Expanding Business in Japan: Managing Employee Performance

This assignment discusses the best way to manage employee performance in Japan for business expansion, with a focus on Bentley Motors Limited. It covers the culture of Japan, employee expectations, employer behavior, and national and international laws. The document type is an assignment, and the subject is management. The course code, course name, and college/university are not mentioned.

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Contents
Introduction......................................................................................................................................3
About company................................................................................................................................3
(A) Culture of the country (Japan)..............................................................................................3
(B) Expectations of the employee...............................................................................................4
(C) Behaviour of Employers.......................................................................................................6
(D) Requirement of national and international laws...................................................................7
(E) Difference in policies and practices from UK......................................................................8
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

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Introduction
Business growth enables the organization to increase resources and stock in order to generate
more profit and sales. The impression of expansion is huge on financial viability of the business.
Employee performance is necessary for the company to keep growing in the competitive market
(Epstein, 2018). This assignment will entail information regarding what information need to be
focused by the company at the time of expanding its business in other country. The second
question from the requirement will be chosen for this paper in which the best way to manage the
performance of the staff in Country Japan will be referred. Bentley Motors Limited will be
considered under this assignment in order to expand its business in Japan. Bentley Motors
Limited is well known organization of UK that manufacture luxury cars and SUVs. The
assignment will elaborate about the culture of the Japan, along with the expectations of the
employee over there. The laws and practices of every nation are quite different that is why the
discussion will be made on the requirement of national and international laws.
About company
Bentley Motors has been renowned as a Top Employer for the sixth following year and the main
focus of the company is on fulfillment of the needs of the employee and the company. The award
is given by the Top Employers Institute to Bentley due to its constant development, conditions of
the employee and dedication of the company towards hiring and retaining around 4,000 skilled
employees (Bentley, 2017). The human resource department of the company is more active in
listening queries of the employee and take appropriate action immediately so that the employee
can continue their working without getting stressed. The main target of the company is to
maintain the tag of Top Employer by giving high level services to the employees. The company

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has highly-skilled employees that are committed to make sure that they have chance to reach
their potential.
(A) Culture of the country (Japan)
The culture of Japan is not easy to understand as it entails many aspects of social changes, art
and culture, work and hierarchy a cultural features. The discussion regarding the culture of Japan
are mentioned below which would be helpful in bringing better understanding regarding
expansion of the business of Bentley Motor Limited in Japan.
Social changes
The people of Japan regard their culture as outstanding, but it is astonishingly diverse and open
to external impacts. The fashions and sports in Japan are keenly apprehended upon and modern
technology has been accepted in quick manner, often develops, and then distributed widely. The
people of Japan are more understandable as they contribute in calm conversation (Takamatsu and
Takai, 2018). The best way to manage the performance of the staff is amplifying numbers of
Japanese studying abroad, which can significantly speed up the pace of amendment, involving
the involvement of the new ideas and more developing approach in business. But so far the
young lean to be irritated through the system and are often ultimately forced back into more
established models of behaviour.
Art and culture
The art and culture of Japan is outstanding as they will investigate the actual words used in
conversations. People of Japan are more confident and they keep believe on their words. The

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most important thing in the culture and art of Japan was the recalculation of the event. Japanese
is the primary language of the Japan. In the context of Japan’s religion, the performance can be
increased by focusing on the religion language of Japan so that employees can be comfortable
for their performance (Fairbrother, 2015).
Work and hierarchy
It shall be noted that Japanese strive for sum professionalism in whatever they do. No matter
what kind of work they are doing but whenever they decide to complete the task, they do with
full of their dedications. It is true that even low workers with low skills, who often simple
uniform, such as a headband, to represent themselves as dedicated workers toward their work. It
is expected by the company to their workers to willingly give up their time to get engaged in
work-related social activities (Miyakawa, 2017). Workers and employees are so dedicated
towards their working, for which it has been found that hardly any staff take all allotted annual
holidays.
Cultural features
The view of Japanese people in many aspects is going in a hierarchical way. There is a one area
where its represents is race and there is firm concern with racial purity in Japan. There is a huge
difference in striking between reality and appearance in Japan. It is predictable in a society that
highlights presentation and appearance and style, at the time of attempting to handle number of
feudal attitudes in democratic and modern world (Suzuki, 2019).
By analyzing above discussion, it has been found that Bentley would be successful in Japan as
the culture of this country is approachable. People are cooperative and supportive of that country,
by which the company can get succeeded within limited time period (Simmons, 2017). Along

