Foxconn Suicides Case Study

Foxconn Suicides Case speculateIntroductionFoxconn Technology Group is a subsidiary of Hon Hai Precision intentness Comp whatsoever Ltd, a Taiwanese federation which is a major electronics manuf procedureuring business catering to famous-name brands including Sony, Apple and Nokia. With the early manufacturing plant established in Shenzhen, chinaw ar in 1988, around 450,000 consummationers argon now employed at the Foxconn City, which int decisions to act as both body of fakeing and unoccupied place to the employees.Foxconn has been involved in several contr everywheresies, relating to how it manages employees. It is intimatelyly known by the public for the series of self-destructions in 2010. The 2010 Foxconn suicides occurred between January and November, 2010, when eighteen Foxconn employees, aging from 18 to 24, attempted suicide with xiv deaths. Though investigation has found that employees personal problems may cause them to kick in suicide, economic crisis i ncome, enormous working(a) pressure and a lack of communicating opportunity are comm just accounted for the incidence.The suicides drew much media attention and in this project, we leave behind focus on analyzing the managerial problems of Foxconn which lead to the incidence and the posture of the measures taken by Foxconn aft(prenominal) the incidence to salve those problems.Management problems troops lead styleMany reports suggested that Foxconns leadership style is the culprit for sustained suicides. They argued that manufacturing workers also need a warm and dungeonive working milieu which was the opposite of Foxconn arranges.Almost every worker call for to stand to work 12 hours a sidereal day intensively so as to economise their live with the low wages. As they do non have new(prenominal) qualifications, they have no choice but have to learn this smorgasbord of harsh product lines said a first-line manager in Foxconn. subsequently a series of suicides happe n in Foxconn, a reporter slipped into the confederation for 30 days. He found that the environment inside the factory was to a greater extent wicked than imagine. For instance, no one cigaret leave for a minute for washroom unless he clear find someone to replace his duty. It shows that take down peoples basic ineluctably are ignored.In addition, Foxconn stresses heavily on execution and efficiency although it neer delivers recompense late. Some workers point out that whenever your boss gives out command, the except 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 put the work to your subordinates. In other words, manufacturing workers sterilise extremely low cogitateation 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 host oversight is unethical as they simply ignore the basic military personnel inescapably. If we apply the motivation theory-Maslows hierarchy of Needs to Foxconn, they cannot nevertheless fulfill the most basic physiological ineluctably like capable rest prison term for the prolonged working hours. Ranging from work conditions to worker status, Foxconn fails to fulfill those hygiene factors( dissatisfiers) harmonise to Fredrick Herzberg s Two-Factor Theory. Both of the theories above show us clearly that worker bequeath get dis fulfil with this military leadership style. The strict and uncaring leadership style explains why Foxconn was blamed to be inhuman causation endless suicides.Rewarding policiesFrom the view of motivating and rewarding employees, some intrust that a string ofsuicides at Foxconn has highlighted what some say that the minimal hire of 900 RMB is exploitative. We shall examine the issue and analyze rewarding policies of Foxconn.With respect to the monetary rewards, it is worthy that Foxconn has si gned labor contract with their workers and conduct their basic salaries on time. However, they effectuate the minimum wage in Shenzhen, 900RMB, as the basic fee 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 pay 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 stark 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 r severallyed a preliminary agreement on pension and alime ntation 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, cherish employees after a series of suicide events and at the akin time, allayer 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, macrocosm 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, beingness 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 cr itical problem. It is a distinct 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 throw out workers when they get mistakes. All the above rewarding policies fuel the suicide problem.communicating opportunityCommunication with peers is important to express their ups and downs and tranquilize their stress. Developing the societal ne cardinalrk in the industry would also enhance the job rapture 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 t o 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 mental 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 zip 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.FairnessHave 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 cost in Foxconn. There are rumors that security guards maintain order match to their persona l 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 put uped from the roof the other day. Another example will be the management by Mr Kwok, the chairperson of Foxconn. He was born and improve 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 consequently it may be the fault of Foxconn not to oddment the interests of different parties which directly leads to continuous suicides. With the workers being treated different ly and nowhere to complain, they can only endure to it. When it comes to the end of ones patience, some of them choose to end their lives.Measures taken by the Foxconn GroupAfter the consecutive tragedies, the Foxconn Group had choose various measures to embarrass employees from committing suicide again.These measures included1.) Increase in workers wages.The management raised the wages of all production line workers by 30%. And for the production line operators in Shenzhen, their basic salaries and wages were raised from 1,200 yuan to 2,000 yuan per month.2.) Set up of Safety NetThe company restrict up a rigid Safety Net within the module residential areas, which occupied for over 150 million square meters of spaces, thus to avoid the death of any worker directly if they intended to jump off the roof downwards.3.) Establishment of the Caring TeamFoxconn had divided their workers into groups of 50 people, known as the Caring Team, and their responsibilities included giving care s and hit the sack to each other, and to report any unusual emotional changes of their co-workers.4.) Counselors availability to assist the workersAt the time after the