Collective Reflection Of Entrepreneurs: Avoid "Foxconn Like" Model

On the 26 day, Terry Gou, chairman of Taiwan Hon Hai group, went to the Foxconn Shenzhen factory area and apologized for the repeated suicide of employees. The twelfth jump happened again that night.

While we feel sorry for the passing away of young life, people from all walks of life are also reflecting on it.

Foxconn deserves reflection: how to better assume corporate responsibility.

Other enterprises and even the whole industry are also reflecting on how to avoid becoming "Foxconn like".

SOHO China CEO Zhang Xin talked about Foxconn when he talked about Goldman Sachs.

The latter are also in trouble recently.

In April 16th, the securities and Exchange Commission (SEC) filed a civil lawsuit against the federal court of New York, accusing Goldman of cheating investors in a series of securities pactions.

Since then, Goldman Sachs "fraud door" spread to Europe, Britain, Germany and other European countries have announced the investigation of Goldman Sachs, the EU more directly refers to Goldman Sachs "moral bankruptcy".

　　教训

Advance prevention can advance to recruitment.

"The analysis experience of Foxconn event can be used for reference in the aspects of recruitment, training of new employees, and so on." -- a high-level factory in Taiwan, which produces notebook motherboards.

"In less than half a year, Foxconn has committed 12 suicide attempts. It should be carefully examined: whether the measures taken by the staff in the management of employees are really in place; whether the employees' working hours and work intensity are reasonable, whether they are giving normal entertainment activities outside the staff's work, whether the company has special psychological counsellors, and timely corrects the negative and negative thoughts of employees."

A senior Taiwan representative factory from a notebook manufacturer said yesterday.

"Although it is a casual behavior for employees to commit suicide by jumping from a building to every employee, there are so many jumping incidents that happen at the company level."

The above points out that if we do not pay attention to it, not only Foxconn, but also other similar factories in the future.

I hope that Foxconn can summarize and analyze comprehensively this time. How did these 12 jumps occur? What factors, such as working pressure, emotional pressure and so on, are the main causes or the result of various factors.

The high level said that this analysis is very important for the future development of the foundries, because the workers in the foundry factories in the mainland are all Post-80 and post-90 employees. "This experience can also be used for reference in the management of recruitment, new staff training, and so on, so as to effectively prevent and reduce accidents."

　　企业不应无视社会角色

"If these lives can not awaken our conscience, we can not gather all our strength to solve the problem thoroughly. Who will believe that the profits of enterprises are the lubricants of social progress?"

SOHO China CEO Zhang Xin

SOHO China CEO Zhang Xin said in micro-blog, just as Goldman Sachs can not just observe its role as an investment bank in the financial crisis, it is good to create profits for shareholders. Foxconn's Terry Gou should also be wise to see his social role behind him.

Because it is no longer a matter of enterprise management, it has become the most remarkable event in the society.

From here we can see that our times, society, government, enterprises, individuals and media are quite mixed, and there are many overlaps. However, laws and regulations applicable to industrial civilization have not yet caught up with this new situation.

"If these lives can not awaken our conscience, we can not gather all our strength to solve the problem thoroughly. Who will believe that the profits of enterprises are the lubricants of social progress?"

Zhang Xin said in micro-blog.

Lenovo Group (market, information, commentary) COO Rowley said in a conference call on Foxconn factory's continuous jumping events: "Lenovo's corporate culture is people-oriented, and Lenovo will also meet with suppliers and conduct continuous dialogue."

He said that Lenovo is proud of his company's corporate social responsibility practices, while Lenovo has not yet grasped the details of Foxconn, and Lenovo does not have a large proportion of Foxconn's OEM, but Lenovo will emphasize social responsibility on the supply chain and all suppliers.

Zheng Hong, partner of management consulting company, told reporters that although "people-oriented" is just a concept, it fully embodies the full respect for employees. Its core is to identify and respect the value and contribution of employees to enterprises. If an enterprise implements "people-oriented" management in a real sense, it believes that employees will naturally repay the business, and its management effect will not be worse than those of harsh system management.