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with that the people are aware about the pace of changing and ready to adopt latest technology.
On the other hand, it has been found that the people are so conservative in comparison of UK
people; the company has to face difficulties in term of applying same HR policies of UK in
Japan. It could be problematic for the employees of Japan and avoid joining the office of
Bentley.
(B) Expectations of the employee
It shall be noted that the performance management is the expectation of the management. The
expectations of the employees are the fundamental for employee satisfaction or dissatisfaction.
Fulfilled expectations of employee are liable in satisfying them. In such, organizations can have
a look on the employee expectations to improve productivity and engagement. The subsequent
are descriptive examples of employee expectations.
Hygiene factors
Hygiene factors are fundamental expectations that would not be able to amplify satisfaction
when they are met by develop important dissatisfaction. A common example can be considered
of basic water and tea services. This might reason significant against for some employees
(Armstrong, 2016).
Working conditions
Normally, the employees expect from organization that they would provide them a better
working condition with sophisticated infrastructure and equipments. Along with that due to
excessive monitoring and controlling over the work of the employees can be the reason of
breaking their trust with company (Simmons, 2017). People of Japan are more concerned

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towards their work and it is necessary for the company to keep focus on their attitudes and
beliefs (Buchanan and McCalman, 2018).
Opportunity
At the time of working with any kind of organizations, the expectations of the employee from the
organization are to get number of opportunity in terms of learning, pay-grade and promotion. In
case of not fulfilling the expectation of t he employee, the employees are forced to leave the
organization, which increase the attrition rate in significant way. Employees of Japan are
hardworking and their expectations from company are huge as they eager to learn new things
time to time. That is why Japan is more advanced in adapting latest technology time to time ( Liu
and Cohen, 2010).
Work life balance
Work life balance is the expectations of every employee in the organization so that they can give
equal time to their family and other social activities. The companies of Japan is more
understandable in such concept as they give time to their employees in taking participate in
number of social activities. Bentley has to focus on such concept because over working time of
the company and over pressure of working can hamper the condition of the company (Kamau
and Waudo, 2012).
Information and feedback
Every employee wants to get proper information about their working condition and about any
changes within the company so that they can move further accordingly. Lack of information

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about the process can hamper the working process of them as they will be de-motivated (Muda,
Rafiki and Harahap, 2014).
Process and procedures
Generally, it is the expectations of each employee to know more about the process and procedure
of the company which can create problem for the company to categorize things about what
should be revealed or what not. There are so many cases occurred in which the employee expects
things to work much the similar at a fresh job at another organization, which is not mandatory
when it is not. This can outcome in issues adapt to new responsibility, for instance, an employee
who are having 5 years experience in IT company and switch the job, this may outcome in issues
adapting to the company that never plans more than a month in prior (Jackling and De Lange,
2009).
In the context of Bentley Motor Limited in Japan, it can be said that the expectations of the
employees from the organization will be high and it is necessary for the company to have a look
on such factors before appointing them. The best way to increase productivity of the employees
in Japan is to encourage employees by involving them in the decision making of the company
(Buckingham and Goodall, 2015). It has been analyzed that the companies of Japan apply
various principles and have improved approaches and policies to handle each of these issues. HR
team of the company should be active in the context of defining each approaches to the employee
so that the confusion regarding how to work within the team can be managed.
(C) Behaviour of Employers
The expectations of the employers keep significant value in the company along with employee
expectation. The policies and procedures in the company are made by taking consideration of

