Employment Relationship in a Korean Company-Samples for Students

Question: Discuss about the Employment Relationship with their Colleagues in a Korean Company. Answer: Introduction The paper talks about the employment relationship with their colleagues in a Korean company. In the case study, it is clearly shown that how Lee faces a situation of being isolated from the team. The case study shows the Lee expression and feeling after joining the job. He found that no colleague wants to talk to him even the manager told he is rude. The paper includes the steps that Lee should take to retain in the organisation without impacting the work. Hofstedes culture dimension theory Hofstedes culture dimension theory is a framework that defines the cross-culture communication within the organization. It defines the effect of the society's culture on the values of its member. It shows the behavioral values of the employees in an organization (Rinuastuti, Hadiwidjojo, Rohman and Khusniyah, 2014). dimensions of the Hofstedes culture dimension In total there are 6 dimensions of the Hofstedes culture dimension theory which are explained below. Power- Distance index: - According to the Hofstede, power distance is an index in which less powerful employees feel that unequal power is distributed in the organization. In this case study, Lee being the member of the organization gave different innovative ideas to the company manager to bring improvement in the services. But on the same time manager neither listens to Lee nor implemented lee suggestion related to the business. Individualism vs. collectivism: - This shows the degree to which individuals are combined into groups. This culture shows that individual has personal goals which they want to fulfill. Working collectively will help in accomplishing the goals of the company. On the initial day, itself Lee showed that he was determined towards the job. He completed the allotted task by 5 pm and later he left for the day. This shows that he fulfilled his individual allotted task. Uncertainty-Avoidance index: - This dimension defines the way society or colleagues deals with the unknown or unexpected situations. In the case study, there is a high index which shows that the employees have less tolerant when Lee became the part of the organization. That is the reason organization employees started avoiding Lee as they were not able to accept Lee as their team member. Masculinity vs. femininity: - This dimension shows the role played by the men and women. In the masculine society, they are expected to behave assertively. In the case study, there is high masculine which has strong egos or values of their pride. That might be one of the reasons that the colleagues were not able to talk to Lee. Seeing the hard work and determination of Lee they get aggressive and they ignore whatever Lee do. Long-term Orientation vs. Short-term Orientation: - This dimension defines the connection of the past with the current and future actions and challenges. The situation of the Lee shows that the company is having a low level of an index. Lee is facing the situation of being ignored after putting affords on the work. There is possibility that Lee is not the first person who is facing this situation. Indulgence vs. Restraint: - This dimension defines the organization culture ability to satisfy the needs and personal desires of its employees (Nash, 2015). Lee being a member of the employee was willing to form a good relationship with the colleagues but he was not able to do so. This shows the organization culture of the Korean company that they are not able to accept the new member existence in their company. Steeps lee should take to retain in the company Lee can put some efforts to remain in the company without hampering the work. Finding another job in Korea is one of the difficult tasks to do. Lee should try to retain in the organization. The best way to deal with the situation is communication. Communication is the best way to understand the wants and desires of the colleagues and manager (Johnson, and Leydesdorff, 2015). Lee took a decision to arrange a meeting with the manager so that he can discuss the issues. This was the initial step which Lee took to understand the concern. The manager said that it was rude to leave the office before his superiors. Manager told dyed hair and casual clothes for the office are not allowed (Williams, and Scott, 2012). Over here, he needs to understand that he needs to be little professional and need to dress up well. Building professionalism: - Lee can try to bring professionalism in the way he dressed up. In every organization, it is etiquette to come in formals. Here, Lee needs to come in formal apparel instead of casuals. Lee also needs to avoid using hair color. Developing ethical values: - Lee is hard worker. He continued to finish work as soon as possible and leave the office before time. But considering this from an organization point of view this is not ethical right. Lee needs to understand the ethical values (what is right or wrong) (Jondle, Ardichvili, and Mitchell, 2014). Developing Soft communication skills: - As the manager given the feedback to Lee that he is being rude. After Acknowledging the feedback Lee should develop soft skills of communication. Hence, this will help Lee to communicate with the colleagues (Levasseur, 2013). Communication with the employees will help him to understand colleague's perception for him. Team work spirit: - He needs to understand team work spirit is essential. As he finishes his work early he should help his colleagues. Lee needs to understand that the whole team is working for achieving organizational goals. It is not about completing individual work, to complete the organisational goal team need to work together (Nguyen, Mai, and Nguyen, 2014). Individualistic employee An Individualistic employee plays an important role in the organization. These employees take responsibility for their own work; they cannot rely on others. Individualism creates healthy competition in the organization. This makes the other employees demonstrate their skills and capabilities (Webb Day, L. Holladay, K. Johnson, and G. Barron, 2014). The employees display a great amount of innovation and creativity as they consist of unique skills. In the case study, lee accomplished the task with his skills and capabilities in the short span of time. The way Korean manager should deal with the Individualistic employees Korean manager needs to build some skills to deal with more individualistic employees without losing the competitive advantage of a talented workforce. HR plays an important role in hiring a talented workforce. Further, it totally depends on how an employee feels in the organization. Nowadays individualistic employees are increasing in the organization. To retain those talented employees Korean manager needs to implement some activities (Hussain, and Rehman, 2013). Team Building Activities: - Manager needs to conduct team building activities in the organization which helps in enhancing the team building. Due to the emergence of the individualistic work atmosphere, colleagues don't communicate with each other. If these employees work together they will achieve goals effectively and efficiently. Motivation: - Motivation refers to as the set of forces that change the behavior of the employees towards the work. The manager needs to motivate the employees to increase the efficiency of the employees. Motivation can be done in the terms of monetary and not- monetary. Motivated employees always want to work outside of their specific job (Heathfield, 2017). Acknowledgement and resolution of problems of the employees: - Manager should acknowledge the problems of the employees and help them out. In every organization, HR makes sure that the manager is taking care of the employee's problem. The disputes may occur among the colleagues in the organization. The manager should try to solve the disputes. Implementation and acknowledgment of employee's suggestion: - The only source to interact with the customers is employees. Employees are the one who can give a new and innovative suggestion for enhancing the customer service. They have to deal with the customers on a daily basis which makes them understand the requirement of the customers. The manager should acknowledge the given suggestions and try to implement those suggestions. This enhances the morale of the employees. This makes them realize that they are valuable for the organizations. No discrimination should be done among the employees: - Manager should treat each and every employee equally and fairly. In the organization, the manager has to take many decisions either in favor or in against of the employee but the manager doesn't need to be biased (Ford, 2014). The ethical values should be followed by the manager. This will enhance the trust of the employees. Rewards, recognitions, appreciation, and promotions are effective ways to retain the talented workforce. The manager should acknowledge and appreciate the work of the employees. Above discussed are few points that talk about the activities that need to be conducted by the manager to retain the talented employees (Alias, Nor, and Hassan, 2016). Talented employees are becoming the competitive advantage as there is a shortage of skilled and talented workforce in Korea. These activities will help the employees to build a strong relationship with their colleagues. Through these activities, managers will also get to know more about their employees. Conclusion The above report is based on the analysis of the case study, in which Lee faced issues in the organization. Lee situation is explained in the document considering the Hofstedes culture dimension theory. It also includes the steps that need to be followed by Lee to retain in the organization. Further, there is a brief description of the activities that need to be followed by the company. References Alias, N.E., Nor, N.M. and Hassan, R., 2016. The Relationships Between Talent Management Practices, Employee Engagement, and Employee Retention in the Information and Technology (IT) Organizations in Selangor. 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