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Mohammed Ala and William Cordeiro (1999) described the Japanese decision-making process of ringiseido (稟議制度). Ringiseido provides the opportunity for equal ranking managers or employees of a group within a company to partake in an individual's idea. The process adheres to the Japanese cultural desire of harmony among people.
A social hierarchy chart based on old academic theories. Such hierarchical diagrams were removed from Japanese textbooks after various studies in the 1990s revealed that peasants, craftsmen, and merchants were in fact equal and merely social categories. [1]
Each of the First to Third Ranks is divided into Senior (正, shō) and Junior (従, ju).The Senior First Rank (正一位, shō ichi-i) is the highest in the rank system. It is conferred mainly on a very limited number of persons recognized by the Imperial Court as most loyal to the nation during that era.
A keiretsu (Japanese: 系列, literally system, series, grouping of enterprises, order of succession) is a set of companies with interlocking business relationships and shareholdings that dominated the Japanese economy in the second half of the 20th century.
The monopolistic business practices by the zaibatsu resulted in a closed circle of companies until Japanese industrial expansion on the Asian mainland began in the 1930s, which allowed for the rise of a number of new groups (shinko zaibatsu), including Nissan. These new zaibatsu differed from the traditional zaibatsu only in that they were not ...
Theory Z of Ouchi is Dr. William Ouchi's so-called "Japanese Management" style popularized during the Asian economic boom of the 1980s.. For Ouchi, 'Theory Z' focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job.
The senpai–kōhai relation has spread through Japanese martial arts, in which the members of different kyū and dan levels are sorted by belt colour.. The relationship is an interdependent one, as a senpai requires a kōhai and vice versa, [1] and establishes a bond determined by the date of entry into an organization. [2]
Many both in and outside Japan share an image of the Japanese work environment that is based on a "simultaneous recruiting of new graduates" (新卒一括採用, Shinsotsu-Ikkatsu-Saiyō) and "lifetime-employment" (終身雇用, Shūshin-Koyō) model used by large companies as well as a reputation of long work-hours and strong devotion to one's company.