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both company and employee’s point of view so that any misunderstanding could not take place
within the company (Kume, 2018). The behavior of the employers to the employees ismentioned
below which generally do by many employees.
Positive attitude
It is expected by employers from their employees to keep positive attitude towards the allocated
tasks and make it complete within given timeframe. For this, the employers also keep positive
attitude towards working so that the employee cannot get confused towards how to tackle work
significantly (Spacey, 2018).
Cooperation
The employers usually keep cooperative behaviour in the organization so that the employee does
not get hesitated in asking question. On the other hand, it cannot be stated that every employers
are so cooperative with their team in managing the task. Misbehave with employees can lead the
company into hazardous situation (Zwane, Du Plessis and Slabbert, 2014).
Initiative
However, the employers initiate to ask about the performance of the employee and for this it is
necessary for the employers to keep focus on the employees’ skill. An employer takes initiative
in bringing change within the company so that the employee can perform in well efficient
manner. The different attitude of the employers towards employees such as misbehave,
underestimate, demotivation can impact the productivity of the employees and by which the
employees can perform undertarget (Hassan, 2016).

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With respect to increase productivity of employees in UK, Bentley should keep the same attitude
in Japan as well because it is the company that consider as the Top Employer of the world. By
showing transparency with employees, the company can deal in well efficient manner with
employees from which the productivity of the employee can be increased. It has been found from
the policy of the Bentley that the employee’s expectation to get respect from the company which
specifies the expected behavior with respect to environmental and social standards. For which
the company has introduced the policy in their code of conduct of Anti Slavery and Human
Trafficking Policy that highlights the guidance on how to report and spot suspected breaches of
human rights (Sugimoto and Swain, 2016). It has been found that as a manufacturer company of
automobile, Bentley has highly and international complex supply chain and identifies the risk
this pose in attaining total visibility of the value added chain.
(D) Requirement of national and international laws
The role of the national and international laws at the time of expansion in the organization keep
significant value. The employer should focus on every strategy of other country at the time of
enlarging their business as it creates huge issue in front of the employers. It is not possible that
everything will be same as home country in host country that is why the employer needs to focus
on such factor that can put negative impact over the performance of the company (Gooberman,
Hauptmeier and Heery, 2018). The productivity of the employees is entirely dependent on the
policy of the company and the company’s policy is relied on the national law (Mason, 2018).
The government of Japan is eager to assess inward foreign direct investments that are begun in
1984 with the low-interest loan system through the Japan Development Bank. The government
has established a system that sustains economic activities that will counterfeit the potential of the
Japanese economy, and activate it efficiently (Hoshi, 2018).

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National Law (United Kingdom)
UK labor law handles the bonding between employers, workers and trade unions. The
employment right in UK benefit from a lesser charter of employment rights, which are originated
in various acts, equity and common law. This entails the right to least amount wage of £7.83 for
over 25-year-olds under the National Minimum Wage Act 1998. This policy would be different
in international country as Bentley is doing work by taking consideration of this policy. There
are various acts in UK that help employee to move ahead with protection. The acts have been
made for pension, employment rights, occupational pension and other employee rights in UK on
which the company has developed its policies. There is an act of working time regulations 1988
in UK from which the companies are forced o give proper time to their employees for social
activity and their families.
International Law (Japan)
In the context of international law of Japan, it has been found that the policies and act of Japan is
entirely differing from UK. In the context of timing of working in UK, it has been found that
Japan has agreed to the principle of a 40 hour week. Employee will get extra benefitted in the
form of overpay if they are working more than eight hours per day or on holidays or late night
i.e. 10 pm to 5 am. As per the Labor Standards Act of 1947, the company has to pay 35% on
holidays (Iida, 2016). Since 2010, this rate is increased by 30% for those people who are
working over 60 hours a week. Japan has least amount of wage laws as the actual amount is
relied on the local cost of living and that is why it is different from region to region. It has been
found that the cash payments are generally made by electronic fund transfer. The maximum
period for pay salary is one month but for bonuses and incentives, the company can take longer

