Factors Responsible for Work Motivation in Japan

The employers, management, and the firm know the value of motivation but they are unaware of the ways to introduce it to the employees. A motivated employee can work on its best energy level which can improve the productivity of the firm.

However, living in the overtime working culture, the Japanese understands the hardworking employees and neglects a habit which we seem as a non-disciplinary trait. Japanese officials do not disturb the employee if they sleep in the office premises.

You can sleep in the Office in Japan.

Japanese people often known as the hardest working employees in the world, the statistics say that the Japanese employees have worked over 80 hours a week. But, Why are Japanese working long hours? – read here.

As Japan is accepting the hardworking culture, it is also admitting the culture of ‘sleeping on duty,’ which they call ‘inemuri.’

However, the employees have to show their work in the company to be eligible for the practice. If you are a new employee you will not be allowed to sleep on duty but if you’re an employee with 40 to 50 years of age and the topic isn’t your concern, you can sleep in a meeting as well.

Sleeping is also acceptable outside of the offices and the company. A Japanese can sleep in buses, roadside, in parks, coffee shops, and nobody cares what you’re doing.

Compensation & Benefits

A compensation and reward system boosts the performance of the employees. The employees will likely to stick in the firm for the benefits and rewards they are getting for their efforts. The rewards may include adding a bonus to monthly wages, introducing appraisals, and providing medical and hospital expenses as compensation to the Japanese employees.

Here are the elements of a compensation system in Japan – read here.

Workplace Environment

A happy workplace tells the employee that they matter, and this is enough for any employee to work productively and effectively. A workplace environment includes the well being of the co-workers, employer-employee, and HR-employee relations; a handsome salary; and the working conditions in the company.

A good environment promotes growth and a growing employee can benefit the company in a way that a grown employee could not.

A human resource consultant makes sure of creating preferable working conditions and improving personnel policies other than focussing on firing employees, managing union problems, revising ROE (Rules of Employment), and work rules in Japan.

TMT is an HR consulting firm standing since 1978 solving corporate issues in Japan.

The Unique ROE (Rules of Employment) in Japan

Japan’s tradition and culture are nearly unique in the world. It is no shock if rules of employment differ too. The lifetime employment and the tradition of working overtime are quite popular and other countries may have heard about it.

Here, are the rules of employment in Japan which works majorly and differ from the other culture in the world;

Wage Pay

The Japanese firm hires the employees at the lower wages with the belief that as the employee keeps working, the wages will likely to rise with the time. Hence, the senior employee will have higher pay as compared to employee recently recruited.

This practice set up lifetime employment in Japan tradition.

Work Rules

Work Rules cannot be established without the agreement of employees. The employer has to submit the work rules in the Labor Standards Inspection Office with either 10 or more employees or the head representing the labor/employees.

Leaves & Holidays

An employee must have a continuous six months of working period under the same employer to be eligible for leaves. A Japanese employee gets 10 leaves a year initially and the leaves add up with another year to make it 20 which adds up after the six and a half year of continuous service.

Also, the employee who is a parent of a child whose age is below one year is eligible for taking an unpaid leave of a maximum 12 months.

Holidays: There are 16 holidays an employee could have in a year which includes the festivals and the Emperor’s birthday.

Recruitment of Disables

The Japanese culture is completely unbiased for disables as compared to other countries. They provide special space for them for their survival. The Japanese employer who has 50 or more employees has to provide 2% recruitment quota to that of total employees.

The employer failing to do so has to bear with the penalty and those who exceed the quota will be rewarded, only if the employer recruits more than 100 employees regularly.

CompensatingJapanese Employees

Compensation is a great source of motivation especially if we are talking about Japanese culture. Overtime and low wages are ordinary for Japanese and hence it is the responsibility of the firm to provide them benefits.

Here, you can read more on; 

Why CompensatingJapanese Employees are Necessary? 

 and also;

What is the Compensation System in Japan?

TMT serves a new perspective on solving performance and staffing issues in Japan. We are working restlessly since 1978 to optimize the firms, to improving the employer and labor relations with the elimination of unions, reducing wages, cutting payroll cost, firing employees, and optimizing personnel policies of the firm.

The Benefits of Hiring Human Resource Consultants in Japan

Every business needs optimization at some point whether it is small or big. However, the changes at big levels produce greater results. The cost of hiring a Human Resource Consultants can be considered as a maintenance cost of the firm.

The dilemma of hiring HRC for management is obvious and could be a tough decision. They never know when the time is right. Well, the right time never comes.

Here, we have shared a few benefits a company could bring in their operations by hiring HRC and decide whether they need to bring these changes in their company or not.

