Micro Organizational Behaviour

I recently returned from a trip to Japan, where I lived and worked for a number of years earlier in my career. As much as globalization can have a dulling effect on culture (internationally and corporately), first-hand contact always highlights some of the starker differences.

It was not long before I was reminded of Japan’s underlying excellence in quality and customer service in public transit. My train from the airport into the city was two minutes late leaving: a thunderstorm had disabled a major station in downtown Tokyo. The apology and explanation, in formally polite language, took both verbal and written forms almost immediately. Restaurant service in Japan has also always impressed me given that there is no tipping, but as a foil to all overgeneralization, we had really bad service one night at dinner.

Nonetheless, my experience working at Tokyo Disneyland around the turn of the millennium provided examples of a strong fit between culture and process improvement. The director of food services for Tokyo Disneyland at the time told me that the baseline for culinary hygiene in Japan was equal to/if not greater than that of the United States. This did not obviate his role in maintaining Disney standards with the introduction of new and innovative food venues, but it certainly lessened that number of food health issues that required diligent oversight.

In contrast, the early days of Disneyland Paris offer insight into cultural clashes when Disney attempted to impose a strict dress code on a French workforce.

Many different attributes contribute to corporate culture, including historical issues, industry traits, geographic location, workforce make-up, etc. My conversations with clients often include reference to culture in terms of the VISION (e.g. “We want to build a customer-focused culture.”) and/or the STATUS QUO (e.g. “We have a real engineering culture.”). Both are important to identify. Once identified, you can start to evaluate the type of change required.

A shift within a culture (e.g. introducing a food preparation technique to an already hygiene-conscious staff) is much less daunting than a shift of the culture (e.g. banning any form of facial hair on male staff in France). Either way, leadership and communication will play an important role in eventual success. Both scenarios need overt support—by actions and words—from formal and informal leaders. Long-term consistency in this is essential for change in the latter case to truly take hold.

Many of the improvements that promise operational effectiveness necessitate cultural change. This never comes easily. A hard look at the existing culture, and a clear vision, can provide a sense of what you are up against.

This originally appeared in the July 2008 e-Newsletter for the Canadian Supply Chain Sector Council

(www.supplychaincanada.org).