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富士康自杀的案例研究 Foxconn Suicides Case Study

时间:2018-06-21 08:44来源:www.ukassignment.org 作者:cinq 点击:
本文是留学生作业案例研究Case Study范文,主要内容是针对富士康的自杀事件进行分析研究。
富士康科技集团是鸿海精密工业有限公司的子公司,台湾公司是一家面向索尼、苹果、诺基亚等知名品牌的电子产品制造商。1988年在中国深圳成立了第一家制造工厂,目前约有450000名员工在富士康城工作,该公司打算作为员工的工作场所和休闲场所。
富士康卷入了几个争议,涉及到如何管理员工。公众对2010年自杀事件最为了解。2010年富士康自杀事件发生在2010年1月至11月,当时十八名富士康雇员年龄从18岁到24岁,自杀未遂,死亡十四人。虽然调查发现,员工的个人问题可能导致他们自杀,包括低收入,巨大的工作压力和缺乏交流机会是常见的发病率。
自杀事件引起了媒体的广泛关注,在这个项目中,我们将重点分析富士康的管理问题,从而导致富士康在发病后采取的措施缓解这些问题的发生率和有效性。
 
Introduction 简介
Foxconn Technology Group is a subsidiary of Hon Hai Precision Industry Company Ltd, a Taiwanese company which is a major electronics manufacturer catering to famous-name brands including Sony, Apple and Nokia. With the first manufacturing plant established in Shenzhen, China in 1988, around 450,000 workers are now employed at the Foxconn City, which intends to act as both working and leisure place to the employees.
 
Foxconn has been involved in several controversies, relating to how it manages employees. It is mostly known by the public for the series of suicides in 2010. The 2010 Foxconn suicides occurred between January and November, 2010, when eighteen Foxconn employees, aging from 18 to 24, attempted suicide with fourteen deaths. Though investigation has found that employees' personal problems may cause them to commit suicide, low income, enormous working pressure and a lack of communication opportunity are commonly accounted for the incidence.
 
The suicides drew much media attention and in this project, we will focus on analyzing the managerial problems of Foxconn which lead to the incidence and the effectiveness of the measures taken by Foxconn after the incidence to alleviate those problems.
 
Management problems:
Military leadership style
Many reports suggested that Foxconn's leadership style is the culprit for continuous suicides. They argued that manufacturing workers also need a warm and supportive working environment which was the opposite of Foxconn practices.
 
"Almost every worker needs to stand to work 12 hours a day intensively so as to maintain their live with the low wages. As they do not have other qualifications, they have no choice but have to choose this kind of harsh jobs" said a first-line manager in Foxconn. After a series of suicides happen in Foxconn, a reporter slipped into the company for 30 days. He found that the environment inside the factory was more terrible than imagine. For instance, no one can leave for a minute for washroom unless he can find someone to replace his duty. It shows that even people's basic needs are ignored.
 
In addition, Foxconn stresses heavily on execution and efficiency although it never delivers compensation late. Some workers point out that whenever your boss gives out command, the only respond you can give is "Yes" or "OK". You cannot be suspicious for a second. The only thing you can do is follow his order and delegate the work to your subordinates. In other words, manufacturing workers get extremely low status in the industry. With low status, workers' duty is to listen and follow their instructions, workers should have no say to what they can do.
 
We are pretty sure that this kind of military management is unethical as they simply ignore the basic human needs. If we apply the motivation theory-Maslow's Hierarchy of Needs to Foxconn, they cannot even fulfill the most basic physiological needs like sufficient rest time for the prolonged working hours. Ranging from work conditions to worker status, Foxconn fails to fulfill those hygiene factors( dissatisfiers) according to Fredrick Herzberg' s Two-Factor Theory. Both of the theories above show us clearly that worker will get dissatisfied with this military leadership style. The strict and inconsiderate leadership style explains why Foxconn was blamed to be inhuman causing endless suicides.
 
Rewarding policies
From the view of motivating and rewarding employees, some believe that a string of suicides at Foxconn has highlighted what some say that the minimal pay of 900 RMB is exploitative. We shall examine the issue and analyze rewarding policies of Foxconn.
 
