Rudlin Consulting Rudlin Consulting
  • About
  • Services
  • Blog
  • Clients
  • Publications
  • Contact us
  • Privacy
  • English
  • About
  • Services
  • Blog
  • Clients
  • Publications
  • Contact us
  • Privacy
  • English
  •  

kata

Home / Posts Tagged "kata"

Tag: kata

Sumo or Judo: how Japanese firms embrace or exclude diverse staff

I miss not being able to see the hatsu basho (January sumo tournament) that is now under way in Tokyo, as they don’t show sumo on the television here in the U.K. anymore. It would be great if Harumafuji, the new Mongolian second ranked ozeki, does well*, but it seems this year will be another challenging one for sumo’s credibility, particularly in the way it deals with the foreign rikishi wrestler.

When I was still working at my Japanese company in Japan, trying to develop and implement policies to improve the career opportunities for our “foreign rikishi,” in other words our non-Japanese employees, we had many discussions about what we nicknamed “sumo vs. judo” problem.

The sumo vs judo problem

In a “sumo” company such as ours, the traditional view was that in order to become a senior manager, you needed to join the company (the “sumo stable” or beya) at an early age and spend several years doing menial jobs, pouring the beer for everyone and living in a company dorm.

The sumo equivalent would be cleaning out the sumo beya stable, making chanko nabe stew and undergoing grueling training. So if any foreigner wanted to become a manager, that was fine, but they had to have undergone the same process as other Japanese employees.

Learning the “kata” – knowing the form

As for training, this was mostly on the job, learning from your seniors, as indeed in sumo, where the kata, or form of sumo, is learned by observing others rather than through any formal guidance or manuals. In fact, there weren’t many manuals or formal appraisal processes at all in our company. People just “knew” how to behave and what was expected of them.

For many Japanese companies, this changed in the 1990s. This was partly due to the restructuring needed to deal with the slowing down of Japanese economic growth, but also a recognition that the Japanese company had to become more diverse, not only in terms of nationalities, but in the gender and career background of its staff. It was not only the foreigners that objected to being treated like sumo, but other Japanese people, particularly in the younger generations. Also, the vagueness and lack of transparency often led to cover-ups, verging on what could be deemed corrupt practices.

No point in forcing conformity to the Japanese way on diversity

If you force diverse groups of people to conform to one mysterious way that can only be learned through many years’ apprenticeship, a way most easily learned by a group who share one particular cultural background, then those who deviate from this norm will find that, despite their best efforts, they are only a pale imitation of the mainstream group.

In other words, if you want all employees to behave like traditional Japanese salarymen, then hiring people from nontraditional groups is pointless, because they end up being unhappy, fake Japanese salarymen, or, more likely, quit.

My colleagues and I contrasted sumo with judo, which is also a Japanese origin sport, and has much of the same Japanese ethos regarding the importance of kata and diligence through practice, but is much more transparent in its rules and its teaching methods, a prerequisite, I assume, for it becoming an official Olympic sport for the 1964 Tokyo Olympics. I have to say though: I find sumo more charming and fascinating than judo.

* Unfortunately he didn’t. He made a majority of wins 8 to7, and did better in the March tournament that has just ended – 10 wins to 5 losses.

This article by Pernille Rudlin originally appeared in the Nikkei Weekly. 

For more content like this, subscribe to the free Rudlin Consulting Newsletter. 最新の在欧日系企業の状況については無料の月刊Rudlin Consulting ニューズレターにご登録ください。

Share Button
Read More
Processes and rules – the emphasis on ‘kata’

Japan is usually presented as a highly process-oriented society. One example of this is the emphasis given to kata, form or way of doing something in Japanese martial arts, over the actual result. Martial arts training consists of repeating the same action over and over again until a desired body position and movement is achieved and has become second nature to the practitioner.

I have bitter memories of the weekly kanji tests I used to fail when I went to Japanese elementary school. I thought the characters I wrote looked the way they were supposed to, but the teacher would mark them as incorrect; somehow she knew I had drawn the strokes in the wrong order. There is one, and only one, right way of doing things in many areas of Japanese society.

Maybe this is why a Japanese acquaintance said that when he alights at Heathrow Airport, he breathes a sigh of relief that he is now in a country where he can relax. He was replying to a comment I had made that when I reach Narita International Airport, I breathe a sigh of relief knowing that I am now in a country where everything works.

