Bridging Jinji人事 and U.S. HR: When thoughtless orders spark more than just fire.
It started with a simple directive: “Move those boxes to the storage room.” The Japanese expat manager didn’t think twice. The subordinate, also Japanese, didn’t question the order. Moments later, a fire broke out, caused by the boxes being placed too close to an electrical panel. No one was seriously injured, but the damage was real. And so was the HR dilemma. Should the expat manager be fired? At first glance, it seems like a clear case of negligence. But as HR professionals, especially those working across cultures, we need to look deeper.
The Cultural Context
In many Japanese workplaces, hierarchy and obedience are deeply ingrained. Subordinates often follow instructions without question, even if they have concerns. Challenging a superior’s order can feel disrespectful, even risky. In this case, the subordinate did exactly what was asked without pushing back, without clarifying.
The manager, meanwhile, may have assumed the subordinate would use discretion. But in a Japanese context, vague or incomplete instructions are often followed literally. This isn’t carelessness, it’s cultural conditioning.
The HR Perspective
Firing the manager might satisfy immediate accountability, but it misses the opportunity for growth. What’s needed is a culturally mindful response:
Training on cross-cultural communication, especially around safety and clarity.
Encouraging psychological safety, so subordinates feel empowered to ask questions or raise concerns.
Reviewing delegation practices, to ensure instructions are clear, complete, and context-aware.
This incident wasn’t just about a fire, it was about a breakdown in communication shaped by cultural norms. Punishment alone won’t prevent the next one. Education, empathy, and systems change will.
What actually happened
The manager was formally warned. The company reviewed safety protocols and launched training initiatives. Ideally, HR also used this moment to build a more resilient, culturally aware workplace. Because avoiding HR complaints isn’t just about avoiding blame, it’s about building trust, understanding, and a workplace where all people feel safe to speak up.
This is where Saske HR Ninja comes to the rescue!
ここで御社の人事を陰で支えるサスケが救いの手を差し伸べることができます！
How I can help:
専門サービス:
🎯 Coaching & Training コーチングとトレーニング
I offer specialized coaching and HR-focused training tailored for Japanese managers (in English and Japanese). This helps them understand U.S. workplace expectations and effectively convey information without causing offense. 日本人マネージャー向けに特化したコーチングと人事に特化したトレーニングを英語と日本語で提供しています。これは、米国の職場での期待を理解し、不快感を与えることなく効果的に情報を伝えるのに役立ちます。
🎯 Ongoing Support 継続的なサポート
I provide continuous resources and follow-up sessions to reinforce effective communication practices, ensuring lasting change. 継続的なリソースとフォローアップ セッションを提供して、効果的なコミュニケーションの実践を強化し、永続的な変化を保証します。
My support goes way beyond a 'box-ticking' exercise. I work closely with management to defuse current tensions and implement strategies that prevent future issues and costly lawsuits. 私が提供するサポートは、単なる「箱をチェックする」活動をはるかに超えています。私は経営陣と緊密に連携して現在の緊張を和らげ、将来の問題や多額の費用がかかる訴訟を防ぐ戦略を実行しています。
If this situation resonates with you, don’t hesitate to reach out! I’d be happy to discuss how I can assist. この状況に共感できる場合は、遠慮せずにご連絡ください。どのようにお手伝いできるか、喜んでご相談させていただきます。
