The paper "Differences between Organizational Culture and Corporate Culture" is an outstanding example of a management assignment. From the case study, we have a number of organizations and corporate provided by Japanische Industrie-und Handelskammer Zu Diisseldorf that exhibit differences in their working. We have 31 Japanese Companies in Germany of which includes 3 financial service firms, 7 huge trading companies, 2 heavy manufacturing firms whose responsibility is to carry out marketing research in Germany, 1 engineering firm and finally, 8 other manufacturing corporations. In the working environment, differences in social-culture are eminent and they combine with organizational styles thus highly complicating the working relationship between Germany and Japanese employees.
The organizational life approach by the Germans and the Japanese employees are deep-rooted in customs and social values while the industrialized practices of the German and Japanese firm’ s accounts for another reflection of differences. These make the cross nationality between the Germans and the Japanese relations more complex within the working environment through the institutional differences are far way less fundamentally as well as more amenable to adjusting thus permitting a more conducive ordinary and general ground.
Germany corporate structures, economic organizations, as well as management practices, bears a strong similarity to patterns in Japan and yet the Japanese and the Germans seem far much apart. Based on specialism and generalism; Japanese companies were well structured amongst themselves though they lacked a lot of stock traits as compared to Germans (Western formal) organizations. The employees of the Japanese are employed as generalists other than specialists and at times, the job environments to which they shift to, have shifting boundaries as well as little descriptions. In addition, the Japanese managers are somehow reluctant to carry out evaluations of its foreign employees hence depriving the local employee’ s precise signals of the organization's expectations for the performance and the reward. On the other hand, German employees have job specializations and they share the western proclivity to classify commitments and roles to the organization basing on specialization and circumscribed responsibilities. Question 2 Social and cultural barriers between Japanese and German and how these barriers benefit Japanese expatriates and the problems they create in the minds of some Germans We have Diisseldorf Community which is one of the oldest Japanese residents in Europe connoting their social setup in a foreign nation.
The trading and steel companies between the Japanese and the Germany huge industry in Ruhr gives an account for the origin of this noble Japanese community in Germany. During a Germany tour of duty by the Japanese, Japanese lifestyle is maintained by the Japanese expatriate families through the provision of facilities, services as well as support to these Japanese families. The Japanese owned stores and restaurants offer Japanese foodstuffs, home furnishing, and clothing while the enclave schools do enable the expatriate kids to pursue Japanese education without any disturbance by an oversea stay.
They further have cultural activities such as art, tea ceremonies, music and classes in flower arranging among many others that aid in the preservation of Japanese cultural ambience as well as the provision of outlets in aid of Japanese managers’ clubs, spouses, associations as well as neighbors giving supportive networks of the friends and the acquaintances. There are self-contained expatriate societies in German who offer real benefits to the rotating Japanese managers within North-Rhine subsidiaries of Japanese firms in Germany.
This allows assignment within the region with less upset and distress to family life other than the usual Japanese corporate-based transfer occasion.