Introduction:

As we know, Japan was one of the countries more damaged after II World
Wa and when we talk about Japanese economy we get surprised. Why?
Because its economy growth is rapid. So, that is the reasons why
economies consider Japanese management like the best way to

Japanese industry has shown its superiority in a range of traded good

sectors. It was thought that is a competitive advantage arose from the
use of electronics-based flexible automation technologies, but it is now
clear that the major source of this industrial strength is in development
and diffusion of new management.
Multinational enterprises can be expected to increase their chances of
success by understanding the socio-cultural systems of the regions in
which they operate. This paper examines the applicability of Japanese
and American human resources management practices in Turkey within
a socio-cultural perspective. Emphasizing the contextual differences
between developing and industrialized countries and comparing workrelated values of the three countries, the paper argues that Japanese
human resources practices are more compatible with Turkish societal
characteristics than are their American or Western counterparts.

Differences between American and Japanese Business

Management Styles
Many people wonder how two management styles, Japan and the United
States are completely different from one another. At first they have
very different management styles to work.
Loyalty
anyone who has worked overseas understands how different
management cultures and styles can be. Loyalty in Japan to the
corporation is huge, but that is also due to the fact that corporations
recruit with the intention of providing a job for the worker for their entire
working life, a loyalty that doesn't exist at all in the United States, which
is a major reason why Japanese workers are more loyal and productive
than their American counterparts on average.
Experience Range vs. Efficient Execution

Experience and range of skills are extremely important. However, in

Japan it is far more important for a manager to know how his firm runs
things and to efficiently execute his corporation's policies. There is no
need for originality or new ideas, while this innovation is treasured
among American managers. Experience will often win out for an
American manager while efficiency rules for the Japanese manager.
Job Security
The largest difference between the American and Japanese work settings
is job security. When a Japanese worker is hired with a company, she
often assumes it's a lifelong job. On the other side, long-term job
security in the United States is scarce at best. This setup allows extreme
loyalty to managers from their workers in Japan, while managing
American workers who don't have that security or reason to be loyal can
be difficult.
Skills vs. Personality
Both American and Japanese management styles call for finding "the
right man," but the definition of this is different in each company. For
American management this means credentials, resume, experience and
similar measurable values. Many hiring managers at Japanese firms look
for certain personalities or personality traits which will allow them to fit
in with that firm's company culture.

BENEFITS OF JAPANESE MANAGEMENT:

In japan, Leaders consider three core management practices as inherent
in their system. These include:
*Life-time employment
*Seniority wage and promotion
*Enterprise unionism

Japanese manager typically take more long-term interest in their

companies as a result of people have lifetime employment. In addition to
that, Japanese companies are under less pressure to maximize shortterm earnings. So, they only focus on productivity growth and market
share because their sources of finance rely more on borrowing from
banks.

According with The economist which is an economic magazine,

Leaders learn to produce work of higher quality using few simple tools
and few or no industrial tools. Not to mention the fact that workers
identify with the general interests of the company rather than their
specific role within it because the decision making-process is highly
decentralized in companies. So, this method is called Ringi Systems

In conclusion:
* Although, Japanese managers never get the opportunity to become an
expert, they always have special training to specialize.
* In Japan, Companies try to avoid layoff. Even though, there could be a
financial crisis. That happened in 2007-2009 as Shon Beecher, Michelle
(Management of Organization Division-Columbia University) wrote in his
article Japanese Style vs. Americans
* Leaders have to get their hand dirty to identify or solve immediately
problems,