Report On Workers Of The Factory Discussion And Analysis

The Issue of Culture

Discuss about the Report for Workers of the Factory.

The workers of the factory are one of the groups of stakeholders that are considered by Guo to any process of making the decision. In general, welfare and the morale of the workers are mostly affected due to the aspect of the small wages and the environment in which they work. A component that may be troubling may be, employees are motivated by money making them commit suicide, since on the contracts it stipulates in the event of their death their families be compensated RMB 100,000. This amount is 50 times the amount they get at the end of the month on their salaries. Therefore, if such an issue is not clearly addressed the cases of suicide may significantly increase. Moreover, Guo should also consider the comments and views of the shareholders of Hon Hai Company and Foxconn. In the event of the announcement of the news of suicides, it saw the share price of Hon Hai Company failing significantly to more than 5.1% Taipei, and the Foxxonn’s Company shares also fell by approximately 8.5% margin on the index of Hang Seng. The negative publicity led to the decrease in the investors’ confidence level on the ability of the company in handling the situation that had resulted from the decline of the share price. Moreover, Guo ought to think of client Foxconn provides services to. The company can be the supplier of the major electronic companies due to their low costs. Nonetheless, if Guo increases on the wages of the workers and provides more facilities to them, Foxconn Company may be affected adversely, and some of the increased cost is shifted to the clients. This aspect would result in the Foxconn losing most of their customers to the competitors who are offering lower cost than them.

On the model of Burke-Litwin, it usually revolves on the aspects of defining and being able to formulate a cause and effect on the relationship, which exists among the twelve organizational dimensions, which are vital to the organizational change. This model essential strives in bringing changes on the performance of the team and the organization in general, through the establishment of the interjectory between the performance and between both internal and external factors, which mostly effect on the performance.

On the issue of the culture of the organization study, it should strive to seek on the information to explicit more so on the rules that are implied, regulations, the values, and principles, which most influence on the behavior of the organization. It, therefore, would immense the first suicide that occurred was primarily sparked on the failure of the workers in adjusting to the factory’s life. Apparently, it is the plant life that is difficult to adjust to. Therefore we can understand from these that entering into any new place or even ’life’ requires a person to first learn on the rules and the requirements of that particular location. This mostly applies to someone who is coming from the rural background to the urban environment. When such individual enters to such a radical differentiated and a more constructed environment, it entails the person grasping the understanding of the world and working conditions should be rewritten. This may apply more so in the factory environment that has machines, and work with the electronic equipment that is expensive to complete a given task that pertains parts of the greater assembly apparatus.

Responsibilities and Skills

The next aspects are the responsibilities and the skills factors. They involve the understanding of a particular job position and the necessary requirements, in terms knowledge an employee is required to have so as to fully perform on the responsibilities of the job. It is imperative to clearly know how good various employment positions and the workers are matched. The Foxconn Company has adopted a production process that is not complex so that the workers do not require any specialized training or the knowledge to undertake the given duties. Mostly the technicians from the Department of the industrial engineering primarily uses regularly the stopwatches and the computerized manufacturing devices so as to test the workers. If these employees can meet target on their quota, these target are increased then to the maximum. In an example of the assembly of iPhone line, an employee had elaborated on how the work she did was even measured on the exact seconds. She said her task involved on taking of the motherboard of the iPhone from the line, logo scanning, putting into the anti-static bag, sticking on the label and displaying it to the line, took two seconds. Besides she, explained that for every ten seconds she finished five tasks.

As the production increases the workers face encounters serious short-comings more so, if they do not meet their specific orders within the required time periods. In some of the departments in which the workers take ten minutes break, lf they fail meeting on the target of the production then they are not entitled for a rest until they meet.

The people values and the need is usually the dimension that entails exportation of the opinions of the employee’s in regards to the work, so as to identify on the factors of quality which would result to the enrichment of job and the job satisfaction. There was discrepancy that existed between what was expected and what they really found in reality. This was concluded after the eleventh employee by name Li after committing suicide note was found. The note that the police found said that he had lost the confidence of his own future, and the expectations of what he ought to have undertaken on his work. In addition, and his family outweighed on what he can then achieve. On this note brings to the previous question, what is the kind of the future is entitled for these workers?

People Values and Needs

It is also observed that the latest generation of the migrants are experiencing the Rupture. There is no hope for them to transform themselves into urban workers or even returning themselves to their rural areas to undertake the occupation of a peasant. The system that is regarded as hukou is preventing migrant from getting their permanent residences to the city. These individual do not have sufficient experience to run the farm, nor do they have enough income of starting their own business therefore going back home is not an option either. Therefore they find themselves in an areas that do not belong there nor here, in the unfinished proletarianization. Nonetheless, this new generation has found the reform have occurred which offer good education and a better wealth material than their previous predecessors, thus, the individuals want of what life can offer. But the anger, the frustration and the resentfulness they encounter prevents them from achieving it.