incident, the company had already trained 1000 psychological counselors. They were sent to the factory to provide counseling, guidance and assistance to the workers via the psychological credit hotline.5.) Mandatory Psychological testOnce new workers were employed after the incident, they should undergo an in-depth mandatory psychological test to evaluate their mental wellness and provided better guidance on how they could work happily in the future.To conclude, these measures aimed at preventing the same incident from happening again.Criticisms on the measures taken by the companyDespite the several measures adopted by the company, did they really benefit the workers permanently? Or did they only bring temporary effects? It was surprising to respect that there were still cases of workers committing suicide unmin dfully after all the above measures were implemented, which gave us the solid evidence that the measures baron not be as effective as the managers expected and could not root out the problem.1. Short-sighted measures without long-run considerationThe above measures could be said to be effective in dealing with short term problems, yet it might not be long-term considered enough. For example, the set up of Safety Net could only bring down workers not to jump downwards from their roof, but it could not solve the workers dissatisfaction towards the company and enhance workers morale in long-term. Some even argue that the innovation of safety net shows the cool-blooded attitude of Foxconn towards workers.2. Not sufficient psychological supportAlthough the company sets up a psychological consultation hotline, sustaining employees to relieve their stress, this measure is quite passive and the number of employees being helped is limited. Top managers only select 1000 employees to take a training course of psychological consultation. Eighty of them pass the exam helping employees who cannot deal with stress. But, these eighty helpers, coitus to over four hundred thousand of employees, are insufficient to prevent suicide from happening again. We doubt whether it is the effective method to prevent suicide and help employees.3. Insufficient improvement in fit different needsAccording to Maslows hierarchy of needs, it states clearly that different needs ranging from physiological needs to self-actualization and esteem needs, such intrinsic values are the most crucial ingredient in the recipe of motivating workers. However, what Foxconn offered were far from fully satisfying workers fundamental needs (ie, financial security), not to mention what measures did Foxconn implement to satisfy workers social needs. Although they set up the caring team to show their love to workers, whether it works is in doubt. Can the need of social network be simply replaced by the so-c alled caring team? The act of suicides proves its effectiveness. world ignored the intrinsic needs, workers hardly find the feeling of satisfactory and knowledge from the work.Our SuggestionsTo coop with the incident, we ought to think of some more probable ways, which are listed in the following1. An increase in wages and a reduction on working hoursMost of the workers in Foxconn endured their tiredness by standing for over 10 hours per day, with 6 days per week without adequate rest. The reason that workers choose to work overtime was that the wages were still far from enough for them, even after the little raise in the wages . By increase the wages, workers no longer need to suffer from the extremely long working hours. If we want to save workers lives, we should first make sure that they get sufficient salary to maintain their lives.2. Satisfying different needsUnder the Maslows Hierarchy of Needs, social need like affection, belongingness and friendship is one of the essentia l needs for workers to get work. Apart from encouraging workers to make friends with others so as to alleviate the psychological problems, they should also encourage them to relax by having some leisure activities. Though Foxconn has good relaxing facilities like recreation centre for chess, batch climbing and fishing, they never promote and encourage workers to whoop it up them. From the Shanghai-based China line News reported, Researchers questioned 1,736 employees and found they worked an average of 83.2 hours of overtime a month that is more than twice the maximum of 36 hours allowed under Chinese law. Workers work many overtime and thus they do not have time to enjoy those facilities. If Foxconn can truly allow workers to enjoy these facilities, workers would definitely gain a better sense of belonging and the morale would thus be deepen greatly as different needs are satisfied.Google which provides its workers a ecumenical working environment and encourages them to enjoy it is a successful example. For instance, swimming pool, 24-hour mobile canteen and gymnastics facilities are all free to use for every employee. Although Foxconn might not be necessary to imitate Google in such ways, it should consider deeply on how it can provide better environment to workers.3. operator to let workers assure of a more certain futureThe suicide cases increase workers fears towards their future. They feel devastated and uncomfortable to what the public said and even leave out self-assertion on Foxconn. These emotional effects can be portentous if Foxconn cannot handle it well. We believe that more resources should be spent to stabilize workers emotion. Foxconn should first explain clearly why several workers committed suicide and whence encourage the remaining to cherish their lives. Secondly, several means should be provided to help workers establish their career paths with promising future so as to crucify their uncertainty about the future. If so, it is b elieved that the working pressure as well as the turnover rate of current workers would be decreased significantly. Eventually, the occurrence of suicides of workers could be diminished.ConclusionDeficiencies in management inevitably account for the series of suicides. The incidence, perhaps, is an alarm system to Foxconn for the urge of a change in its management style. Is military leadership still viable and suitable? Or another style, a more caring one should be adopted to encourage workers? Instead of cerebration how employees can benefit the company, it is more appropriate for Foxconn to think about how they can benefit the employees and get high productivity in return. The essence of the problem is simple even human needs are not satisfied in Foxconn. But up to now, measures taken to tackle the problem, mostly short term, are far from satisfactory, or even worsen it. Apparently, these measures do not get to the root of the problem. To alleviate the dissatisfaction of workers , long term solutions to regain employees confidence towards Foxconn are the only way out.