Motivation and Organizational Culture Paper A company’s management style is one of those factors that influence how productive its employees are. Different societies have different ways of managing their affairs, including business (Stockdale and Crosby, 2004). For instance, the western style of management is more confrontational than any other management styles used in the world. This could be explained by the fact that most western cultures have elements of result orientation which makes people go for whatever it is they want without much patience. The individuality that is common in western nations drives people to be somewhat selfish and they may never realize how their actions or decision are affecting other people.
They have an open way of communication in which a senior can correct a junior in any way he deems fit. The Japanese culture is very different from the western culture. It is non confrontational and adheres to the ideals of patience and courtesy. Japanese people are known for their good nature and willingness to help. They are often trying to listen to what other people have to say before they talk.
The Japanese culture is also highly concerned with the issue of respect. Japanese normally try as much as they can not to cause undue embarrassment to other people. They use kind words when turning down requests or explaining a mistake to other people. They rarely criticize openly, insult or put people in situations that might make them lose face. Living harmoniously is also an important part of the Japanese culture and it is replicated in all spheres of life. Interdependence is taught in the Japanese culture as a way of bringing harmony in society (Davies and Ikeno, 2002).
Ayame, who is Japanese, is probably more used to the Japanese way of communication which emphasizes on tolerance and understanding. The management in any organization should always be sensitive to the needs of its employees (Stockdale and Crosby, 2004). The pharmaceutical company is made up of a multicultural workforce. In this case, the management should be able to understand the psychological needs of each of its employees so as to avoid misunderstandings and conflict. When addressing the employees’ issues, they should take into consideration their cultural backgrounds.
This will enable both parties to solve the occurring problems without causing too much conflict (35). Ayame may have a hard time receiving feedback because her managers are not communicating to her the way she has been brought up to communicate. They are confrontational and this might make her defiant. Her defiance might lead her not to understand what the pharmaceutical’s managers are trying to tell her and this will definitely translate to lower productivity from her (54). To keep Ayame motivated to perform her duties well, the management must ensure that they understand her cultural background (Stockdale and Crosby, 2004).
This will enable them to create a communication environment in which all the parties involved are comfortable. They must try to be more respectable by lessening their confrontational approach to dealing with employees’ problems. If Ayame realizes that the management is listening to her and correcting her with respect, she will definitely be motivated to do a good job with which the management will be happy. References Davies, R. and Ikeno, O.
(2002). The Japanese mind: Understanding contemporary Japanese culture. Boston, MA: Tuttle Publishing. Stockdale, M.S. and Crosby, F.J. (2004). The psychology and management of workplace diversity. Malden, MA: Blackwell Publishers.