Resource Planning

Well planned resources in any firm could help to fuel and drive the organization longer. HR team usually takes care of it but a helping hand with accurate tips can optimize it to the fullest. And here’s where human resource consulting takes in.

Re-distribution of resources to every field of industry in order to sustain the firm is one of the benefits the company could have from hiring consultants.

Healthy Environment

Japan has the hardest working employees in the world and a healthy environment is must for them.
Read here Why the Japanese Employees Work Long Hours?

Creating a healthy atmosphere in the workplace is the duty of an internal HR team and outside HR business finds the space for modifying and optimizing it for more.

The healthy system stimulates the growth of the employee which improves the firm's growth too. It creates happy and satisfied employees. The consulting team focuses on introducing appraisal, bonus, and compensation system to employees.

Lags in ROE

The ROE (rules of employment) are the drivers of the firm and any lag in them may lead to the discomforts in the workplace.

HRC can analyze, revise, suggest, and they should discuss before making any changes in the work rules and rules of employment. Even a slight change in protocols may deliver unexpected results in the production and behavior; of the employees and the firm.

Downsizing Firm

The practice of firing the employees occurs at least once in a lifespan of the company. The HR team may find this a daunting task but it can be possible with the right perspective and strategic skills. The consultants make the process easy here. However, firing employees in Japan isn't as easy as it seems to. You can read more about it here;

Is it easy to fire employees in Japan?

They are aware of such practices and understands how to get things done without involving the management with the lawsuit. Here, you can read more regarding termination.

Guidelines for Terminating Staff in Japan Legally?

TMT is in Corporate Sector from 1978

With the new perspective, TMT not only focusses on optimizing the structure of the firm but also make sure the employees are feeling content and motivated. They resolve the performance issues; prioritize improvements in work rules, compensating Japanese employees, staffing & union problems in Japan.

You will have the tools and know how to manage and control your executives, staff, their productivity, and results.

What Structures the Human Resources in Japan

Human Resources handle various tasks regarding proper management, disciplinary, compensation, wages and every other aspect related to the employee. Japan well known for its lifetime employment services with few amendments of new and old ethics. There have been certain evolutions witnessed by Japan citizens for the betterment of its workers and employers.

The system which lays the foundation of Human Resources are;

1. Longevity of Employment

2. Wages Distribution and Compensation

3. Decision-making Participation
4. Dealing with Unionism

5. Gender Inequality

6. Employee Loyalty

Longevity of Employment

As we have discussed earlier the lifetime employment. The Labor standard and the ROE in Japan are employed there to support the labor and the employees. However, the permanency doesn’t favor on part-timers, temporary workers, seasonal workers and all.

The main reason for longevity is because the employer can’t terminate the role of any employee ‘at will.’ Neither the employee is free to switch to another company until the dismissal of the contract occurs. Other reasons support termination can be either resignation and the worker’s inability to work.

Wages Distribution and Compensation

The wages are distributed as per the seniority level as nenko system states. In simpler terms, the senior employee of the industry will be paid more irrespective of the expertise they have. Due to this, young expertise couldn’t find a motivation to deliver the best of their potential. However, a few industries are paying attention and try to accept the system which sets the wages as per employee’s performance and skills. The system is known as the ‘annual salary system.’

Compensation: The compensation of Japanese employees varies on the basis of their termination or dismissal. Mostly, the notice period before a month or equivalent pay should be served by the employer. This happens only if the dismissal occurs when the employee bends the employment rules or lacks the ability to work. However, resignation implies three to six months of notice or equivalent pay.

To know more about the compensation system in Japan.
Read; What is the compensation system in Japan?

To read why compensating Japanese employees is necessary.
Read; Why Compensating Japanese Employee is Necessary?

Decision-making participation

The HR team tells every individual or staff to participate in decision making which helps to carry the enterprise forward. Once in a while, a meeting of all the staff members held together and each one of them puts their opinion forward. The objective of the firm is to find appropriate decisions without creating conflicts. The younger and new employee couldn’t disagree but neither serve straight comments towards other’s beliefs and logic.

Similarly, the elder and knowledgeable employees couldn’t decline the contribution of younger employees for no reasons.

Dealing with Unionism

The formation of a union in a firm is not a new thing, Japan has witnessed various labor strikes in the past years. The HR has to deal with the union problems, they act as a bridge between the two, employee and the management. They take care of employee's needs and requirement and convey the regulations, demands and firm's objective from the employer or the management.

The cure is always better than prevention.
See, What factors are responsible for union formation in Japan?

Gender Inequality

Japan society doesn’t believe for a woman to carry a career and family at the same time. Hence, female employees have to be dismissed after they get married or after having a child. This lacks an equal proportion of gender participation in any firm. However, there are revisions going on so that the gap can be fulfilled.

