Foxconn Successful Development Inability Of Management Management Essay

It is often thought that Taylors technological management is an efficient management. However, with the introduction of society; its drawbacks are gradually revealed. By studying the failure of any Taiwanese company called Foxconn and its management problem, we will discuss what we need today is exactly what management style.

These management issues, including

Problem1: Excessive pursuit of Taylor's medical management

Problem2: Negative staff training concepts, confusion staff training system

Problem3: Work overtime and Remuneration

Problem4: The primary cause of the mistake: X theory

Meanwhile, I will also put forward their perspective and solutions. For a few of the problems in the management process,

These solutions are simple, including

Independent responses channels

improve the quality of managers

Respect for the individual dignity of employees

To ensure that the basic remuneration system

Strengthening welfare subsidies

the role of trade unions autonomy. etc

It may be true that people can find a much better way to control these individuals, but it generally does not imply that we can really do with this issue without esteem of employees. They aren't machinery!



Apple has been playing a very important role in our day-to-day life. It has brought a great deal of benefits but has generated some serious problems as well. But the condition we are talking about today is related with apple is not the apple itself. It's called Foxconn, a foundry, to a development iPhone5 manufacturer.

For higher income, Foxconn management has taken an unprecedented failure of management. Next, why don't we take a closer check out such management methods and the issues behind it.


PART one˜ Examination of the company's problems

Excessive pursuit of Taylor's methodical management

Militarized management

The Foxconn Management is the militarization (hierarchical) management and the Taylor system characteristics.

The current militarized management of Foxconn play technological management to a extreme degree, demanding pursuit of common and standardized staff as mechanical, economic man, while disregarding the employees more social people, his own thoughts, their own needs.

(A) Strict hierarchical system, emphasizing conformity with the guidelines of the organization

Hierarchies in the formulation: "3 high and one low" functional strategy + individual wave methods + of paramilitary or militarized management

= Low cost and high efficiency = global foundry king

"Dictatorship public the Professional first", emphasizing a high degree of self-control and personnel to obey.

Strict hierarchical system has both advantages and disadvantages of

(B) follow the Taylor system operating method, is the standardization, improve development efficiency

The standardized management performance

Production time: the implementation of the "black and white two shifts, day change employees work time is 8:00-20:00 Contrary to night workers

Output signals: workers in seconds to complete each technique time and arrange creation workers

Human resource composition: a pyramid-like moving into the spire older management to develop a strategy, the middle is responsible for circulation and supervisory level employees face is highly decomposed, customized, highly repeated, high-intensity labor tasks

The Taylor system model is seen as a

Labor method standardization. Analysis to recognize the most sensible ways and means to eliminate the pointless and unreasonable action;

Develop a standard time required to complete each standard action, as identified management and the basis for the payment of pay;

3. Put into action differential piecework salary;

Rigorous collection of workers;

by the division of research, clear tasks.

Disadvantages: insufficient management ethics. "Taylor made" only individual specific operating efficiency, while the enterprise as a whole, how to use and manage the challenge is not resolved

Poor personnel training concepts, misunderstandings employee training system.

Foxconn's problem is not only in the management systems there also are present in the training system. Lessons learned from consecutive suicides, attention to the ideological and emotional and subconscious needs of the new generation of employees, admiration for employees, good care staff, to establish the management system to fit in with the requirements of human treatment. But the recent strike the thing surface, Foxconn employee training institutional there's a huge problem.

Foxconn training system characteristics, which is training credit. This is very similar to the University or college of Inside learning. Foxconn training organizations can be regarded as full participation individually managers at all levels, to do something as a good mentor, and everyone needs different degrees of learning and training.

But still there are a great number of deficiencies

: 1. Lack the right behaviour and understanding. Personnel training cannot bring immediate financial benefits for the venture, the enterprise managers in working with arbitrary training issues; staff training can't be seen from a strategic perspective, too much focus on short-term effects. Systematic emphasis on staff training, the quality of the staff is not upgraded job performance won't go up, aside from motivate staff potential development.

2. Neglect the value of personnel training, insufficient investment. Many small and medium businesses in China, few providers to invest in staff training, personnel training is known as an "uneconomic" investment tendencies. First, look at the significantly less than immediate result, the input-output disproportionate; second, there's a certain risk of staff training, training good ability to find another job, and make the organization into a dilemma.