　　借鉴

Business executives should be like "street directors".

"Once a staff member was found to be depressed, he was asked why he was lonely because of the long separation of husband and wife. During the recruitment process, the worker's wife was recruited into the factory and provided them with an independent room. After that, the worker's mental state improved significantly."

A Taiwanese businessman who invested in a large shoe factory in Guangzhou.

A Taiwanese businessman who invested in a large shoe factory in Guangzhou recently changed a mobile phone with two cards, one of which was dedicated to thousands of workers inside.

He claims that he is not only chairman of the board, but also more like a "street director". The workers on the phone will sometimes talk to him about his work directly.

"Some complaints are trivial things. They sound boring, but they are able to understand employees' inner thoughts and strengthen management from the following dialogues.

At present, most of the migrant workers are lack of channels to communicate with others. Many things are silently accepted. For example, emotional frustration may cause extreme behavior in an instant.

Wu yesterday accepted the "First Financial Daily" reporters said.

He believes that compared with ordinary employees, senior managers of enterprises are more stressed because of their work. If Foxconn employees commit suicide is attributed entirely to the mode of OEM, this is not fair.

With the development of science and technology in Japan, the suicide rate is still high. This is a difficult problem facing the whole world. There will inevitably be suicides in the huge workforce of about 800 thousand of Foxconn employees, but the suicide rate should be lower than the average level of the whole society.

"Once a staff member was found to be depressed, he was asked why he was lonely because of the long separation of husband and wife. During the recruitment process, the worker's wife was recruited into the factory and provided them with an independent room. After that, the worker's mental state improved significantly."

Wu said that it is not easy to manage a factory of thousands of people, so we must consider it from all aspects.

　　疏导

Efforts to understand the needs of the new generation of migrant workers

"As a manager of a labor-intensive enterprise, we must strive to understand the needs of the new generation of migrant workers and create a good working environment and corporate culture."

Lan Hailin, Professor of management at South China University of Technology

In fact, most of the workers in the labour intensive enterprises in the Pearl River Delta region have similar life trajectories with Foxconn.

A Taiwanese electronics OEM company in Dongguan, Changping, is also an international giant such as DELL and HP.

One layer of management yesterday told the first Financial Daily reporters that before 2009, if the international giants had more orders, employees would not have any vacation, and the daily life trajectories of employees were: work, eat and sleep, and even the factory gate would be limited to two times a month.

However, the management staff said that since 2009, the company has opened more activities in the staff living area. No matter how tight the order is, every employee will also take a day off every week.

Every workshop organizes some collective activities every quarter, so that employees can relax their body and mind.

In the Pearl River Delta enterprises, because of the fierce competition, some enterprises have adopted the strict system management in order to survive and develop and earn more money and earn more money. With various administrative systems such as "prohibitions" and "strict prohibitions", or "command type" militarization management, the management of "restraint", "system" and "coercive" management has caused tremendous work and psychological pressure on employees.

In the first Financial Daily yesterday, a middle-level global EMS OEM giant Flextronics giant said that Flextronics strictly controls employees' overtime work and employees can not work overtime frequently.

Lan Hailin, a professor of management at South China University of Technology, also talked about this reporter's interview. As a manager of labor-intensive enterprises, he must strive to understand the needs of the new generation of migrant workers and create a good working environment and corporate culture.

　　“掠夺式经营不可持续”

If Terry Gou, chairman and chairman of Taiwan BenQ group, sits together with Chairman of the Hon Hai group of Hong Kong, will he be a big fan of Foxconn? Over the years, the entrepreneur who has experienced the interlocking of the foundry and the brand has been reflecting on the development mode of Foxconn and other electronic enterprises.

The first Financial Daily reporters interviewed him many times but failed to contact himself yesterday.

How does Lee Lee Yao see Foxconn's staff jumping incidents?

But from his point of view, especially the height of the wolf's spiritual eagle and the end of the wolf, there are many criticisms about the development mode of some electronic enterprises in Taiwan.

