PROCESS THEORIES OF MOTIVATION- WORK PERFORMANCE

PROCESS THEORIES OF MOTIVATION- WORK PERFORMANCE

1. chapter viii: Japanese management Corporate Paternalism

2. Objectives: Define corporate paternalism and its significance in organizational management Discuss the corporate paternalism in Japanese management. Identify the unique practices in Japanese management corporate paternalism.

3. Introduction Corporate paternalism in Japanese management is a distinctive approach that characterizes the relationship between companies and their employees in Japan. Rooted in cultural values of loyalty and group harmony, this management style emphasizes the well-being and long-term security of employees, going beyond the traditional employer-employee dynamic to resemble a parental relationship. Japanese companies under this system prioritize job security, lifetime employment, and various form of support and benefits to ensure the welfare of their workforce. While fostering loyalty and commitment, corporate paternalism in Japanese management also raises concerns about individual autonomy and innovation within organizations. This unique management style reflects a balance between employee welfare and organizational cohesion in the Japanese business context.

4. Corporate paternalism Corporate paternalism is a management approach where companies take on paternalistic role towards their employees, resembling a parent-child relationship. This style of management emphasizes the well-being and security of employees, often extending beyond the workplace to provide support and benefits. Companies practicing corporate paternalism may offer job security, extensive training, healthcare, housing, and retirement plans to ensure the overall welfare of their workplace. While this approach can foster loyalty and commitment among employees, it may also limit individual autonomy and innovation within organization.

5. Japanese management's corporate paternalism is characterized by a unique set of practices that go beyond the typical employer-employee relationship. Here are key aspects of this approach: 1. Lifetime Employment : Japanese companies traditionally offer job security, with an implicit understanding of long-term employment. This practice fosters loyalty and commitment from employees . 2. Welfare Services : Companies often provide comprehensive welfare services, including housing, healthcare, and recreational facilities. This extends the employer's responsibility to the overall well-being of employees . 3. Seniority-based Promotions: Advancements within the company are often based on seniority, recognizing and rewarding long-term commitment and service.

6. 4 . Corporate Culture : Japanese corporations prioritize a strong corporate culture where employees are expected to identify with and contribute to the company's values and goals. This shared sense of purpose helps build a cohesive work environment. 5 . Employee Involvement in Personal Matters : Companies may extend support to employees in personal matters, such as family events or significant life events, contributing to a familial atmosphere within the organization.

7. 6. Corporate Culture: Japanese corporations prioritize a strong corporate culture where employees are expected to identify with and contribute to the company's values and goals. This shared sense of purpose helps build a cohesive work environment. 7. Employee Involvement in Personal Matters: Companies may extend support to employees in personal matters, such as family events or significant life events, contributing to a familial atmosphere within the organization.

8. ADVANTAGES OF CORPORATE PATERNALISM IN JAPANESE COMPANIES: Employee loyalty and commitment: Corporate paternalism fosters a sense of loyalty and commitment among employees, leading to long-term relationship between the company and its workforce. Job Security: Lifetime employment practices provide employees with a sense of security and stability, reducing turnover rates and workforce.

9. Employee Development: Japanese companies invest in employee training and development, leading to a skilled and motivated workforce that contributes to organizational success. Teamwork and Collaboration: The emphasis on teamwork and consensus-building promotes a collaborative work environment where employees work together towards common goals.

10. Employee Well-Being: Corporate paternalism prioritizes employee well-being, leading to higher job satisfaction, morale, and overall well-being among employees.

11. DISADVANTAGES OF CORPORATE PATERNALISM IN JAPANESE COMPANIES: Rigidity and Lack of Mobility: Seniority-based promotions can lead to lack of mobility for younger employees and hinder merit-based advancement opportunities. Resistance to Change: The traditional practices of corporate paternalism may make it challenging for Japanese companies to adapt quickly to changing market conditions technological advancements. Inefficiencies: The emphasis on consensus-building and decision-making processes can sometimes lead to delays in decision-making and hinder agility in response to market demands.

12. 4. Limited Innovation: The focus on stability and tradition in corporate paternalism may limit opportunities for innovation and creativity within the organization. 5. Potential Inequality: While corporate paternalism aims to provide for the welfare of employees, it may also reinforce hierarchical structures and inequalities within the workplace.

13. Example: An example of corporate paternalism in Japanese management can be seen in the practices of companies like Toyota. Toyota is known for its strong emphasis on employee development, job security, and a commitment to the well-being of its workforce.

14. One key aspect of Toyota’s corporate paternalism is its focus on “kaizen” which means continues improvement. Employees at Toyota are encouraged to contribute ideas for enhancing efficiency, quality and safety in the workplace. This approach not only empowers employees but also foster a culture of innovation and collaboration . Additionally, Toyota’s commitment to lifetime employment and seniority-based promotions reflects its dedication to providing stability and career advancement opportunities for its employees. This practice helps build long-term relationships between the company and its workforce, leading to high levels of loyalty and commitment.

15. In the context of Japanese management Corporate paternalism is a management style where approach towards their employees, akin to a parent-child relationship. this approach places a strong emphasis on the well-being and long-term security of employees, going beyond the traditional boundaries of the employer-employee relationship.

16. Japanese companies practicing corporate paternalism prioritize aspects such as job security, lifetime employment, extensive training and development opportunities, as well as providing benefits like housing healthcare, and retirement plans to ensure the overall welfare of their workforce. This management style is deeply rooted in cultural values of loyalty and commitment among employees. However, critics argue that corporate paternalism in management can sometimes stifle individual autonomy and hinder innovation within organizations.

17. Summary Corporate paternalism is Japanese management is a management style where companies take on a parental role towards their employees, emphasizing their well-being and long term security. Rooted in cultural values of loyalty and harmony, Japanese companies priorities job security, lifetime employment, and various forms of support and benefits for their workplace. While fostering loyalty and commitment, corporate paternalism in Japanese management also raises concerns about individual autonomy and innovation within organizations. This unique approach reflects a balance between employee welfare and organizational cohesion in the Japanese business context.

18. ASSESSMENT: What is corporate paternalism in Japanese management? What are some advantages of corporate paternalism in Japanese companies? How does corporate paternalism in Japanese management impact employee mobility. What challenges do Japanese companies practicing corporate paternalism face in a rapidly changing business environment? How can Japanese companies balance the benefits and drawback of corporate paternalism?

19. THANK YOU! PREPARED BY: RHODA C.LIPATA MAED- EM