September 24, 2014

Department of Management Studies

IIT Delhi
INTERNATIONAL BUSINESS
Assignment 4 (Japanese Work Customs)
Case Summary:
Weaver Pharmaceutical, a leading pharma company in the US, seeing the increasing competition from Japan,
established a jointly owned and operated manufacturing subsidiary with Yamazaki Pharmaceutical in 1954. The
company conducted substantial R&D on its own and coordinated through a joint committee representing both Weaver
and Yamazaki to avoid unnecessary duplication of efforts. The Japanese operations was one of the most successful
international ventures as far as Weaver Pharmaceutical was concerned.
Weaver had a policy of moving personnel from one location to another for a period of three to five years. Mr. Leonard
Prescott was sent to Japan as the General Manager. He had 25 years of international experience spread across
Philippines, Mexico, India and home-office. Prescott had Mr. John Higgins as his executive assistant. Higgins was
someone who had the opportunity to learn Japanese language and culture at a very early stage in his life. He had fallen
in love with the Japanese so much that he married a Japanese woman and decided to settle in Japan for life. In short,
Higgins had internalized the Japanese culture to such a degree that he had lost the US perspective.
Prescott and Higgins soon entered into conflict over a new personnel policy, framed by Prescott that involved basing
promotions on performance and superiors review rather than seniority. Prescott believed that there were dynamic
changes occurring in traditional Japanese culture and traditions, and he felt that his companys real contribution to
Japanese society was in introducing new ideas and innovations. He also believed that the best international executive
was one who retained belief in his home point of view while also understanding foreign attitudes. Higgins however
objected to Prescotts changes that were not consistent with Japanese norms.
Currently a conflict stands between Prescott and Higgins and theres an imminent need for the senior managements
intervention.
Questions
1.
Higgins was polycentric by nature and therefore subscribed to Japanese norms and way of things. He believed that the
personnel policy should be seniority based and not performance based. His decision making was influenced by the
relationship he enjoyed with his colleagues. He had even arranged the wedding of some of his colleagues.
Prescott, on the other hand was ethnocentric in nature. In his view, his company should contribute to Japanese society
by bringing about changes, innovation and new ideas. He felt that it was alright to impose American personnel policies
over the Japanese employees.
2.
The main reason for the difference in attitude of Prescott and Higgins was that Higgins followed Japanese culture while
Prescott followed American culture. This cultural influence led to the change in attitude towards professional and
organizational policies between the two men.
September 24, 2014

Japanese culture is very relationship oriented. Japanese people respect seniority and age. Americans on the other hand
are very direct in nature and are result or performance oriented.
Higgins respected Japanese culture, married a Japanese lady, moved into a Japanese neighborhood, used public bath,
was invited to weddings, neighborhood parties, and even Buddhist funerals.
3.
Alternative 1 Counsel Mr. Prescott
Mr. Prescott is making revolutionary changes which would not be taken well by the Japanese and therefore needs to be
advised on the possible repercussions of his management style. He needs to be more considerate about the Japanese
culture and norms. He should work with Higgins closely in understanding Japanese and formulate policies accordingly.
Alternative 2 Counsel Mr. Higgins
Higgins should be made to understand that he was sent to Japan to ensure that the subsidiarys goals and objectives are
aligned with the parent American organization. He should be more supportive of Mr. Prescott and help him bring about
the intended changes.
Recommendation:
Currently there are no concerns as far as Weaver Yamazakis performance is concerned. This means that there are no
burning issues which call for such drastic changes as those of Prescotts. Therefore, it is important to advise Mr. Prescott
to take Higgins on his side and work closely with him for the betterment of the organization.