Employee Loyalty

The tradition and beliefs of Japan society are what makes them loyal towards their firm. The employees believe each other to be a part of a family and they serve their best by being loyal to staff and the firm too. Due to this, the statistics regarding the overtime working are high as compared to any other country even if the Japanese don’t get paid for it. 

However, the young employees feel to be flexible and diverse and they don’t feel to stay longer and loyal to the firm.

Conclusion

These are the factors which structure Human Resources in Japan. If you can think other than these, let us know in the comments below. 

TMT is a Human Resource Consultancy which serves a new perspective on staff problems, salary reduction, employee compensation, and union problems in Japan.

Our Other Articles

Reasons after Salary Reduction in Japan

What is the cost of firing employees in Japan?

Factors Responsible for Union Formation in Japan

Formation of Unions in Japanese firms is not a new thing even in today’s time. There are certain reasons which are responsible for the formation of the Union. This may lead to some serious problems such as the dominance of union, the importance of union over management among employees, and much more.

To encounter union problems in Japan, the employer needs to approach HRC (Human Resource Consultancy) which could provide the solution and set up a new perspective among the employees.

To know about what and how HRMS could support the business’ skeleton. Here, we have suggested 4 ways by which HRMS can benefit your business.

We have discussed the responsible factors below that give birth to the union.

Responsible Factors

Weak Management: The weak management provides the growing conditions for the labor unions. They are less likely to see when the firm is founded with strict rules and environment where the employer and management no need to afraid of rising of unions.

No or Less Bargaining Ability: Another factor is no or less bargaining ability of employer. This tends to union believe that they can get what they want. The employer and management must have a nature of bargaining to push labor’s demands. This will make the union realize that the management still holds the command.

Biased Decisions & Actions: Anybody could commit mistakes even if it is the management of a huge firm. Certain conditions may appear where management has to make a few biased decision, unknowingly about the consequences. This might fill the hatred among the employees and hatred multiplies with time. Such practices give space to the union’s foundation.

Improper Employee Communication: A communication is the backbone of any relation and being a human, we form relations even when we don’t notice them. The management has a relation with the employees, the employer carries a relation with the employees, and employees keep a relation among themselves.

As we have discussed above on biased decisions, the lack of communication after it; results in the formation of the union. Hence, it is advised to keep the communication flowing or conduct feedback anonymously, in a definite period of time, to avoid rising of the union problems in Japan.

TMT

TMT serves a new perspective and readable content on issues like staffing problem, salary deduction, union problems, rules of employment (ROE), and compensation & benefits.

Our guidance, strategic planning, and experience maintain the union-free environment as we believe in creating a union-free environment because it is the management that pays the employee, not the union.

Our Other Useful Articles:

Benefits & Compensation for Japanse Employees

The Benefits of Hiring Human Resource Consultant in Japan

The General Rules of Employment In Japan

A company becomes the company because of the employees and there are a few rules every firm needs to build harmony and lay the foundation. It requires at least 10 or more employees to frame the rules and they will need to submit the same in Labor Standard Inspection Office.

This will signify that the rules of employment of the firm has been registered under the laws and obeying the mandate rules declared by the Japan Code of Conduct. The other 10 or more employees will be responsible to make other employees aware of the amendments.

In the future, if the employer wants to change the rules he has to ask the opinion of the union if there is one in the workplace or representative of the workers, if not.

The General Rules include;

• Working time and duration 
• Number and duration of breaks
• Rest Days
• Permissible leaves
• Wage Settlements
• Increase in Wages
• Wage Pay Date
• Retirement Benefits and Allowances
• Termination Rules
• Overtime Pay Rules

                             

Our Other Articles

What is the Cost of Firing Employees in Japan?

3 Major Tips for Becoming Better at Human Resource Planning

How to take Control Back from Union to Management in Japan

Birth of a Union isn’t a new thing in any Japanese firm. The employer has to deal with Union Problems since the Labor Laws of Japan are more employee-friendly and it is hard for any employer to terminate staff/firing employees unnecessarily.

Here you can read on the Rules for Terminating Staff in Japan.

Hence, we have shared a few tips by which the management of the firm can take back the control not quickly but soon. 

1. Bargain in a good manner.
2. The management shouldn’t meet for the union demands quickly just to avoid conflict in the firm.
3. The HR team or management team should propose their level of agreement after reviewing the demands of Union. Practicing this frequently will help to gain the control back at some extent.
4. Hiring an HRC Agency will help to create employee-satisfaction environment with the proper functioning of the firm.

You can read here more on How to Choose the Right HR Consultants?

TMT serves a new perspective, practices and readable content to solve performance, staffing, and union problems in Japan. We believe in creating a union-free environment because it is the company that provides job, salary and retirement benefits and manages the business, not a union.