Why would you like to work for a company?

I am now looking for a job for after graduation. I am thinking I would like to enter a
Japanese company that is expanding its business to the oversea. On the other hand, I am
also looking for the foreign companies branch in Japan.

While I am searching both types of global companies, I realized I would like to contribute
the global company which has a global campaign. For example, Toyota and Honda are
Japanese-based global companies with a lot of subsidiary in the world, but they do not
often do the global campaigns. Instead, each region has own marketing and PR strategy.
Even if I work in those kinds of the companies in Japan, I think I might not have many
chances to join each regions campaign.

However, some global companies have global campaigns. For example, Nike has a global
campaign. When I was in Japan I saw a lot of commercial film which was made by
Nikes headquarters. They use same slogan and athlete in the world. I would like to work
in those kinds of companies.

By the way, have you ever seen commercial film or foreign movies? I think,
unfortunately, the American do not have many opportunities to see that than other
countries. The U.S. is always leading other countries and also the Hollywood often
remakes foreign movies for American.

If you watch the foreign movies, you might get new inspirations and might be contribute
your knowledge.
2. The advantages and disadvantages of hierarchical pyramid structures
Organizations both large and small require structure in order to operate and meet the
organization's goals. One of the approaches to solving this problem is to use an hierarchical
structure. Hierarchical structures tend to resemble pyramids, with the highest levels of power and
authority at the very top. Governments, militaries and many corporations employ this type of
organizational structure. This method of assigning position and relative levels of power provides
advantages and yields disadvantages.
Advantage -- Clear Chain of Command
o In an hierarchical structure, members know to whom they report and who reports
to them. This means that communication gets channeled along defined and
predictable paths, which allows those higher in the organization to direct
questions to the appropriate parties. It also means that individuals tend to know
who does and does not possess the authority to assign or change tasks. A clear
chain of command also generates clearly defined sets of responsibilities. Military
structures rely heavily on this division and assignment of responsibility and
authority to maintain discipline.
Advantage -- Clear Paths of Advancement
o Most people want to advance in their careers. Hierarchical structures offer very
clear, if not always easy, advancement paths. In business organizations, for
example, advancement frequently means replacing a departing or advancing
superior. Alternatively, it can mean moving from one company to another to take
a better position in a similarly structured organization. In either case, those
seeking advancement know the next step.Perfect organization chart software with
lots of examples and templates
Advantage -- Specialization
o Larger organizations must manage a variety of diverse tasks, ranging from human
resources and accounting to marketing and purchasing. The hierarchical structure
divides these areas of concern into various department configurations that
specialize. Specialization allows organizations to concentrate particular skill sets
and resources to achieve maximum efficiency.
Disadvantage -- Poor Flexibility
o Hierarchical structures tend to adapt slowly to changing needs. Governmental
organizations, for example, frequently come under fire for maintaining layers of
bureaucracy that inhibit change. Organizations that cannot adapt to new market
demands or advancing technologies in pace with or ahead of other organizations
often end up marginalized. This problem affects enough organizations that an
entire field of study, called change management, has developed.
Disadvantage -- Communication Barriers
o The success of an organization often depends on the quality of internal
communication within it. As hierarchical organizational structures tend to channel
communication vertically, interdepartmental or inter-agency communication
suffers. Departmental specialization can lead to communication barriers when no
shared jargon exists that allows members of different departments to
communicate on the same level. In worst-case scenarios, departments
purposefully withhold information from each other.
Disadvantage -- Organizational Disunity
o In theory, organizations pursue a goal or goals as a unified team. The
departmentalizing of specializations leads, in some cases, to decisions made to
benefit a department rather than the organization goals.
3. Pluses and minuses of flat management structures
Flat Organisation Structure
If the is wide, then there will be fewer levels of. In other words, there will be fewer managers.
This structure is called Flat Organisation Structure.
Advantages of Flat Organisation Structure.Benefits or advantages of a flat organisation
structure are as follows:
1. Flat Organisation is less costly because it has only few managers.
2. It creates fewer levels of management.
3. Quick decisions and actions can be taken because it has only a few levels of management.
4. Fast and clear communication is possible among these few levels of management.
5. Subordinates are free from close and strict supervision and control.
6. It is more suitable for routine and standardised activities.
7. Superiors may not be too dominating because of large numbers of subordinates.
Disadvantages of Flat Organisation Structure
Limitations or disadvantages of a flat organisation structure are as follows:
1. There are chances of loose control because there are many subordinates under one
manager.
2. The discipline in the organisation may be bad due to loose control.
3. The relations between the superiors and subordinates may be bad. Close and informal
relations may not be possible.
4. There may be problems of team work because there are many subordinates under one
manager.
5. Flat organisation structure may create problems of between various subordinates.
6. Efficient and experienced superiors are required to manage a large number of
subordinates.
7. It may not be suitable for complex activities.
8. The quality of performance may be bad.

