Another key factor in understanding problems faced by Samsung in dealing with the new generation of “digital natives” is to understand not only broad national traits mentioned before, but specifically the work ethics prevalent in Korean businesses. The case mentions that South Korea has the longest working week hours among all COED countries. But this information appears dry until you realize specific reasons why those hours are so long.
Some of the examples are: Our recommendation in hiring an outside consulting company suggest to locate either a South Korean insulting with significant exposure to the Western business environment or the Western consulting company who does a lot of business in South Korea. In either case the company should have thorough understanding of the local traditional cultural environment, the expectations of the new generation of employees, and those of the Western employees. Specific assignment for the consulting company would be to survey various groups of current employees and target hires.
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Proposed segmentation for the surveyed groups is as follows: Current older employees Current younger employees Group representing prospective younger employees Group representing prospective foreign non-Korean employees Group representing prospective foreign Korean employees Current senior management Current middle management Current knowledge workers Current operators Employees from various functional departments, such as R&D, production, corporate level Employees from various geographical locations, e. . South Korea, USA, Western Europe and elsewhere where the Samsung company Is present The specific questions for these surveys should be around the workers’ expectations bout fostering creativity and Innovation, working conditions, company Internal communications, reward systems, work-life balance. The specific responses from each of the surveyed groups should be tabulated and given different weights.
Given the Issues of attracting, successfully Integrating and retaining younger generation of employees and foreign talent, their response should be given more weight. While the organizational changes based on the analysis of the received responses are Implemented It Is very critical to malignant constant and open communication of the ended vision at all levels of the organizational hierarchy, from the executive suites all the way to the production line operators.
The Importance of this kind of communication Is hard to overestimate. It also ties In organically with the legacy of the company’s founder Bung-Chill Lee who used to spend most of his time on developing talent by speaking to employees at different hierarchical levels and functional departments and receiving their feedback Samsung Case Study By Rightward representing prospective foreign Korean employees Current senior management
USA, Western Europe and elsewhere where the Samsung company is present The about fostering creativity and innovation, working conditions, company internal the issues of attracting, successfully integrating and retaining younger generation of implemented it is very critical to maintain constant and open communication of the all the way to the production line operators. The importance of this kind of communication is hard to overestimate. It also ties in organically with the legacy of the company’s founder Bung-Chill Lee who used to spend most of his time on functional departments and receiving their feedback