Japan is regarded as a world leader in the field of education and training for improved economic performance. Yet success in Japan is often achieved by going against what is regarded as ideal practice elsewhere. This book offers the most comprehensive review available in English, fully updated from the first edition, of the many facets of Japanese vocational education and training. It covers the system from primary education through to in-job training offered by companies and provides a detailed study of current practice. This gives equal emphasis to formal training in explicitly vocational courses and informal training in factories, shops and offices.
The authors are also concerned to analyse the difference between substantive 'person-changing' training and mere 'ability-labelling'. They raise important issues such as: to what extent does the need to package skills to provide convenient qualifications distort the actual training given? How efficient is it to rely on professional trainers to certify the acquisition of skills, rather than run separate testing systems? In Japanese companies the authors have discovered that pride in doing the job well is often the strongest motivation, and that much company training is carried out by colleagues.

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Japan is regarded as a world leader in the field of education and training for improved economic performance. Yet success in Japan is often achieved by going against what is regarded as ideal practice elsewhere. This book offers the most comprehensive review available in English of the many facets of Japanese vocational education and training. Covering the system from primary education through to in job-training offered by companies, this book provides a detailed study of current practice giving equal emphasis to formal training in explicitly vocational courses, and informal training in factories, shops and offices.
The authors analyse the difference between substantive 'person-changing' training and mere 'ability-labelling.' They raise important questions, such as: To what extent does the need to package skills to provide convenient qualifications distort the actual training given? How efficient is it to rely on professional trainers to certify the acquisition of skills, rather than run separate testing systems?
The authors reveal how, in Japanese companies, employees are strongly motivated by pride in the successful execution of their jobs, and that much company training is carried out by colleagues.

Recent economic trends are changing forever the face of Japanese industrial relations; "Japanese Management and Labour" explores these changes. Authors Mari Sako and Hiroko Sato examine the responses of both Japanese management and labour, and that of the Japanese government, to these economic transitions. In Part 1 of the work, recent trends in Japanese labour markets, labour law and corporate strategy are explored. As labour and management yield to these new economic pressures, changes in industrial relations are shown to be the inevitable result. Part 2 analyses the interaction between the state, management and labour. Both the macro and the micro levels are given full consideration, as the government of Japan seeks to strike a balance between the often antithetical needs of labour and management. This compilation of current research has been collected by leading Japanese scholars, and effectively challenges the traditional view of lifetime' employment while focusing on the growing economic pressures that Japanese management and labour currently face. "Japanese Management and Labour" is sure to add to the lively debate now taking place regarding management in recessionary Japan.

Recession in Japan has changed the face of Japanese industrial relations. Part one of the study outlines recent trends in Japanese labour markets, labour law and corporate strategy. It focuses on specific categories of labour such as: white collar workers; women workers; foreign workers; and older workers. The second part examines the changing interaction between the state, management and labour at both the macro and micro level. Topics include: the public sector and privatisation; collective bargaining and joint consultation; and labour-management relations in small firms. Drawing on research from leading Japanese scholars, this study considers the future of industrial relations in Japan in the face of increasing economic pressures.

An era of economic globalisation and inward investment has seen much interest in Japanese labour management techniques. The first English edition of this 1964 classic of Japanese economics corrects the misunderstandings which often prevail in this debate, by providing the necessary historical context from the Meiji restoration to the second world war. Professor Hazama debunks the myth that Japanese-style management is inherited from her feudal past, showing the impact of businesses imported from the west after reunification in 1867-68 and how these were amalgamated with a range of Japanese traditions.

An era of economic globalisation and inward investment has seen much interest in Japanese labour management techniques. The first English edition of this 1964 classic of Japanese economics corrects the misunderstandings which often prevail in this debate, by providing the necessary historical context from the Meiji restoration to the second world war. Professor Hazama debunks the myth that Japanese-style management is inherited from her feudal past, showing the impact of businesses imported from the west after reunification in 1867-68 and how these were amalgamated with a range of Japanese traditions.

All firms wrestle with restructuring, involving consolidation of mergers and acquisitions on the one hand, and fragmentation through outsourcing and spin-offs on the other. Through an in-depth investigation into the organizational strategies of Japanese corporate management and union leaders in Japan, Mari Sako explores the issue of "organizational boundaries" that arises from such restructuring.
Examining the strategy and structure of both businesses and trade unions, the book draws upon empirical evidence drawn from interviews conducted at Toyota and Matsushita and their respective unions. It examines their respective strategies in coping with organizational boundaries against the backdrop of changing labour markets, and, in the process, challenges widely held notions about Japanese corporate and union structures.
Mari Sako goes on to explore the implications of these relationships in other advanced industrial countries for corporate restructuring, jobs, and labor market flexibility.