Another factor that is essential is the level of the motivation.it entails to identify on the level of motivation of the employees, would make it easier for the determination of how willing they would put effort to achieve the organizational goals. Moreover, this would require to identify the motivational trigger points. The reasons why the young people seek employment in the city is because they get more money at the end of the month than what farming can bring them at the end of year. In most of the cases the majority of the young workers some of their wages they earn goes back home to support their families. Nonetheless, the motivation for the young immigrant is more than that to work in the city. Working at the city hold dreams of independence and also modernity of these individuals. Ngai highlighted that the female workers she worked with their desires to consumer was drove by their desire of reduction the aspect of disparities. It also depended of living on their calling to the modern model in regards to the female beauty that was increasingly by the mass media. On the eyes of the workers you clearly see desiring subject who want to fulfil their needs of their families at home and the own interest to becoming the modern people. These desires would not be achieved if they are rejected from the system.

On study of the structure it does not need to be confined on the structure of the hierarchical. It  should be based on the function structure that focus on responsibility , the will of the authority, decision making, and communication of the structure that exist between individuals of  entity. According to Gou he based his model of management from his military experience and insists on entire obedience from the hierarchy of the top to bottom chain of command. It stipulates that it is easy to get thousand individual of the army but tough to find one general. The thirteen management level of Foxconn hierarchy is in the form of a pyramid that has a clear line of command. The senior managers are responsible to formulating on the strategy of corporate development and the annual profit goals for the company. The management at the middle is to devise on the implementation plans and delegation of the responsibility. While at the workshop, the production operators faces intense supervision from various layers of management, from assistant line managers, the team leaders, and even the supervisors. According to Yu who is a worker he highlighted that while they are preparing to begin on the production line, the frontline managers demand the workers to respond to the question like; how are you? By shouting together very good.

Level of Motivation

Generally the system include all the policies and procedures that include both the individuals and the operations of the organization. The Foxxonn’s company 8s’ policy is was essentially built on the 5s’ method of Japanese the management so as to improve on both efficiency and o performance of the organization that refer to Seiri (sort), Seiton (the set in the order), Seiso (clean), Seiketsu (standardize on the first 3s’ procedures), Shitsuke (sustain on the efforts of the Seiri, Seiton, Seiso and seiketsu), of which are added the aspect of security, the saving and security to the Chinese system. These principles are usually enforced very rigorously as just as Yu had experienced. The employees on the frontline their postures are monitored more as the work itself. The aim of the Foxxonn’s industrial engineering is to show all the workers operations, to the minute’s movements, rationalized, planned.

Every assembly worker majorly specializes to one task and performs various repetitive motions to a high speed that can be either hourly, and for months on end. This type of the advanced production systems removes any feelings of the freshness, accomplishment towards the work.

The essence of the management practice is to study how the managers conforms to the strategy of the organization more so dealing with the workers and the resources. Management of Foxconn practices and culture of the corporate that are essentially punishment-oriented, despite the resource of human advocating to the mutual care and the love. During the working month there was several public humiliations, it mostly happens when the employee is punished.

In an example, a girl is essentially forced to stand to an attention to read aloud to all statement of the self-criticism, and she ought to be loud to be heard by all. Often the line leader would ask the individual at the far end heard the mistake she made. This clearly is very embarrassing.

The work climate entails a collection of the study of essentially how the employees think, their feelings and their expectation. Besides, relationship that exists with employees share with their team members and members of the other groups is significant in the work unit climate. When Guo puts the interest of the firm ahead of the well-being of the employees he basis his decisions on the economic efficiency principle, that the company acts in the maximization of the profits to the most appropriate efficiency manner. This should be within the constraints of the law and the market. Nonetheless, there was implementation of actions by Foxconn Company to minimize on the number of suicide cases and improve on the conditions of working of the factory. There was an increase of the wages, and invitation of the media members and suppliers to tour the factory so as to allow the public scrutiny on the working conditions. These actions, are founded on the principles of the personal virtues in which the measures taken are honest, open and also truthful. Guo is optimistic of the working condition at the factory.

References

Beer, M. (1980). Organization change and development: A systems view. Scott Foresman & Co.

Goodstein, L. D., & Burke, W. W. (1991). Creating successful organization change.          Organizational Dynamics, 19(4), 5-17.

Styhre, A. (2002). Non-linear change in organizations: organization change management   informed by complexity theory. Leadership & Organization Development Journal, 23(6),     343-351.