To Search for a integrated Asian Management System

寻找一体化的亚洲管理体系

• 批准号: 10041067
• 负责人: CHO Du-Sop
• 金额: $ 0.83万
• 依托单位: Nagoya University
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for international Scientific Research
• 财政年份: 1998
• 资助国家: 日本
• 起止时间: 1998 至 无数据
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-10041067/
• 关键词: Asian Management System; corporate culture; Japanese management system; transferability; Joint venture; Job satisfaction; 日本システム; 欧米システム; アジア的経営

The aim of this research is to search for a integrated Asian Management System through the comparative analysis of corporate culture between Japanese subsidiaries and local companies in Asian region. Opposing opinions among Japanese expatriates and local staffs are observed about the transferability of the Japanese management system or Japanese way of thinking.Local staffs generally have the inclination to think the Japanese system as a special one, hence it's transferability to foreign countries is very low. However, Japanese argue this opinion. They say that good performance of the Asian subsidiaries is indicative of the transferability of Japanese system. Which opinion is more plausible?. In my opinion, these two conflicting opinions can be classified two different levels, that is to say, principle level and institutional level. Although Japanese management system, such as production control method, wage-promotion system can be fully applicable to an Asian soil, Japanese way of thinking or keeping company are not welcomed to an Asian peoples.We found three points through the survey. First issue is, among the many patterns of the internationalization process, fully-owned subsidaries showed higher transferability of Japanese management system than joint ventures, and job satisfactionof local labors is also high. Second issues is that peceptional gap between Japanese expatriates and local staffs occurred mainly in the field of decision making process and labor relationship. Third issue is the extent of implementation of QCC asctivities or suggestion system, which are thought management method indigenous Japan, is undoubtedly is low, but this phenomenon is caused not by cultural difference but the short business history.

本研究的目的是通过对日本子公司与亚洲地区当地公司的企业文化进行比较分析，寻求一种整合的亚洲管理体系。日本侨民和当地员工对日本管理制度或日本思维方式的可移植性持反对意见。当地员工普遍倾向于认为日本的制度是一种特殊的制度，因此它的可移植性很低。然而，日本人对此持不同意见。他们说，亚洲子公司的良好表现表明了日本体系的可移植性。哪种观点更可信？在我看来，这两种相互矛盾的观点可以分为两个不同的层面，即原则层面和制度层面。虽然日本的管理制度，如生产控制方法，工资晋升制度，可以完全适用于亚洲的土地，但日本人的思维方式或相处方式并不受亚洲人的欢迎。通过调查，我们发现了三点。首先，在众多国际化进程模式中，全资子公司对日本管理制度的可转移性高于合资企业，当地劳动力的工作满意度也较高。第二个问题是日本外派人员与当地员工的认知差异主要发生在决策过程和劳动关系方面。第三个问题是QCC活动或建议制度的实施程度，这是日本本土的思想管理方法，无疑是低的，但这种现象不是文化差异造成的，而是商业历史短。