使行为是由个人行为造成的，团体也会承担责任。至于劳资关系，西方人将更加关注工作控制、跨公司工会以及雇佣和解雇。与西方人不同，日本人注重就业条件、企业工会和终身工作。在建立的行业组织中，西方的管理模式将企业分开，企业之间的关系也很遥远。另一方面，日本人相信Keiretsu家族和紧密的企业间关系。总体而言，西方的管理模式是基于大众化、标准化和福特主义的；在那里，日本人是瘦削、灵活和后福特主义者。
In my opinion, both of the model has its pros and cons. Therefore, the best thing to do is to integrate both of them. For example, a firm should implement horizontal management style to allow more communication but individual for responsible so that employees will have the motivation to work hard to climb up the corporate ladder which will create value for the firm. For production and logistics, both large lot production and small lot production can be integrated so that no wastage of time if some of the parts are not supplied on time. When comes to labor relations, the firm should also uses both hire and fire and job for life. Hire and fire for those bad workers and job for life for those who is good and loyal. Therefore, no single management style is suitable for all kind of business. The important thing is to customize the theories to the type that best fits the business.
在Case Study的作者看来，这两种模式都有其优点和缺点。因此，最好的做法是将两者结合起来。例如，一家公司应该实施横向管理风格，以允许更多的沟通，但个人负责，这样员工就有动力努力工作，向公司的阶梯攀登，从而为公司创造价值。对于生产和物流，大批量生产和小批量生产都可以集成，因此如果某些零件不能按时供应，就不会浪费时间。在劳资关系方面，公司还应终身雇佣、解雇和工作。雇佣和解雇那些坏工人，终身雇佣那些善良和忠诚的工人。因此，没有一种单一的管理风格适合所有类型的业务。重要的是将理论定制为最适合业务的类型。本站提供各国各专业Case Study写作指导服务，如有需要可咨询本平台。