Lee said that in the past 30 years, the operation environment of Taiwan's electronics industry has been described as a word of speech. It has pursued continuous scale and established on the basis of copying other people's mode and seized the market at a speed and low cost.

"In the next 30 years, can we still have the same pattern to compete in the world?" he gave the negative answer.

The reason is that the impact of globalization and the increase of human cost have caused a great difference in competition. Relying solely on "human sea tactics" to enhance competitiveness, "wolf spirit" and "predatory" operation are not sustainable.

Blindly pursuing the low cost mode is, in his view, a wolf like spirit and can not be retained.

"This single objective, repressive human nature, military management organization, in the flood of history, will eventually return to the civilized system, so that we can continue to retain."

He said that if we succeed in the consumption of social resources and with unreasonable, lawful and reasonable means, such success is praised or commended as a social injustice.

He referred to the story of some electronics workers demanding flies from their employees in the mainland, and accused some companies of calling their employees "East West".

In his view, this is "a naked, the most primitive and the most violent way of management", but it is regarded as a sharp weapon for industrial competition.

He asserted that the wolf must disappear, because "the grasslands are always eaten up one day", and finally survive "people who know how to live civilizations". They can continue to exist with civilized means, cultural thinking and enterprise management mode with a historical view.

According to Xinhua news agency, Terry Gou said in Nantou County, Taiwan on the evening of 26, the young people who work outside the country need the warmth of their families.

Hon Hai will accelerate the expansion of investment in the western regions of Sichuan and Chongqing, so that the new generation will be able to work in their hometown.

It is worth noting that Lee Lee Yao has said that the wolf style manufacturers are now in Southern China or East China, but this is just a low cost relay station. Now they are going to the west, and they will definitely migrate later.

"Business management should return to the origin of human beings and seek the greatest balance of interests among enterprises, shareholders, employers and employees."

He appealed that only by enhancing the added value, both the spirit of the wolf and the height of the eagle, could the value be left for posterity.

Of course, the business concept of Li and Terry Gou represents different evolutionary links in the industrial chain, and the two companies have been competing for many years.

　　富士康的困境与产业升级

Let me start with an allusion to Mr. Qian Zhong Shu. It is said that Mr. Qian Zhongshu once said to a British lady on the phone, "if you feel good about eating an egg, why do you know the hen that lays the egg?"

Mr. Qian Zhongshu's humorous metaphor dispelled the idea that those visitors wanted to get to know the author.

What is the role of Foxconn in so many employee suicides? We can't comment without evidence.

However, we found a very interesting phenomenon: Although many people accused Foxconn of all kinds of hens, but for the hen's eggs are scramble for it, few people will be rejected because of the hen's eggs.

Consumers only care about the eggs, regardless of the hen's condition. This may be a striking feature of modern manufacturing.

When we buy goods in the market, who cares about the situation of the workers who produce this product? There are two possible reasons for this: one reason is that the chain of production in modern society is stretched very long, and ordinary consumers can not know the details behind it. Another reason is that the quality of the product itself and the experience of the workers who produce these products are two different things.

Capital also favours such enterprises, because they see Foxconn's core competitiveness: cost, mainly labor cost control.

One can be used as a reference material: Foxconn International (market, information, commentary) (02038.HK) 2009 earnings report shows that the number of Foxconn employees increased by 9.7% compared with 2008, the total cost of staff costs decreased by 28% compared to the same period, and the per capita cost was 34% lower than the same period last year.

It is a common practice for factories and manufacturers to ignore workers' emotions and keep costs down.

However, such a rule is not applicable to the service industry: if a catering enterprise has a similar incident with Foxconn, I am afraid the enterprise is not far away from the closing date.

The reason for this is worth our consideration.

Because the profit in the service industry is rarely raised by lowering the salaries of the practitioners. Of course, there are cost controls in the service industry, but such control is mostly controlled in the management cost and office cost, rather than trying to reduce the cost of the labor force.

