together, delivering radios, and cleaning the factory with everyone are to bring people closer and create a family atmosphere.

2. Traditional management only pays attention to "formal groups", such as organizational structure, power division, rules and regulations, etc. Hawthorne's experiment also noticed the existence of some "informal groups". This invisible organization has its special norms, which affect the behavior of group members. (The president of Sanyo Company took the initiative to discuss cooperation with the trade union, hired the dismissed old employees, and influenced the enthusiasm and morale of employees through this "informal group")

3. Hawthorne experiment also puts forward the necessity of new leadership. While understanding people's logical behavior, leaders must also understand illogical behavior, and be good at listening to and communicating employees' opinions to balance the economic needs of formal organizations and the social needs of informal organizations. The management department asked the workers for their opinions, and we discussed how to improve production efficiency, product quality and working conditions together. As a result of this negotiation, the workers are willing to implement their own rules and regulations, and they are very spontaneous.

(4) Please think about the differences and differences between Japanese and American human resources management, and how to explain them?

Differences of Human Resource Management Models between America and Japan

1. The nature of the enterprise and the status of employees

The purpose of American enterprises is to maximize profits, and employees employed by enterprises must create profits for enterprises.

Japanese enterprises should first serve their employees, establish cooperative relations and emphasize efforts to achieve common goals.

2. Decision making and implementation

American enterprises emphasize individual ability, and decisions are made by managers at all levels. Employees have no right to participate in decision-making, only the obligation to implement it.

Japanese enterprises emphasize group cooperation and give employees the power to participate in decision-making extensively.

3. The role of enterprise system

American enterprise system centers on the ability of CEO or manager and the embodiment of its success;

Japan pays attention to the cooperation and efforts of all employees in the enterprise, and has close relations with employees.

The main reason is that they have different corporate cultures:

1. American corporate culture characteristics

Have a strong sense of competition

Have personal struggle and enterprising spirit.

Decision-making is concentrated on a few leaders and lacks democracy.

Employees have obvious employment concept.

Attach importance to the interests of enterprises and ignore interpersonal relationships.

2. The characteristics of Japanese corporate culture:

Emphasize the construction of organizational customs (work attitude and style, morality and code of conduct)

Attach importance to education, training and cultural construction.

Attach importance to the values of "familism" (seniority system, lifelong employment system)

The following are examples of management culture of famous Japanese companies and American companies:

Panasonic's way: serve the country through industry, be open and aboveboard, be harmonious and united, strive for progress, be courteous and courteous, conform to assimilation, be grateful and be sincere and united.

HP's way: work hard, cooperate sincerely, and strive to realize the expectations of customers, shareholders and other interested parties.