4.The way in which staff motivation may differ in large multinationals
and small companies
Everyone wants a happy, motivated and productive workplace. These simple steps will get
you where you want to be.
Great people make great companies and great leaders make all the difference.
In business, we see the impact of great leaders such as Tony Hsieh, who took the helm of online
shoe retailer Zappos.com from founder Nick Swinmurn. Under Hsieh's leadership, the company
grew from $1.6 million in sales in 2000 to more than $1 billion in sales in 2009.

To make a bigger impact on your business, here are 16 critical ways to motivate your employees.
Learn these techniques - many of them used by Hsieh and Zappos - and adapt as many as
possible.
1. Make employees feel they are doing something meaningful.
A recent survey by BNET (which is now part of CBS MoneyWatch) asked the question,
"What motivates you at work?"
The results showed that doing something meaningful is more important than money or
recognition to your employees. 29 percent of respondents said that doing something
meaningful was the most motivating thing about work. Money motivated 25 percent, and
recognition 17 percent.

Therefore, the number one way to motivate your employees is to make them feel that
they are doing something meaningful. Now, if your vision is to alleviate poverty, as is,
getting your employees to feel like they are doing something meaningful is pretty easy.
This might not seem quite as simple for the typical for-profit company. But this too, is
relatively straightforward. Establishing your company's vision and goals - particularly
involving your employees in creating them - will motivate them to achieve these
objectives and help them feel that they are doing something meaningful.
2. Effectively communicate and share information.
You also must consistently share new information to ensure that your employees make
good decisions.
You must always let employees know how the organization is progressing toward
achieving goals. Setting Key Performance Indicators (KPI) and posting the associated
KPI results monthly will allow you to achieve this.
3. Give employees clear job descriptions and accountability.
It is critical that you give each of your employee's clear job descriptions and
accountability. It's not enough to just state each role's responsibilities; rather, you must
specify the expected results and tasks. For example, the customer service manager's
described role might be to handle all inbound customer service calls. Their expected
results, however, might be to answer all calls within 15 seconds or less, resulting in 90
percent customer satisfaction in telephone follow-up service. Only by specifying roles
and expected results and accountability can you get what you want from each employee.
4. Give and receive ongoing performance feedback.
When things do go wrong, don't blame. You want to replace who questions with how
questions. For example, rather than saying, "Who screwed this up?" say, "How could we
improve this process or avoid this in the future?"
5. Have - and show - faith and trust in your team.
Most humans have relatively fragile self-esteem. If you don't believe your employees can
do something, they won't believe they can either, and they won't do it. You must have
faith in them. You can't just say you have faith: you need to show you do to enhance their
confidence in their ability.

To achieve this, give your employees some autonomy to make decisions. Let them take
ownership of challenging projects and decide how to complete them. Although it can be a
challenge for almost any manager, you must accept the fact that they may fail sometimes,
and if they do, do not angry about it.
6. Listen to, focus on, and respect your employees' needs.
You've likely heard this before, but it's worth repeating: In leadership, listening is more
important than speaking. I love this quote: "Questions unite. Answers divide." Asking
questions of your team will get them to participate; dictating the answers will cause them
to tune out.
7. Provide recognition to worthy employees.
Recognition is an amazing motivator. Adrian Gostick and Chester Elton authored a book
called The Carrot Principle in which they discuss a study of more than 200,000
employees that they conducted over a 10-year period. The study showed that the most
successful managers provided their employees with frequent and effective recognition. In
fact, they found that managers realized significantly better business results when they
offered employees recognition in the form of constructive praise rather than monetary
rewards.
8. Provide fair compensation and pay for the performance you seek.
First, you must pay a wage that employees believe is fair compensation. Second, you
must pay for performance whenever possible. This does not mean 100 percent contingent
compensation. It means that you set expectations for base pay while also providing
bonuses and clearly defining success. This will compel employees to strive to achieve the
goals you have outlined.
9. Foster innovation.
Managers must realize that the vast majority of innovations come from frontline
employees. They come from the people who are manufacturing your products or
designing your services, who are interfacing with customers, and who are solving
problems on a daily basis. As such, innovation must be encouraged.
10. Establish fair company policies that support the company's goals.
Developing fair company policies that adequately support the company's goals will
motivate your employees even more. For example, you cannot treat attending a seminar
as a personal day if you want to encourage continuous learning. Rather, ensure that your
policies and practices will encourage employee feedback, collaboration, decision-making,
and so on.
11. Get ongoing input from employees.
You want to invite your employees to help set goals so that they really buy into them.
Seek employee input on key decisions and plans on an ongoing basis.

