Final Executive Summary
You will write a final executive summary describing Japan and Turkey�s is best to execute your
company’s strategy for the hybrid scooter. Synthesizing the information you have gathered is an important
skill upon which your company’s management team may rely for decision making.
Write a recommendation to your management team on the following:
� Of Japan and Turkey, which one has the best economic market for this product? In which country will it
sell best and why?
� Out of Japan and Turkey, which country would have the best chance of attracting talent? Be sure to
include which country is more likely to have an employee base with the skill sets necessary for the sales
representative position, based on the research you conducted during the course on demographics,
literacy rates, et cetera.
� What cultural factors will most influence recruitment strategies?
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� Based on what you know of the culture of the country you’re recommending, what obstacles, if any,
might you encounter as you train new hires on teamwork in this environment?
� How will you design a training environment that minimizes these obstacles?
Executive Summary
Hybrid Scooters today remain a typical transport mode in the modern world today since
they save on space and uses solar energy in operating as compared to the old models that
consumed fuel. As the leading company in the sales of these hybrid scooters, we aspire to make
transportation cheaper and efficient in Japan. The company took an approach and carried out an
analysis between two countries-Japan and Turkey with the aim of finding a favorable sound
market.
Turkey’s economy as revealed in the analysis was bound to grow at an alarming rate a
factor that will have an impact on the market trends. When Turkey overcomes the barriers in
education, unemployment, and labor markets, the long-term economic health of the country
would be improved. With this is taken into consideration, it is important that for this business to
find a base in the country, both the markets would be favorable for the business (Kotha, Zheng,
& George, 2011). Considering the target audiences within these countries, it is important to point
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out the largest client base will be on the youth and women who hold the most significant part of
the population in both the countries.
Although Japan and Turkey are considered as growing nations, it is significant to realize
that Japans economic growth supersedes Turkey’s growth, with the GDP per capita also
registering higher. Japan. With the huge population rate of Turkey, it is important to note that
there would be a shift in the economy since the demographic dividend gives Turkey an
advantage.
Japan’s largest age group tends to be higher as compared to that of Turkey (Komine, &
Kabe, 2009). Most of these persons between these age groups have gone through higher
education with a big number of this population working actively. Japan will serve as our market
catchment area since the company is well endowed with a huge client base that would benefit the
company. Japan remains the main therefore remains one of the influential country that would
attract talent. This can be witnessed by the aspects of developmental strides the country has
made. With the technological growth, the company remains on the list of developing first World
Company.
Cultural factors will most influence recruitment strategies
The cultural factors that affect the recruitment strategies mainly lie on the social
behaviors, attitudes, values, and beliefs concerning a recruitment process. These social systems
have an impact on how people think in regards to a recruitment process. Some undeveloped areas
would not embrace the web based recruitment procedures due to either illiteracy, or due to the
fact that they are used to the traditional methods of recruitment (Schmidt, et.al). These factors
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may hamper the success of a recruitment exercise since the organization may not find the best
candidate for the job.
Cultural Barriers Encountered During Training
Different cultures differ in the way they express themselves in different situations. A
misunderstanding is created whenever two people from different cultures try to analyze
something together. When expressing a point, a person may have good intentions but somebody
else from a different culture might end up having a wrong perception about it. Therefore, trainers
may find it difficult to teach workers with a different understanding about different things and
who react differently in different situations. Language barrier is also a very common challenge
faced by trainers (Yap, & Webber, 2015). If some employees use only their mother languages to
communicate, it may be extremely tricky for the trainers to meet their demands. Time may also
be a problem since the trainers need time for themselves. All these differences are likely to
cause disagreements in workplaces thus leading to poor performances at work.
Design of a training environment that minimizes these obstacles
In order to have a good and effective plan, that will help the employees from different
cultures, it is important to handover different responsibilities to different people after which they
are interchanged after a certain period of time. This will help the workers realize that they are all
equal irrespective of their cultural differences. It is important for a trainer to spend time and
evaluate his or her workers and try to obtain information so as to have a clear mind on what
needs to be addressed (Kuvaas, Buch, & Dysvik, 2012). This will help the trainer to seek
information from different departments thus making the process easier.
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A good trainer should interact with other instructors from different departments, which
helps them to be diverse and always have something different to offer. In larger organizations, a
decision has to be made on whether the trainer wants to have one lesson for all employees or
group them according to their levels. In order for the outcome to be impressive and be of great
help to the workers as well as improving their understanding, training should be conducted
differently since the learning abilities vary from one employee to another (Kuvaas, et.al). Some
understand when given materials to read others, are good at observing and others by listening
from informants (Farrell, & Hurt, 2014). The workers tend to benefit more when training is done
in favor of their preferred style. The workers should be allowed to contribute and give their
views and feelings about different issues since they have the highest contribution on the success
of any organization.
Conclusion
Out of this, it is significant to realize that Japan remains the most influential country that
can form a base for our company in the employment sector. Since the company is also a fast-
growing economy in the digital world, it is important that the services offered in this county meet
the demands of the targeted audience.
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Works Cited
Kotha, R., Zheng, Y., & George, G. (2011). Entry into new niches: the effects of firm age and
the expansion of technological capabilities on innovative output and impact. Strategic
Management Journal, 32(9)
Farrell, L., & Hurt, A. C. (2014). Training the Millennial Generation: Implications for
Organizational Climate. E Journal of Organizational Learning & Leadership, 12(1), 47-
60.
Yap, Q. S., & Webber, J. K. (2015). Developing Corporate Culture In A Training Department: A
Qualitative Case Study Of Internal And Outsourced Staff. Review of Business & Finance
Studies, 6(1), 43-56