Many British working for Japanese companies, while recognizing the attention to detail and highly disciplined work ethic of their Japanese colleagues, also complain that Japanese are often less respecting of British rules and processes. When I ask for more details of the situations in which British rules or processes are bypassed, it usually turns out that a customer or someone else inside the company has asked for an exception to be made. Deadlines that were supposedly set in stone suddenly become flexible.

As the customer is not just king in Japan but “god,” it is easy to understand why rules are easily broken for customers, but the exceptions made for colleagues are less excusable in the eyes of many British people. The British sense of fairness kicks in, and any attempt to ignore rules governing the treatment of people is seen as unfair or evidence of favoritism.

British people regularly flaunt work-related rules or crash processes, however – whether it be in customer service or on the factory floor – if they think the result is the same, or, less admirably, if it makes life easier and they can get away with it. They do not unquestioningly obey rules and processes the way Japanese workers are taught to.

One British manager with Japanese subordinates told me how delighted he was with his Japanese team. “You tell them, just once, about a process that needs to be done each day and they will do it, exactly how you told them, without fail,” he said. “There’s no need to check up on them all the time. In fact, I even forgot to tell them not to do it any more when it was no longer necessary and, of course, discovered they were still doing it months later.”

With his British team members, he not only has to regularly check that processes are being implemented but must ensure that the way he checks, and any ensuing discipline or reward dished out, is seen as transparent and fair.

This article by Pernille Rudlin originally appeared in the Nikkei Weekly.  This and other articles are available as a paperback and e-book “Omoiyari: 6 Steps to Getting it Right with Japanese Customers”

For more content like this, subscribe to the free Rudlin Consulting Newsletter. 最新の在欧日系企業の状況については無料の月刊Rudlin Consulting ニューズレターにご登録ください。

Share Button
Read More

Last updated by Pernille Rudlin at 2021-10-20.

Search

Recent Posts

  • What is a Japanese company anyway?
  • Largest Japan owned companies in the UK – 2024
  • Japanese companies in the UK 20 years on
  • Australia overtakes China as second largest host of Japanese nationals living overseas
  • Japanese financial services companies in the UK and EMEA after Brexit

Categories

  • Africa
  • Brexit
  • China and Japan
  • Corporate brands, values and mission
  • Corporate culture
  • Corporate Governance
  • cross cultural awareness
  • CSR
  • customer service
  • Digital Transformation
  • Diversity & Inclusion
  • European companies in Japan
  • European identity
  • Foreign Direct Investment
  • Globalization
  • History of Japanese companies in UK
  • Human resources
  • Innovation
  • Internal communications
  • Japanese business etiquette
  • Japanese business in Europe
  • Japanese customers
  • M&A
  • Management and Leadership
  • Marketing
  • Middle East
  • negotiation
  • Presentation skills
  • Reputation
  • Seminars
  • speaker events
  • Sustainability
  • Trade
  • Uncategorized
  • Virtual communication
  • webinars
  • Women in Japanese companies
  • Working for a Japanese company

RSS Rudlin Consulting

  • What is a Japanese company anyway?
  • Largest Japan owned companies in the UK – 2024
  • Japanese companies in the UK 20 years on
  • Australia overtakes China as second largest host of Japanese nationals living overseas
  • Japanese financial services companies in the UK and EMEA after Brexit
  • The history of Japanese financial services companies in the UK and EMEA
  • Reflections on the past forty years of Japanese business in the UK – what’s next? – 7
  • Reflections on the past forty years of Japanese business in the UK – what’s next? – 6
  • Reflections on the past forty years of Japanese business in the UK – what’s next? – 5
  • Kubota to build excavator factory in Germany

Search

Affiliates

Japan Intercultural Consulting

Cross cultural awareness training, coaching and consulting. 異文化研修、エグゼクティブ・コーチング と人事コンサルティング。

Subscribe to our newsletter

Recent Blogposts

  • What is a Japanese company anyway?
  • Largest Japan owned companies in the UK – 2024
  • Japanese companies in the UK 20 years on
  • Australia overtakes China as second largest host of Japanese nationals living overseas
  • Japanese financial services companies in the UK and EMEA after Brexit

Meta

  • Log in
  • Entries feed
  • Comments feed
  • WordPress.org
Privacy Policy

Privacy Policy

Web Development: counsell.com

We use cookies to personalize content and ads, to provide social media features, and to analyze our traffic. We also share information about your use of our site with our social media, advertising, and analytics partners.