Aging Affects Japanese Auto Manufacturing Industry

...

motivation. Hygiene factors and motivation from two ways, the factories should continue to improve the working environment so that employees from "No job satisfaction" to tend "High job satisfaction", "High job dissatisfaction" tend to be "No job dissatisfaction." Means they should communicate directly to their workers, ask for the suggestions, give them autonomy, and respect for and absorb the views of staff for improvement. Workers complain long work time. The company should do timely adjustment. Workers complain the boring assembly line work. The company should rotate they rule on the assembly line timely. Workers can bring their talents into full play.

Make full use of two-factor theory, making the employees aware of their company is a member of the company as family, work is not a complain, but a responsibility. Thus, employee morale has been improved, enthusiasm has improved, responsibility has been strengthened. And hard work is still critical, but satisfied with the job, to meet the job turnover rate naturally be reduced, and resolve the worker shortage.

Fourth, Factories should take these action to solve the worker shortage.

• Efforts in hygiene factors: seek the suggestion of workers. Improve the working environment. In particular, continue to be improved in terms of company policy and theory, technical supervision, salary, working conditions, relationships, status, career stability and personal life. As appropriate to loosen the policy. Employees relatively free. Salaries to be improved. Working conditions be improved to create a relaxed working environment and a good working atmosphere. Strengthen the protection of employee safety. Attention to communication between workers.

• Efforts in motivation factors: job enrichment and job satisfaction. For the job enrichment, job rotation as a way to make employees work in a dynamic, avoiding tedious work, and employees continue to learn new technologies and skills. For the job satisfaction, give more recognition, growth, promotion opportunities, the establishment of appropriate incentives for employees and businesses grow. Such as the establishment of long-term honorary prize, promotion, profit sharing.

Factories should take the job rotation as first act. Because the structure of the Japanese population, mainly young people working and they are very sensitive at tedious work. They like challenging work. Rotation allows employees work in different jobs in different departments. It can avoid the tedious work, but also for employees is a challenge to the staff of the new jobs generated interest in learning. They learn new skills and become versatile. Rotation also allows workers aware of each tiny work closely with the company’s development. A direct correlation, let them know that not on their own and will go with the implementation of collective honor. At this time, factories supplemented by positive incentives and promotion mechanism, the staff will be able to enhance the sense of belonging and reduce the outflow of talent.

Work Cited

Armstrong, S. (2016, May 16). Japan’s greatest challenge (and it’s not china): Massive population decline. Retrieved May 24, 2016, from http://nationalinterest.org/blog/the-buzz/japans-greatest-challenge-its-not-china-massive-population-16212

Ivancevich, J. M. (2013). Organizational behavior and management (10th ed.). United States: McGraw Hill Higher Education.

Weathers, C. (2009, December 05). Overtime Activists Take on Corporate Titans: Toyota, McDonald’s and Japan’s Work Hour Controversy. Retrieved May 21, 2016, from http://www.pacificaffairs.ubc.ca/files/2011/09/weathers_north.pdf