Because the profits of the service industry come from the diversified services of the enterprises, starting from the quality of providing services.

How to improve the service level? Apart from many factors, the most important thing is to respect employees so that customers can feel the pleasure of service when they enjoy the service.

The unhappiness of employees in the service industry will be felt by consumers through their service level, and consumers will express their dissatisfaction with the service through the voting mechanism of feet. Then the enterprises will try their best to improve their service level by improving their satisfaction. That is the reason. The contradiction between labor and capital in the service industry may be much less than that in the manufacturing industry, and the service industry's salary will be higher than that in the manufacturing industry.

In terms of economics, we can interpret it as "technology intensive" and "capital intensive" in manufacturing, because technology itself is also capital, so capital income appropriation of labor income may be regarded as "right and proper".

However, in the service industry, whether labor intensive or creative intensive, labor force and human capital are the core of value. Therefore, the management must respect labour, and the proportion of labor elements in factor allocation is higher than that in manufacturing industry.

If China's economic structure is still dominated by manufacturing, hens like Foxconn will always exist; on the contrary, when the proportion of China's third industry is increasing, this phenomenon will become less and less.

Therefore, the reduction of jumping incidents needs to be realized through upgrading the industry, that is, the replacement of our industrial workers with the ever increasing number of service workers.

This is a difficult change, but it is a change that must be faced.

　　声音

Arrogant enterprises lack small society

@ Mao Shoulong: the core problem of Foxconn is that the arrogance of big enterprises and the big society of iron and steel organization are in conflict with the employees who are looking forward to the rich and just leaving the small rural community. The result is that employees are jumping off the tall buildings everywhere without knowing each other.

Foxconn's lack of small society is the problem.

If Foxconn can let the villagers in the restaurant meet and talk, they can not spend money on fitness equipment.

　　正视社会保障的新挑战

Coffee house 007: from Foxconn's "Twelve jump", we should not only see the problem of Foxconn's internal employment and management mechanism, but also deeply see the new situation and new problems faced by China's labor and social security in the new situation.

In addition, I don't understand why I haven't seen what Foxconn has done so far. Why continue to make such an enterprise survive and cause trouble?

@ miss Zhang Bo: about Foxconn staff jumping building: first, we express our condolences to those who have jumped off the building. The phenomenon of jumping off the Foxconn staff is the concentrated expression of the psychological weakness of the workers in the Chinese manufacturing industry. Their wages are very few. Their working hours are very long and very tired. Their confusion has no place to tell them. Their lives are very monotonous. We should think about the future of our manufacturing industry from the Foxconn phenomenon.

　　社会责任下的商业逻辑

Stoneyho: the industrial status of enterprises has given the enterprises a deformed cultural representation. This problem is not only a matter of Foxconn's social responsibility, but also a greater source of human imbalance as the "sweat and sweat" of the foundry factory at the end of the industrial chain.

Foxconn's deep-seated problems should be a warning bell for all foundry manufacturers in China and even the world.

While we deplore this "12 link jump", we should pay more attention to the basic ecological relationship of the society: between the poor and the rich, between the upstream and the downstream, the result of reflection is when we can change the rules of the economic game.

When a company like Foxconn can deeply understand the importance of independent brand, rather than simply acting on behalf of industry.

Social responsibility for Foxconn is not only the technical level or the moral level, but also the business logic of management.

This logic must also take into account the huge cultural risks of high profit returns.

　　遮遮掩掩只会麻痹社会

Seven color: some people feel that we are very excited about the number of people jumping out of the building. It seems that they are in a lively mood. But I really don't think so. People have the right to know what has happened, and to disclose the truth can solve the problem.

@ long Ben: young people who have just moved from the countryside to the city are the most difficult to resolve the inner conflicts that are more intense than urban people. On the one hand, their desires are easily enlarged by disorder, and on the other hand, they lack orderly guarantee.

Can not change reality, can only change themselves; both can not change, can only destroy themselves.

"Foxconn N even jump" reminds again: This is a crowd who needs to be highly concerned in the process of urbanization.