X-raying American, Japanese styles of management and implications for Nigeria, by Yusuf Alhaji Lawan
Management is a multifaceted concept that can be understood differently by various individuals and groups. To some, management is about planning, organising, and controlling resources to achieve specific goals. Others view it as a process of leading and motivating people to accomplish organisational objectives.
Scholars may define management as a discipline that combines art, science, and profession, while practitioners may see it as a set of skills and practices that enable organisations to adapt and thrive in changing environments. Ultimately, the definition and understanding of management can vary depending on cultural, organisational, and individual perspectives, highlighting the complexity and richness of this field.
Management is the backbone of any successful organisation, be it a business, government agency, or non-profit institution. Effective management is crucial for driving innovation, enhancing productivity, and fostering sustainable growth. As nations strive for economic development, understanding diverse management styles can provide valuable insights for improvement.
In the realm of management, comparative management is a significant area of study for students pursuing management degrees. It involves analysing different management styles and practices across cultures and nations. Among the various styles studied, the American and Japanese approaches are two of the most prominent and widely compared.
Many countries draw inspiration from one or both of these styles, adapting elements to suit their contexts and achieve desired outcomes. The contrasting yet complementary features of American and Japanese management styles make them an intriguing subject for comparative analysis, offering extended understanding to organisations seeking to improve their performance and competitiveness.
The American style of management is characterised by a strong emphasis on professionalism, meritocracy, and individual achievement. It values specialised knowledge, expertise, and qualifications, often prioritising technical competence over other factors.
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Distinctive features of this approach include a focus on short-term results, decentralisation, and employee empowerment. American management style also encourages competition, innovation, and entrepreneurship, with extra weight on bottom-line performance and return on investment. Additionally, it often features a flat organisational structure, open communication channels, and results-driven culture that rewards high achievers. This approach is designed to drive efficiency, productivity, and growth in a rapidly changing business environment.
The Japanese style of management is distinct for valuing experience, attention to long-term relationships, and collective decision-making. It prioritises loyalty, teamwork, and consensus-building, often focusing on the well-being of employees and stakeholders. Features of this approach include lifetime employment, seniority-based promotion, and a strong alertness on continuous improvement.
Furthermore, it also fosters a culture of respect, discipline, and attention to detail, with a focus on quality control and customer satisfaction. This approach encourages collaboration, shared responsibility, and a sense of community, leading to a stable and productive work environment. Japanese management style aims to build strong organisational foundations and drive sustainable growth.
Nigeria lacks a distinguished indigenous management style and has been slow to adopt a specific approach that suits its unique context. As a management student, it’s challenging to pinpoint a dominant management style in Nigeria. Instead, management practices often seem to be driven by personality traits, individual interests and sometimes even sentiments. While some sectors may exhibit characteristics similar to American or Japanese styles, this appears to be more coincidental than a deliberate adoption of these approaches.
At first glance, Nigeria’s practice of promoting from within; such as appointing a Professor as Vice Chancellor, a seasoned academic as Provost, or an Assistant/Deputy Inspector General of Police as Inspector General of Police may resemble the Japanese style of management, which values experience and internal promotion. However, a closer look reveals that the underlying management systems and philosophies differ significantly from the Japanese approach. While Nigeria’s approach may prioritise seniority and experience, it often lacks the long-term focus, collective decision-making, and emphasis on continuous improvement that characterises Japanese management.
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On the surface, Nigeria’s practice of appointing experts from academia to lead relevant agencies; such as a Geography Professor to head the National Meteorological Agency or a cybersecurity expert to lead the National Information Technology Development Agency may resemble the American style of management, which values professionalism and technical expertise. Similarly, appointing a Hotel Management graduate to head a restaurant may seem to prioritise relevant skills. However, upon closer inspection, the underlying management systems and philosophies may differ significantly from the American approach, suggesting that other factors beyond just professionalism may be at play.
Nigeria’s management practices appear to defy categorisation into a single style, instead, reflecting a complex blend of influences and factors. While certain appointments and practices may superficially resemble American or Japanese management styles, a closer examination reveals significant differences. Ultimately, Nigeria’s management landscape is shaped by inimitable set of cultural, historical, and institutional contexts that require a nuanced understanding and approach.
To move forward, Nigeria may benefit from developing a hybrid management approach that leverages the strengths of different styles while addressing its one-of-a-kind challenges. By combining the professionalism and innovation of American management with the prominence on experience and collective decision-making of Japanese management, Nigeria can create a noticeably different approach that suits its needs. This would require a concerted effort to identify best practices, foster a culture of excellence, and promote institutional capacity building. By doing so, Nigeria can unlock its full potential and achieve sustainable development in various sectors.
Yusuf Alhaji Lawan writes from Hausawa Asibiti Ward, Potiskum Yobe State. He can be reached via nasidi30@gmail.com.
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