3. Despise training post-assessment, lack complete training incentives. The countless SMEs brain drain lead to business providers didn't dare to make great efforts to carry out staff training, attaches great importance to personnel training, also to provide personnel with a number of training and development opportunities, training while overlooking the late guidance and assessment results and motivation connected let employees feel worthless learning, and lastly even leave. The high liquidity ability business faced such a dilemma, and spend a great deal of manpower, material and money in training, training of workers required, but unable to retain talent, and this has led many companies to reduce investment in training have an effect on working out work.

Work overtime and Remuneration

The overtime work Foxconn rushing iphone5 an amazing move this effort, however, is based on the expense of staff' slumber time at the expense of public vacations.

Orient Truck Heerden, FLA Chief executive and CEO said: "Foxconn is facing the challenge of employee goals, it is obvious that many employees to work in Shenzhen, the purpose is to earn the maximum amount of money as it can be within a short while they words, overtime is very important, we found that a lot of people are very concerned about the Foxconn overtime time will cause the shrinking of wages. "

The real cause of the error: X theory

I firmly assume that the Foxconn management is a believer of Theory X and Theory X myths they failed.

The X Theory humanity assumptions

Born is lazy, whenever you can, will avoid work, life on the lack of initiative, but not the duty, preferring to obey orders 3, blessed self-centered disregard organizations need 4, people are used to the old-fashioned, against the type of change 5, only very few folks have the creativity and creativity had a need to solve organizational problems, lack of rational, susceptible to outside influence

"X theory" Management Guidelines

problems of "X theory"

X theory "with individuals assumption is incorrect. An innate aspect of the assumptions is not a person, but instead the assumption of the industrial organization, management idea, measures and insurance policies of the consequences. Traditional X theory "is set up based on the error causal principle.

PART two˜ Solution for the business's problems

Problem1: Excessive pursuit of Taylor's clinical management


Independent opinions channels

Improve the quality of managers

Respect for the real human dignity of employees

Problem2: Low-quality staff training concepts, confusion worker training system


Training system to the corporate strategy-oriented organization training system is rooted in the organization development strategy, under the machine of the recruiting strategy, only on the basis of corporate tactical planning, combined with human reference development strategy, can be personalized to a brand with their ecological development useful training system.

Training system to concentrate on business central requirements effective training system is not a headache medicine head; feet hurt "fire fighting with each other works" of the disease, but to explore comprehensive the main needs of the business, according to the company's strategic development goals forecast demand for individuals capital beforehand business must do the training of staff and reserves.

The training system is the final analysis, the full range of multi-level personnel training is a kind of adult education, effective training system should look at the special education of employees, for different classes with different training techniques, by using a variety of training options for specific conditions, specific personal capacity and development intend to develop a training plan. Maximize the benefits associated with the premise, multi-channel, multi-level training system, to achieve full participation, to talk about the results of training impact, making working out methods and content suitability for training.

Work overtime and Remuneration


To ensure that the basic remuneration system

Strengthening welfare subsidies

The role of trade unions autonomy

Conclusion of solution

Companies need to adopt flexible measures concerned about the psychological feelings and needs of the employees, under the pressure of an extremely competitive, but also worried about the lives of the employees, to ease the psychological pressure in it.

The social mental services system is not perfect, personal growth, learning, employment, the lack of mental health knowledge, lack of emotional intellect education, personal resilience and potential to resist setback is insufficient. If companies enhance the mental health service system employees, we can offer mental health support for multi-channel.

Foxconn should improve commercial culture or to make up for the deficiencies of the initial corporate culture, mental counseling and internal assist with employees under high pressure regularly.


With more than 400thousnds of Foxconn workers in China, it must be a large mess if staff are mistreated with no better. This is certainly unfortunately iphone5 products for large-scale development, and cannot manage it. Some individuals even committed suicide because of work pressure, I hope, Foxconn produces better work place, such as stores, cinemas, karaoke Alright, entertain them. Folks have determined many ways to solve this problem. Solve these troubles, the simplest way is to permit human rights staff, and exhibited more concern. Distress rooms may not be sufficient to resolve the pressure, I am reluctant, because this may lead to pressured workers killed others, this is a stupid idea. In addition, Foxconn, not like a puppy treat your employees.

Obviously, if Foxconn does not solve the situation, you will see more and more strikes. Individuals need beer, romantic wages somewhat higher. To put it simply, merely to keep them happy

It is natural to believe management is making staff creating more value but we shouldn't dismiss that every works is a exciting person, not equipment.

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