With respect to the monetary rewards, it is laudable that Foxconn has signed labor contract with their workers and pay their basic salaries on time. However, they set the minimum wage in Shenzhen, 900RMB, as the basic salary of workers in the factory before tragedy happened. In fact, the so-called basic salary is not enough to guarantee workers even the basic standard of living. They are long overdue for significant pay raises and the factory pay has not kept pace with inflation over the past decade that makes their lives hard. We may find that the monetary reward offered by Foxconn is insufficient to satisfy even the physiological needs of workers. It is very likely that workers will get more depressed when their job is overwhelming stressful at low pay level. Suicide attempts are usually preceded by a period of serious depression. It is easy to understand that the low pay can induce suicide with tremendous pressure faced by factory workers every day.
 
After several suicides, Foxconn has reached a preliminary agreement on pension and maintenance payments with the bereaved families that Foxconn would make a 360,000 RMB pension payment to those families and offered maintenance payments of 30,000 RMB per year. This practice intensifies the suicidal problem. The original intention of this measure is to pacify the bereaved families, comfort employees after a series of suicide events and at the same time, relief the pressure from public. However, for those workers who are dissatisfied with their lives at Foxconn, huge amount of compensation induces them to end their life as they find it more preferable. The pension payment, being the culprit of suicides, is achieving the opposite.
 
The dearth of non-monetary rewards also results in a string of suicides at Foxconn. Under the military leadership style, being blamed is one of the job duties. Non-monetary rewards like praise, status promotions or privileges are simply impossible. For general companies, not having any non-monetary or intrinsic rewards is not the critical problem. It is a different story for Foxconn and they become extremely important when monetary and extrinsic rewards are far from sufficient to satisfy workers. It acts as the supplements or compensation to workers with low pay. Unfortunately, Foxconn just does the opposite. There is neither significant extrinsic reward nor any form of intrinsic rewards. Worse still, they tend to punish rather than encourage workers when they get mistakes. All the above rewarding policies fuel the suicide problem.
 
Communication opportunity
Communication with peers is important to express their ups and downs and relieve their stress. Developing the social network in the industry would also enhance the job satisfaction and sense of belongings to the company.
 
However, there is a lack of communication in Foxconn. When they are working, workers cannot talk with each other, or else there will be disciplinary action. After work, they seldom talks with their roommates, since they either have to work overtime or need to take a rest after long working hours.
 
After the first few suicides, Foxconn carries out a number of measures. For example, managers 'buy' information with monetary incentive. Whenever workers report employees with psychological problem, two hundred dollar is rewarded. This practice further worsens the relationship between peers, supervisors and subordinates as it weakens the trust between workers, making it more difficult for them to share freely with their peers. When employees are not satisfied with the working environment and have nobody to talk to, their stress level will add up. And one day they can no longer withstand the stress and end their lives to get rid of the work.
 
Fairness
Have you ever imagined that the unfair treatments in the work place would induce people to commit suicide? People in this generation pay more attention to the fairness. However, unfair affairs exist in Foxconn. There are rumors that security guards maintain order according to their personal mood, rather than the regulations of the company. Whenever one of the guards does not get along with you, you will be beaten for whatever reasons. One example will be Mr Leung. Some said that he spit to the guard after being dressed down and jumped from the roof the other day. Another example will be the management by Mr Kwok, the chairperson of Foxconn. He was born and educated in Taiwan. That is why he is criticized of preferential treating towards Taiwanese. He often employs Taiwanese to manage Chinese and rewards are different between employees from different origins. Taiwanese have a higher salaries and bonus than Chinese at the same level.
 
It is true that we cannot check whether the above claims are correct or not. However, discrimination is not uncommon in the real society as we can think and thus it may be the fault of Foxconn not to balance the interests of different parties which directly leads to continuous suicides. With the workers being treated differently and nowhere to complain, they can only endure to it. When it comes to the end of one's patience, some of them choose to end their lives.


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