Final answer:
Japanese compensation systems predominantly base pay raises on seniority, reflecting cultural traditions that link social and economic status to familial hierarchy. Marital status and family position are not the main criteria for pay raises in Japanese businesses, though societal changes have begun to influence traditional practices. B. marital status
Step-by-step explanation:
The Japanese compensation systems are known for basing pay raises largely on seniority. This practice is deeply rooted in cultural attitudes that venerate the elderly and have historically linked an individual’s social and economic status to their family and personal rank within society. For instance, during historical periods, one’s position within the bureaucracy and subsequent wealth were determined by factors such as family connections and the support of influential relatives, rather than solely on one’s individual abilities or achievements. This has translated into modern corporate practices where long-term employment and gradual progression up the ranks are common. Job security and loyalty to the company are highly valued, with employees often staying with one company throughout their careers, leading to promotions and salary increases as they gain more experience and seniority.
In contrast, other factors such as marital status and family position which might influence career progression in some societies are not the primary basis for pay raises in the Japanese system. Though personal circumstances may indirectly affect one's career path or opportunities, they are not formal criteria for compensation decisions in Japanese businesses. It is also important to note that changes in societal structure, such as the increase in women working outside the home and the need for community and government elder care, have begun to affect traditional practices in modern times.