[QUOTE=brazil84]
I’m going to speculate that Japanese culture has something to do with it. If you watch Japanese people at work, they tend to do things 100% by the book. Obedience and following the instructions of authority seem to be very important in Japanese culture.
For mass producing complex machinery like automobiles, it’s probably helpful to have a work force with that sort of an attitude.
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Very not true. I have some Brazilian and Peruvian friends who work in factories here and they’ve said that some of the Japanese on the line are the biggest slackers and corner-cutters. Let me say that a different way: the stereotypically “lazy” South Americans badmouth the Japanese they work with for not busting their asses at work.
Things that other people have pointed out in this thread already are the keys, in my opinion: quality control, process management. (By the way, this guy thinks that Deming stole credit for ideas other people came up with, and makes an argument for competition in one particular area unrelated to car manufacturing for forcing Japanese companies to actually implement them.)
Multinational corporations might operate in dozens of countries to make parts for one item. There’s no way that cultural ideals at the worker level will make a positive difference, because the workers are so varied, and as has been pointed out, most of them are not Japanese. What is consistent is that Japanese companies concentrate on figuring out the best ways to make the parts they need for their products. Good design leads to good results. Making the process clean and robust enough to prevent or correct for worker error is undoubtedly an important part of Japan’s success in this aspect of business.
Management has a role, of course. Managers traditionally get moved around a lot as they progress in their career. They see how different divisions and different processes are run. That helps to get a broad, rather than a deep (and therefore sometimes narrow) view of how things should run. That probably also keeps them from thinking that they’re know-it-alls since they’re constantly exposed to unfamiliar situations and have to learn how to do their jobs all over again.
Another thing that helps is that, while Japanese society can be very hierarchical, consensus is also considered necessary. That means that memos on what the company is going to do get circulated to everyone involved, and that all those people have to sign off on it. That doesn’t mean that a dissenting peon will actually be able to make a change, but it probably helps to bring things to notice that might otherwise remain unnoticed until it’s too late. In this case, consensus supports hierarchy in that employees are encouraged to see themselves as part of the group. So, for example, if recruit Sato sees that something is going to get screwed up, even if he hates his boss he’ll probably say something, just because he doesn’t want his group to suffer for a mistake section chief Takahashi missed.
It’s not all roses and sunshine though. One of the not-so-nice things that big businesses here do is to take huge advantage of smaller suppliers. The costs of maintaining inventories is usually foisted off on those suppliers. The big guys will refuse to buy production overruns, so that has to get eaten by the supplier too. Dai-Mega Corp. doesn’t care, because those costs aren’t on their books, and those little guys will scrabble around in the dung for the coins the lords of industry fling them. Okay, I’m over-dramatizing a bit, but you get the idea.
There are some drawbacks to the way the Japanese do things too. The guy who made the breakthrough in developing blue laser diodes was paid a paltry ¥20,000 (about US$180) as a bonus. That’s nothing considering that regular biannual bonuses (which are so common that loan repayment schedules often take them into account) typically run up to 2 month’s pay for each bonus, and it’s downright insulting when the potential profit for licensing the technology is estimated to run to the* hundreds of billions* of dollars. That kind of thing is why Japanese companies have a reputation for polishing instead of innovating; a lot of the good people go overseas for work or study, and some of them don’t come back.
Their custom of mandatory (usually unpaid) massive overtime for salaried workers tends to burn people out. Another problem is that it’s not a good idea in Japanese society to stand out too much. Driven, brilliant people end up either getting stifled or disillusioned because their contributions are credited to the team, and there are few personal rewards for excelling. Actually, they are often actively discouraged from being too good or too ambitious. This is a cultural value that I think sucks ass. Any complaints you might have about the US encouraging mediocrity apply even more to Japan.
So, anyway, I think it’s all about engineering good processes and encouraging attention to detail and excellence in whatever workforce the company uses. Very little of it is connected directly to Japanese culture. Heck, some of their success is in spite of their culture.