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Working in a “Gung Ho” way May 31, 2010

Posted by Null in Cross Culture, Movies.
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I have just watched this film from 80s of Hollywood. The movie, Gung Ho (1986) played by Michael Keaton is a comical yet a learning film that illustrates the cross-cultural differences between American and Japanese management. The film portrays problems in managing operations in a different country if the culture is vastly different from the one you usually work.

Gung Ho

In Japan, they follow a ZERO defect formula (Theory Z) of operations management where every single product manufactured should be defect free. In reality it may look impossible by many but the Japanese management in major organizations has been following this strategy and they had been successful, whereas, organizations of other nations may not be able to achieve such an operations policy.

In Japan, they also believe in collectively achieving together. In fact, Gung Ho literally means “working together”. This not only signifies the collective work but also the degree of devotion of a worker towards his/her organization. If an employee is not being productive like a machine, it is a shame for the employee.

However, work and life is different in another part of the world which is called America. The film starts with the acquisition of an American automobile plant by a Japanese automobile company named Assan Motors. Most importantly, the movie depicts that if cultures are significantly different, you may not be successful if you are not tolerant and compromising regardless of how good you are as a manager.

Since cultures are different, so as the individual characteristics. Therefore we should try bending or tailoring or even adjusting our management techniques in order to conform according to the local culture where we are doing our business.


A GEN Y dilemma on job and social life balance June 25, 2009

Posted by Null in HRM, Movies.
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The Devil Wears Prada (2006) is a humor yet interesting film based on Lauren Weisberger’s 2003 novel. The two major roles played are Anne Hathaway and Meryl Streep.


The story explores some unheard realities of workplaces that can be real challenging (pain in the ***) for individuals if they don’t fit into the position itself. However, the movie has gone beyond the challenges of fitting into a position. It also explores how bosses can be annoying. But the boss is always right! Right?

The story is based on a young lady named Andrea who studied journalism and dreamt of having a career in journalism. Eventually, fate took her into a different role, a different position, an inflexible workplace environment, and a boss from hell. So do you have what it takes to do any job? You are educated and the issue is whether as a GEN Y, you are willing to sacrifice everything in pursuit of a career or not. Not everyone has that much of patience or should I say talent?

What do we mean by a job or a position? You do a 9-5 duty and do not bring office commitments to home.While some professions such doctors, lawyers, teachers, etc may require us to bring task into home (but that’s flexible). But in the movie/novel it was “so so different” in the job that Andrea was doing in the Runway Magazine. As a GEN Y girl, it may look quite obvious that she will leave the job. But she didn’t, rather sacrificed her social and family relations and especially a freedom of life. But eventually after putting so much of effort into it, she quit. Did she do the right thing? I guess so, because she proved her boss that she’s competent but is not willing to sacrifice everything for career.

Yet, we might find people like Miranda Priestly who will go crazy for a career and forget that they have a life.

Does the term “Fair Selection” exist? April 3, 2009

Posted by Null in HRM.
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People always talk about equity and fair selection when it comes to employment of human resources. But what do we mean by “fair selection”? Does it exist in the corporate sphere? Fairness cannot exist especially in selecting something. You go to a restaurant, choose a menu that suits your appetite and budget, and eventually you don’t select the others. That is being both unfair and fair in a sense because you reject the other menus (unfair) plus you cannot take the others because of your circumstances (fair). Something that might perceive fair to me, might not be fair in the eyes of others. It is how we see things. But a 100% fairness do not exist anywhere in the world. From an organizational perspective, fair selection is barely achievable.


Selection process is harder than it looks June 7, 2007

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We live in a world where the community is more conscious about what businesses do. People are now aware of the procedures used by business organisations. In such a cognisant world, firms need to be careful about their recruitment and selection procedures. A simple discrimination can cost thousands of dollars for a firm. Discrimination can occur in many different ways which includes the job advertisement as well. For instance, if your firm is a pharmaceutical manufacturer and you have advertised for a sales representative where you specified that males are prefered and women need not apply. This results a gender discrimination. There are many women in the world with sales related professions who are equally competent to male sales representatives.

Therefore, when selecting employees for your organisation please be careful about the procedures you use to select. As a matter of fact, selection process itself is a form of discriminating where you select one individual over another based on the preferences you or your firm might have.