John Higgins

2.0 Problems, Symptoms and Problem Statement 2.1 List of Problems 2.2.1 Firstly, the problem in this case study is that both Prescott and Higgins are good leaders but unfortunately they have a very diverse management style. Prescott wanted to implement the American management style that they use back in the Headquarters because he thinks that the company’s real contribution to Japanese society was in introducing new ideas and innovations. Whereas, Higgins on the other hand is more tied up to the Japanese culture. This due to his admiration towards the Japanese culture. The symptom to this problem is that Higgins strongly objected Prescott’s decision to lay off a manager in the company. Other than that, Prescott also hesitate to ask for any opinion from Higgins because Higgins will constantly objects to changes that were contrary to the Japanese norm.

2.2.2 The other problem is lack of communication and understanding among Prescott and Higgins. In fact, the diverse management style that they possess is a huge advantage for the company because both their knowledge about American and Japanese culture can assist them in handling any problem in terms of American policies or Japanese culture. But, because Prescott and Higgins did not discuss and be tolerant about the matter, it turns out to be a disadvantage. The symptom to this problem is Higgins did not discuss or confronted about his plans or concerns with Prescott before doing anything, such as Higgins has pleaded on behalf of the fired manager without discussing beforehand with Prescott. 2.2.3 Lastly, the main problem is to retain Higgins in the company. The symptom to this problem is Higgins has received several offers from other companies in Japan. With the issues between Higgins and Prescott, there is a possibility that Higgins will leave the company.

2.2 The Problem Statement
The diverse management style that Prescott and Higgins have had cause misunderstanding