Week 2 Responses

Hey Shirlteya,
It is interesting how HR and immigration vary across different countries. Ideally, the way HR
professionals and the department as a whole in the United States deals with different cultures is
not the same way as other countries do. As much as the HR department is tasked with foreseeing
and ensuring aspects such as legal status of workers, drafting contracts and policies for workers
and ensuring their human and worker rights are protected, it’s often not the case in many
countries. Essential, United States has made significant accomplishments when it comes to this
and as much as we may have illegal workers, at least the rights are not overlooked. On the
contrary, as you have outlined in the case of Japan, immigrants seems to be relatively unwelcome
especially to the labor market but again this is changing more and more as the days go by. Do
you think overpopulation may be the reason as to why Japan may have been limiting the
admission of unskilled foreign workers in the past?
You also happened to shed light on the fact that over the years, Japan has somewhat eased entry
into the country by introducing more types of visas that allow legal entry of immigrants. I
happened to read an article by the guardian and it indicates that Japan’s ageing society is already
affecting nearly every aspect of society including the labor market as human capital diminishes
in to the old age. It is further stated that more than 1.2 million businesses have owners aged over
70 with no successors (Guardian news and Media, 2023). Clearly, Japan seems to be facing
problems with its labor market and thus the need to accept unskilled labors if you ask me.
Through the introduction of more visa and acceptance of immigrant workers, Japans labor
market is bound to be more diverse as it is in the United States which is fairly a good thing for
Japan and its human capital.
You did a good job on the comparison between US and Japan’s perception towards human
capital and immigrants and thank you for your insightful contribution.
Reference
Guardian News and Media. (2023). Japan’s population drops by nearly 800,000 with falls in
every prefecture for the first time. The Guardian.
https://www.theguardian.com/world/2023/jul/26/japan-population-how-many-people-
drops-first-time-births-deaths
Hey Edith,
Thank you for the detailed post for this week’s discussion, it is important that you have
mentioned the steps the United States government has taken to ensure a favorable working
environment for a cultural diverse workforce. Essentially, without these policies in place to
address inequality and promote equal opportunities for workers within the United States, then we
as nation would still be lagging behind. This would mean untapped skills and great minds that
make a significant contribution to our nation and as we have seen in the works of Nelson &
Quick (2019), diversity has been associated with increased creativity and problem skills within
the workplace and sequentially the nation. When it comes to human capital, I strongly support
the notion that paying attention to diversity is key as people are different in many ways
including; race, ethnicity, gender, age and much more as you have mentioned.
In the case of German’s concept of diversity, do you think focusing just on social and economic
backgrounds is enough for it and any other country that may be perceiving diversity in a similar
manner? Even though Germany has been able to pull through while majorly focusing on social
and economic backgrounds, I believe it would be more favorable to focus on a larger scope of
diversity as it is here in the United States to be able to tap into the numerous benefits that are
directly or indirectly drawn from embracing the various perspectives of diversity. All in all,
diversity and its various perspectives shouldn’t be overlooked as much as they may be based on
various aspects such as culture and history. Thank you for your contribution to this week’s post
and helping us gain further insight into this topic of diversity in the U.S in comparison to
diversity in Germany.
Reference
Nelson, D. L. & Quick, J. C. (2019). Organizational behavior (6th ed.). Boston, MA: Cengage.
ISBN-13: 978-1-337-40781-6

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Hey Shirlteya,

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