So you want to work for a foreign corporation
For many Americans the Japanese and Korean idea of loyalty and dedication to the #organization ofen means subordinating family life to work. #Manager essentially have little life outside the organization. Asian managers ofen continue important business matters over dinner. In Japan, for example, managers are expecting to entertain associates at sake bars instead of going home after work. Isoleted from the inner cycle especially if they cannot speak the local language American managers go home after work while the Asian college socialize.
On weekends the Japanese Executives play golf, discuss business and informally hash out decisions. By Monday morning most managers are aware of the decision except the foreigners. This quickly relegates foreing managers to a second-class category.
North American manager enjoy greater upward mobility working for your European organization such as an Nestle, British Patrol, Siemens and Hanson then in working for Asian corporations.
Both European and Asian organizations usually install top menagers from the home country. But European rely much more on North American middle and upper middle managers and give them more authority then do Japanese organization such as Sony or Toyota.
In Japanese subsidiaries North American manager “hit the glass ceiling a lot sooner“. Japanese executive sent out from the home office have the statues of permanent employees who commit the entire careers to the company. These manager are rotated through assignments to help them learn the finer points of the top.
Many Japanese corporations assume that foreign managers will jump ship as soon as a better offer comes along. thus they give them no job guarantees beyond what might be contained in the employment contract.
If North American managers do hold some top position in Asian organizations they tend to lack decision-making power. When this managers join Asian organizations they bump into management philosophies, methods and cultures that are aligned to them.
The Europeans generally share cultural and political Traditions with the North Americas. For example European, USA and Canadian organization stress short-term results and favor managers over workers.
The Asians, on the other hand, have developed a unique managerial style and work a relationship based on a tradition that emphasizes Collective values over individualism. As a result they invest for the long-term and seek worker participation in shop-floor decisions.