The film “Nissan – we are driven” of 1984 by Stephanie Tepper which is examined in the following case study, is a documentation about working conditions, trade unionism and management styles at Nissan, one of the biggest Japanese automobile manufacturers. The film shows the situation of workers in several plants in Japan as well as the application of the Japanese management system to a Nissan plant in Tennessee, USA.
At first, some general cultural differences between the USA and Japan and their consequences for the employment relations are explored. Then, the different employment practices in the two plants are explained.
Table of Contents
1. Introduction
2. Conclusion
3. References
Objectives & Research Topics
This case study analyzes the impact of cultural differences on management styles and employment relations by examining the documentary "Nissan – we are driven," specifically comparing operations at Nissan plants in Japan and Tennessee, USA.
- Application of Hofstede’s cultural dimensions to corporate management.
- Comparison of unitarist labour relations systems in Japan and the USA.
- The role of trade unions and company-specific union structures.
- Adaptation and transformation of management philosophies across different cultures.
Excerpt from the Book
Unitarism
Unitarism refers to “the ideas, attitudes or beliefs (usually possessed by managers) that competing interests do not exist or have no role to play in organizations” (Sutcliffe & Callus, 1994, p. 198). Therefore, the relationship between worker and management is characterised by harmony and cooperation and is based on a shared goal. Conflicts do not exist or are only temporary or “aberrant behavior” (Bray, 2005, p. 21). The most important factor is the managerial prerogative: management is the decision-maker and provides strong leadership. The employees, on the other side, have to be loyal to the employer. Loyalty is also highly important in the Nissan plants in Japan: The degree of loyalty shown by the workers is a determining factor of their wages and promotion opportunities. Loyalty even has to be shown off the job: for example every Nissan worker has to drive a Nissan car.
A typical management strategy of Nissan to gain the worker’s loyalty is to provide them several non-wage items, such as cheap bedrooms, long life guarantee of jobs and even help in finding a wife. This can be explained by Japan’s high uncertainty avoidance index.
In a unitarist system, third parties trying to achieve consensus between workers and management, for example trade unions, normally are seen as unnecessary (Nicholls, Holinshead, & Tailby, 2003).
Summary of Chapters
1. Introduction: This chapter introduces the documentary "Nissan – we are driven," outlines the research focus on cultural influences on management, and establishes the theoretical framework using Hofstede’s cultural dimensions.
2. Conclusion: The concluding section summarizes how cultural backgrounds shape specific management practices and notes the challenges inherent in transferring foreign management systems.
3. References: This section provides a comprehensive list of all academic sources and literature cited throughout the case study.
Keywords
Nissan, Hofstede, cultural dimensions, employment relations, unitarism, management styles, USA, Japan, labour relations, company union, industrial relations, cross-cultural management, organizational behavior.
Frequently Asked Questions
What is the primary focus of this analysis?
The work examines the documentary "Nissan – we are driven" to investigate how Japanese and American cultural differences influence management styles and labor relations within Nissan's manufacturing plants.
Which theoretical framework is used to analyze cultural differences?
The analysis utilizes Geert Hofstede's five dimensions of culture: Power Distance, Uncertainty Avoidance, Individualism/Collectivism, Masculinity/Femininity, and Long-Term/Short-Term Orientation.
What is the central research question?
The study explores how national culture affects work and management practices and whether foreign management systems can be effectively adopted by multinational companies in different cultural settings.
What scientific method is employed?
This is a qualitative case study that combines film analysis with employment relations theory to compare management practices and employee experiences in two different national contexts.
What are the key themes addressed in the main body?
The main body covers the application of Japanese management philosophies in the USA, the concept of unitarism, the role of company unions, and the impact of cultural indices on worker loyalty and management strategies.
Which keywords best describe this study?
The study is characterized by terms such as unitarism, cultural dimensions, cross-cultural management, employee loyalty, and industrial relations.
How does the role of trade unions differ between the Japanese and US plants?
In the Japanese plants, a company union exists that works closely with management, whereas the US plant operates as a non-unionized environment utilizing a "two-party democratic system" and an open-door policy.
What is the significance of the "unitarist" system in this context?
Unitarism is the prevailing labor relations model at Nissan, where management expects total loyalty and harmony, often viewing external interference like traditional trade unions as unnecessary or disruptive.
How does Japanese culture manifest in the workplace at Nissan?
Japanese culture manifests through feudalistic, paternalistic structures, high peer pressure, and a focus on group orientation and long-term security, which correlates with high uncertainty avoidance and collectivism.
What was the outcome of implementing Japanese practices in the US?
The implementation resulted in a hybrid approach—a "combination of Japanese paternalism and southern hospitality"—where workers felt a sense of family and belonging, though adapted to the lower power distance and less masculine American culture.
- Quote paper
- Viktoria Sass (Author), 2011, Film analysis "Nissan - we are driven", Munich, GRIN Verlag, https://www.hausarbeiten.de/document/190995
