These are two student responses. Try adding more personal examples, analyses, or

These are two student responses. Try adding more personal examples, analyses, or information from sources. Remember, too, that you must include at least two citations. Respond within 175 words each statement.
1)Japan is one of the nations in Table 15.2 of the textbook that most intrigues me. Japan is renowned for its intricate social structure, long history, and customs. Japanese culture encourages hard work and social harmony (Acar, 2021). Japan and the United States have quite different cultures. In Japan, hierarchy, harmony within the group, and deference to authority are valued highly. The United States, on the other hand, is a meritocracy, open communication, and individualistic society.
In Japan, where education and qualifications are highly valued, a thorough evaluation of each candidate’s talents may be beneficial for the selection process. However, given that Japanese culture values consensus and decision-making is frequently done collaboratively, individually oriented rating methods might not be as successful there. In Japan, suggestion systems could be well received because employees at all levels are encouraged to provide feedback on how to improve procedures and goods. The Japanese-style suggestion system emphasizes the morale-boosting effects of good staff involvement (Ergür, 2022).
Self-managing work teams may face difficulties in Japan because of the hierarchical organizational structure, which may make it challenging for staff members to assume joint decision-making and accountability. But by encouraging cooperation and creativity, self-managing work teams may succeed in Japan with the right guidance and assistance. There is evidence that Japanese organizations’ emphasis on cooperation has contributed significantly to their success (Teamwork in Japan | the Difference of Japanese Work Culture, 2021). All things considered, adopting successful HR practices in Japan will require an awareness of and respect for the cultural distinctions between that nation and the United States.
Acar, A. (2021, March 3). Japanese Culture and Traditions. Tea Ceremony Japan Experiences MAIKOYA; Tea Ceremony Japan Experiences MAIKOYA. https://mai-ko.com/travel/culture-in-japan/japanes…
‌Ergür, O. (2022, August 2). What is Kaizen? Continuous Improvement Software | Lean Manufacturing Platform. https://oneri.io/en/blog/what-is-kaizen/
2)Hello Class,
Japan presents an intriguing prospect for our organization’s expansion, primarily due to its harmonious blend of traditional ethos and technological advancement. When preparing for operations in Japan, understanding the cultural nuances is pivotal for the development of effective human resource practices.
Cultural dimensions outlined in Table 15.2 (Noe, Hollenbeck, Gerhart, & Wright, 2020) indicate significant differences between the United States and Japan, particularly in Individualism (ID) and Uncertainty Avoidance (UA). The United States’ high individualism contrasts with Japan’s moderate score, highlighting a cultural tendency towards group loyalty and consensus (Hofstede, 1993). This collective culture suggests that while assessing individual abilities for selection, potential employees’ capacity to collaborate should also be evaluated.
Individually based appraisal systems in Japan may require integration with team performance measures, considering the high UA score, which signals a preference for structured environments and clear expectations (Hofstede, Hofstede, & Minkov, 2010). Adaptation here involves aligning individual achievements with team success, ensuring clarity and predictability in performance evaluations.
Suggestion systems, when tailored to collective decision-making, can thrive in Japan’s culture that respects hierarchical authority and values group input (The Economist Intelligence Unit, 2019). These systems can become a conduit for incremental innovation, resonating with the Japanese business practice of continuous improvement, or Kaizen.
Self-managing work teams may encounter challenges due to Japan’s high UA score. The flexibility required by such teams might conflict with the cultural preference for well-defined roles and procedures. It is essential to establish clear parameters within which these teams operate to accommodate the Japanese preference for certainty and detailed planning (Yamazaki & Kayes, 2004).