In the world, we can conclude that there are diverse problems that calls for the human resource management of an organization to come up with recommendable solutions. It simply means that human resource strategies to handle the entities challenges dependance on the present cultural practices within the country in which the entity is located. In the Hofstede’s theory of 1984 plays an important role in coming up with a clear distinction or indication between a variety of aspects of human resource of companies in regard to the traditions throughout the world. Japan and United State over a long period of time has recorded quite a good number of business entities that are going exemplary well. These successes are contributed by practice of different ways and techniques to handle their human relation issues.
Hofstede’s Cultural Dimension approach the Japanese cultural practices in relation to the human resource by taking five approaches to expound on it. These five major components may include avoidance of uncertainty, collectivism versus individualism, masculinity, power distance, and the short versus long term orientation. All the five components combined together, explain on the core factor that supports the human resource entire management of business entities in different location in the world (Pheng, 2002).
In a Japanese cultural context, an individualistic community focuses more on the persons goals and objective whereas a collective set up society are driven by the work group. This means that they put more effort in the group work contribution in running the operation.in Us perspective both the individuasliistic and the collective community shares the same objectives of working towards achieving their goal without consider either working individualy or as agroup. Power distance refers to the gap between the top most management level and the lowest in an organization. Japanese culture exercises the different and distinct level within their management hence terming them as mostly affected by the component.It thus acts as an obstacle on the proper channels of communication and also limits the reliability and quick response to the issue in the organization. On the other hand, in a typical U.S. approach their exercise or encourages the adoption of a smooth and effective communication channel between the manager and the lowest staff in the entity. It thus eradicates the existence of the big gap between different powers (Berry, 2006).
Most of the Japanese company tries to find out about what the future of their business looks like thorough a thorough study of the environmental structure. It therefore broadens the degree or levels of avoidance of uncertainty which positions them in unsafety situation due the unpredictable situations as argued by Hofstede’s dimension. United States argues that for a successful business to penetrate a competitive market it should not avoid the uncertainty thus encouraging the practice of taking risks (Fang, 2003).the business should set in place an evenly distribute strategic plan over a stipulated period in order to exhaust on the operation. This takes place without taking consideration of what the future hold at stake for ther organization.
Japan based companies are affected by the gender disparity in the workplaces. These explain the component of masculinity whereby a female employee pays less compared to a male employee. It's due to the cultural belief of the superiority of the male gender as compared to the female gender. Women are awared less paying jobs due to the belief that they are better of doing household chore rather than getting fatique in a more complex work place.U.s approaches this culture as a challenge and an inequality vice against women. Other cultural practices of the Japanse are that they are taking the future to formulate a suitable decision making process. It advocates for gender equality arguing that the human races are equal in terms of their capabilities and potential to work regardless of their gender (Berry, 2006).
It simply means that they believe in a long term investment for a company to realize great profits. According to Hofstede’s cultural dimensions the Japanse is short term oriented that is they put more emphases on obtaining quick results or outcome would determine and making decision whereas in a united state atypical approach business should have a flexible system that would facilitate the decision making process (Pheng, 2002). This would ensure that the business activity scum to asll challenges within its way to success. It is recommendable that in any profit making entity time should not be termed as a determinant factor for its investment.
References
Pheng, L. S., & Yuquan, S. (2002). An Exploratory Study Of Hofstede Cross-cultural Dimensions In Construction Projects. Management Decision, 40(1), 7-16.
Berry, T. (2006). Reviews. Management Learning, 5(2), 85-85.
Fang, T. (2003). A Critique Of Hofstede Fifth National Culture Dimension. International Journal of Cross Cultural Management, 3(3), 347-368.