The management of buyer-supplier relations has come to be regarded as a key to achieving manufacturing competitiveness, particularly in sectors facing global competition based on both price and quality. This book is a theoretical and empirical exploration of the link between the type of buyer-supplier relations and corporate performance. Dr Sako examines how British and Japanese companies in the electronics industry manage their relationships with buyers and suppliers, the empirical study comprising a three-way comparison of a Japanese customer company, a British customer company, and a Japanese company in Britain, and an analysis of 36 supplier companies in Britain and Japan. Variations of the companies' business practices are assessed in terms of technology, the nature of market competition, the national legal framework, financial structures, employment systems, and the mode of entrepreneurship. The author identifies two distinct approaches in the two countries - the arm's-length contractual relation (ACR) in Britain, and the obligational contractual relation (OCR) in Japan - and argues that the trust and interdependence present in the latter can be a powerful springboard from which to achieve corporate success.

All firms wrestle with restructuring, involving consolidation of mergers and acquisitions on the one hand, and fragmentation through outsourcing and spin-offs on the other. Through an in-depth investigation into the organizational strategies of Japanese corporate management and union leaders in Japan, Mari Sako explores the issue of 'organizational boundaries' that arises from such restructuring. Examining the strategy and structure of both businesses and trade unions, the book draws upon empirical evidence drawn from interviews conducted at Toyota and Matsushita and their respective unions. It examines their respective strategies in coping with organizational boundaries against the backdrop of changing labour markets, and, in the process, challenges widely held notions about Japanese corporate and union structures. Mari Sako goes on to explore the implications of these relationships in other advanced industrial countries for corporate restructuring, jobs, and labour market flexibility.

The management of buyer-supplier relations has come to be regarded as a key to achieving manufacturing competitiveness, particularly in sectors facing global competition based on both price and quality. This book is a theoretical and empirical exploration of the link between the type of buyer-supplier relations and corporate performance. Dr Sako examines how British and Japanese companies in the electronics industry manage their relationships with buyers and suppliers, the empirical study comprising a three-way comparison of a Japanese customer company, a British customer company, and a Japanese company in Britain, and an analysis of 36 supplier companies in Britain and Japan. Variations of the companies' business practices are assessed in terms of technology, the nature of market competition, the national legal framework, financial structures, employment systems, and the mode of entrepreneurship. The author identifies two distinct approaches in the two countries - the arm's-length contractual relation (ACR) in Britain, and the obligational contractual relation (OCR) in Japan - and argues that the trust and interdependence present in the latter can be a powerful springboard from which to achieve corporate success.

High priority is now given to training and education in all industrial countries to meet the demands of the 'new knowledge economy'. This book analyses the policies and provision of vocational education in advanced industrial countries (UK, USA, Japan, Sweden, etc.) against the backdrop of changing labour markets. In doing so it challenges widely held assumptions about skills and employment growth, and explores the roles that government and the private sector could play in developing advanced skills policies and initiatives.

This study of the problems confronting institutions for the creation of occupational skills in seven advanced industrialized countries contributes to two different areas of debate. The first is the study of the diversity of institutional forms taken by modern capitalism, and the difficulties currently surrounding the survival of that diversity. Most discussions of this theme analyse economic institutions and governance in general. The authors of this book are more specific, focusing on the key area of skill creation. The second theme is that of vocational education and training in its own right. While sharing the consensus that the advanced countries must secure competitive advantage in a global economy by developing highly skilled work-forces, the authors draw attention to certain awkward aspects of this approach that are often glossed over in general debate: The employment-generating power of improvements in skill levels is limited: employment policy cannot depend fully on education policies While the acquisition of skills has become a major public need, there is increasing dependence for their provision on individual firms, which can have no responsibility for general needs, with government action being restricted to residual care for the unemployed rather than contributing at the leading edge of advanced skills policy. The authors argue that public agencies must find new ways of working with the business sector, acquiring expertise and authority through such means as supporting skills standards and taking the lead in the certification of employers as trainers. There must also be reconsideration of the former role of public-service employment as a provider of secure if poorly paid employment for low-productivity workers. The countries covered are France, Germany, Italy, Japan, Sweden, the UK and the USA.