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intervals. The criteria of setting the salary of the employees is based on the seniority, and is
managed for the requirements of employees, like if they have a kids and family (Bashir, Suresh,
Proverbs. and Gameson, 2010).
In the perspective of the company, it is necessary for the company to keep focus on national and
international laws at the time of enlargement. The employee consider the different laws of
countries, otherwise, it may lead the company into adverse situation. The employee cannot be
motivated through this approach as they will be getting afraid to join the company. The
performance of the employees in the company in Japan can be amplified with the help of taking
consideration of each laws and legislation of Japan (Kuroiwa and Techakanont, 2016). The
employee makes comparison between them so that the understanding could be made regarding
what need to be changed in the policies as per country’s policy.
(E) Difference in policies and practices from UK
Bentley has different code of conducts in comparison of other motor companies of Japan. It will
be huge risk for the company to operate its business as Toyota is the biggest competitor of it. The
employers should focus on those factors which need to be noticed at the time of enlargement.
The comparison between policies and practices of Japan and UK are made below:
Policies and practices of Japan
The companies of Japan work on four pillars of HRM that are long term employment, seniority
based promotion and compensation, trade unionism and company-driver employee training
program. There are various HRM practices in the organization that are nature of employment,
compensation, training and union relations. The nature of employment practice of HRM in Japan
is based on long term employment and parental approach (Port, McAlinn and Mehra, 2015). The

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compensation is decided according to the seniority based pay. The training in the companies of
Japan is the responsibility of the company. The ethics of Japanese business are a direct product
of Japanese religion and culture. The companies in Japan are more focused towards corporate
social responsibility in which “ecology” is focused by the country in every companies (Gault,
Leach and Duey, 2010).
Policies and practices of UK
The policies and practices of UK is different from Japan as minimum wages for all workers in
UK aged 16 over are legally entitled to be paid a minimum amount per hour. Workers are
protected from discrimination and marital status. It has been found that 80% of UK companies
operate a performance appraisal system. The policies of HRM in UK is relied on different laws
such as Employment Right Act, Sex discrimination act 1975, Race Relation Act 1976,
Employment Equality Regulations 2006 and Occupational safety and health law (Atkinson,
Mallett and Wapshott, 2016).
In the context of increasing the productivity of employees, it is necessary for the company to
make difference in the HRM policies and practices of both countries so that the better
implementation of the company can be done in Japan.
Recommendations
It has been found that Japanese employees are care about social value of their work and believe
of them increased, when they get to know about the social contribution of their company. It is
recommended to Bentley Motors to keep focus on corporate social responsibility so that
employees can be motivated. It would be helpful for them to increase the performance. Japanese
place a high value on stability in their work. The company can take steps to make sure Japanese

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that the company is dedicated to the Japanese market for the long haul, and faithful to offering
various employment opportunities for its staff, will facilitate make sure the commitment of the
Japanese team (Simmons, 2017). The employees of Japan who connect a foreign-affiliated
organization are seeking for something diverse in comparison of the atmosphere at a Japanese
employer. In such situation, the company do not get afraid to provide them what they are looking
for. The two factors of promotion and compensation tied to performance, at the time of
uncommon at traditionally handled Japanese companies, will be invited by and encouraging to
those who have decided to work at non-Japanese firm (Fukuhara, 2016).
Conclusion
It can be concluded from above discussion that the performance of the employees is entirely
dependent on the companies’ policies and procedures. The discussion has been made on the
expansion of Bentley from UK to Japan in which the culture of Japan has been defined. It has
been found that the culture of Japan in the context of business is outstanding as people of there
are hard working. Along with that the discussion has been made on the expectations of the
employee that put impact over the performance of them. It has been found that the behaviour of
employers in the organization is different from each employee. The laws of national and
international have been elaborated under this assignment along with policies and practices of
HRM of UK and Japan so that Bentley can take appropriate decision in order to increase the
productivity of the staff.

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