By Alice C L Lam
Normal works at the employment structures of jap businesses deal nearly solely with males. ladies, despite the fact that, represent the majority of the low salary, hugely versatile ''non-core'' staff. This e-book breaks new flooring in reading the position of jap girls in undefined. It assesses the level to which starting to be strain for equivalent possibilities among the sexes has brought on eastern businesses to conform their employment and group of workers administration practices in recent times. the writer places the argument in an old viewpoint, protecting the employment of jap ladies from the beginning of Japan's industrialisation as much as the turning element of the 1986 equivalent Employment chance (EEO) legislation. She examines the historical past and execution of the laws and he or she appears on the reaction of the enterprise group. In her case learn of the Seibu division shop, which takes up the ultimate a part of the publication, Lam concludes that the EEO legislations has no longer had the specified influence.
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Additional info for Women and Japanese Management: Discrimination and Reform
The following quotation from Kenneth Internal labour markets and discrimination 29 Boulding illustrates the difficulties involved in trying to come to grips with the concept of discrimination: Discrimination is a phenomenon which is so pervasive in all human societies that there is no doubt at all that it exists. It is not, however, a unitary phenomenon but a complex of a number of related forms of human behavior, and this makes it not only hard to define but frequently difficult to comprehend fully.
Far from being an objective economic fact, skill is often an ideological category imposed on certain types of work by virtue of the sex and power of the workers who perform it. (Phillips and Taylor 1980:79) Discrimination against women cannot be interpreted merely as an incidental by-product of labour market segmentation originated from technological demands. Sexual divisions and power relationships have an independent role in shaping employers’ segmentation strategy and hence in the structuring of labour markets.
Up to the mid-1960s, fresh school leavers and family workers were the major source of labour supply. With the rapid advancement of women to higher education and the absolute decline in the number of family workers, the increase in the female workforce after the mid-1960s came from housewives. The Japanese economy faced the problem of a severe shortage of labour after the mid-1960s. Economic necessity pushed companies to depart from the traditional practice of limiting their recruitment to fresh school leavers.