Understand that as the leader, you will make the ultimate decisions and plans. Even if
you don't follow your employees' advice or take their suggestions verbatim, the very act
of soliciting their feedback will give you more information and ideas and will make them
feel involved.
12. Manage, but don't micromanage.
Employees do not like to be micromanaged. It's disempowering. It's therefore important
to distinguish the difference between checking in and checking up on your employees.

Likewise, when managing, don't dictate every detail of how to complete a project.
Remember, employees can't grow and gain new skills if you're telling them exactly what
to do for every project they work on. They need a sense of autonomy to feel that they're
succeeding.
13. Encourage teamwork.
Most projects you complete will require input from several employees within your
organization. Encourage these employees to work as a team rather than a collection of
individuals to complete these projects. The easiest way to do this is to set up an initial
meeting for the team, refer to them as a team, and give them enough autonomy so they
act like a team.
14. Modify your management approach for different types of employees.
Great leaders let the employees they're managing dictate the management approaches
they use. Some employees may need or desire more handholding and coaching, whereas
others will want or require less. It's important to think about each key employee and
determine the best way to lead him or her.
15. Give employees opportunities for personal growth.
Because people who get the chance to grow their skills and expertise take more pride in
their jobs, you want to encourage employees in your organization to gain new skills. You
can do this in many ways, such as providing on-the-job training and other opportunities
to teach your employees new skills.
16. Fire people when needed.
The final technique for motivating your team is to fire people when needed.
Underperformers can kill an organization; they can become cancers. When other
employees see these individuals getting away with underperformance, then they start to
underperform. Therefore, firing - as long as you explain to your team why people were
fired - can actually motivate your employees.Motivating employees in a small business can
sometimes be a little more difficult than motivating employees in a large business since there is
generally less money to go into motivating employees. But there are other ways, sometimes
small ways that a small business can use to motivate their employees.
Making work fun
Making work fun can help motivate employees in a small business. There are a lot of different
ways that an employer can make work fun for their employees. They can either focus on making
the workplace fun, creating bonds between the employees, or they can to both. Little things like a
regular potluck lunch once a month can be a fun thing that employees look forward to each
month. And celebrating birthdays with a little party each month can also make employees feel
special and make the work place a fun place to be. Other little things such as a day that
employees can dress down and not be required to wear the usual business casual or putting a
ping pong table or foosball table in the break room can make the work place a fun place to be.
These things are all little ways that make the workplace fun but they can also help motivate
employees to come to work and have a positive attitude since work is a fun place to be.If an
employer would like to help strengthen friendships between the coworkers they can help
promote activities outside the workplace that the employees can get involved in. For example, if
employees at a small business enjoy playing sports they can make a sports team or join a league
together. If employees like to promote good causes they can participate in a marathon or a walk
to raise money for a charity.
Say thank you
Saying thank you does not cost any money and is a very small thing that can go a really long way
to motivating employees in a small business. Employees like to know that they are valued and
that the work that they do matters. By taking the time to tell an employee thank you for a job
well done, or for just doing simple things like showing up to work on time each day, or having a
positive attitude in the work place can help an employee feel appreciated and more motivated to
continue to do a good job.It is also a good idea for an employer to take the time to write thank
you notes every now and then. If they notice one of their employees doing an exceptional job, a
genuine thank you note can make them feel special and motivate them to work hard all of the
time. A real thank you note from their employer can create a bond between the employer and
employee that can help motivate the employee to do their best at work.
Happy employees
Happy employees are usually more motivated employees. There are many different ways that an
employer can help their employees be happy. Little things such as flexible schedules can help
employees be happy. For example, if an employee needs to work part-time or work hours other
than the regular nine to five they will likely be a happier employee if they are allowed to work
the hours that work best for them and their family.Another way to help employees be happy is to
have employee reviews. This way the employer can have an opportunity to tell the employee
what they do that is correct (not just what they can do to be better) and they can listen to any
concerns the employee may have so that the employer can see if they can help the employee
have a better experience at work. Even the smallest thing of letting an employee decorate their
own workplace can help employees be happy and more motivated. An employer can find out
what may make their employees happy and motivated by listening to them and paying attention
to their wants and needs.



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