Cultural And Institutional Forces That Flextronics Needs

FUTRONICS Inc. is a private company located in Lexington mainly categorized for modems, monitors, disk drives and terminals. It is moreover in to sales and services. This case is about the replacement of Futronics’s central office stores by an outside service provider. In this case supply management manager have an opportunity for investigating selected outsourcing in-house services.

It is hypothesized that cultural differences in behaviour will mean differences in HRM practices within different cultures but those within the same cultural cluster will be similar whereas those in different clusters will be dissimilar. Employees and managers from different cultures take decisions in different ways – the processes, behaviours and values are not the same. People have different value orientations as a result of individual psychology, life-stage and generation and assumptions about behaviour determined by cultures are linked to a variety of organisational behaviours.

• Service – Building upon a great foundation of customer service, Solectron has developed to encompass an essential array of services to offer their customers. This cornucopia of services was broken down into three distinct business units, with one supplying each. As stated by Diana Farrell in Beyond Offshoring, the IT/business process outsourcing in a global standpoint has only a 1% annual value of global trade to annual value of industry sales ratio, indicating significant potential for improvement and capitalization of future revenues. By offering these services especially in the EMS industry that is mostly production centered, Solectron is able to differentiate themselves from its competition by offering excellent service competence. Considering this service factor coupled with great product quality, Solectron is very hard to beat in this industry.

Today, we live in a world driven by innovation, speed, adaptability, intellectual capital improvement, and systems have transformed into the reason of value creation - as network and intuitive advances infest all business action. Keltron's prosperity has been in making innovation work instead of creating it. Keltron has been an impetus in making gadgets work in verging on each part of our day by day life, since 1973. Keltron's quality lies in the steady establishment and experience worked throughout the years, its solid human capital, its across the country system and its capacity to adjust to change. With over a 30-year long reputation as a producer of complex electronic gadgets and frameworks, Keltron presents itself in the worldwide business

This researcher believes the company can and will continue to be successful in the future. The issues needing to be constantly addressed are the company’s relationships with their suppliers, to maintain cutting edge technology, and re-evaluating the turmoil they

Dr. Hofstede performed a comprehensive study of how values in the workplace are influenced by culture. In the 1970’s, as a Dutch researcher Dr. Geert Hofstede, collected and analyzed data from 116,000 surveys taken from IBM employees in forty different countries around the world. From those results, Hofstede developed a model that identifies four primary dimensions of differentiate cultures. These include: Uncertainty Avoidance (UA), Masculinity-Femininity (MAS), Individualism-Collectivism (IND), Power and Distance (PD). After a further study of the Asian culture by researcher Michael Bond in 1991, Hofstede added a fifth dimension in his theory, Long- and Short-term time orientation (LTO), also referred to as the Confucian Dynamism. His research has framed how cultural differences can be used in professional business transactions. Geert Hofstede 's dimensions analysis can assist the business person in better understanding the intercultural differences within regions and between countries.

Through GEARS, Solectron was able to organize the whole company into business units that focused on different aspects of the business ' Technology Solutions, Global Manufacturing, Global Services, and Global Materials Services. OEMs were able to outsource more of their functions to Solectron, which in turn allowed Solectron to become involved in customers’ product designs, parts procurement, assembling and testing. This freed up the customers to focus on core competencies, such as research, marketing and sales.

PAC is a large developing corporation that specializes in high-quality equipment components for the computer industry. The sell their own products across the United States and also Asia. The founded of PAC, Dukakis, is very proud to say this his company produces all of their products in United States. He believes that “this is what has kept his company in business while others in the industry shipped jobs offshore or went by the wayside” (Page 1). Many companies go to PAC to get the well-known high quality products because they know they will not be disappointed.

Culture and the environment affect a business in many ways. Culture is not simply a different language, a different shade of skin, or different styles of food. Culture, and the environment in which you are a part of, affect the running of day to day business operations of all companies’ day in and day out. This paper will assess how Linda Myers, from the article, “The would-be pioneer,” (Green, S., 2011) was affected by the huge culture shock of working for a global conglomerate from Seoul, South Korea. We will discuss what went wrong with Ms. Myers approach to business, Hofstede’s five dimensions of culture as it

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

Inversely, this consistency can act as a liability in times of necessary change due to the amount of work required to implement change in the short term. A rapidly evolving external environment means organisations have to adapt their cultural practices to keep up with socio-political reform, legislation, competitive innovation and new management best practices preferred by the labor market. Socio-political issues have become a major staple in society, heavily contributing to the public perception of an organization. This in turn, can have dire consequences on an organization’s recruitment prospect, customer base and partnerships. Socio-political reform translates into anti-discrimination legislation regarding cultural practices and protection for certain demographics in the job market. Cultural Adaptation regarding these factors mean a fundamental change in the way employees think and behave. A consistent culture usually means having key senior employees, these employees may be resistant as it may threaten their position or beliefs. In some cases, change directly threatens the roles of key employees positions. The emphasis on flatter management structures mean middle managers are now seen as redundant because of the trend freely

A web-enabled platform was introduced, which was integrated with group-work, whereby the specially-trained ‘coach’ of the group could relay feedback and advice to participants. Bajer, the specialist who came in to aid the process, noted that after 100 days new behaviours and new ways of doing things had formed, with new language coming with this. Employee engagement, measured each year, was at an all-time high. The message that was taken from this was ‘it is possible to change the culture of an organisation... no matter how challenging it might seem at the start’ (Losada and Bajer, 2010). Similar success can be seen with NUMMI, a joint venture between General Motors and Toyota, outlined by John Shook (2010). What was seen here mainly affected the chronically under-performing Fremont plant of GM, but did have significant effects across the company. Previously there had been a culture upon which management had no control over. Quality had been known to be sabotaged and absenteeism often reached 20%; more than anything the culture was ‘anti-General Motors’. However, after the majority of workers were sent to Japan for training and then the adoption of not only Toyota’s stop-the-line production system1, as well as some of their key principles, a mutual trust was formed and the culture was reformed. Toyota’s ‘Respect for People’ tenet (Shook, 2010) summarised the vast change that had

The most recent studies in cross-cultural management reveal that the culture is a very expansive subject for organizations to study, especially for organizations, which hire the most diverse workforce. One definition of a diverse workforce could be as the one, which comes from different ethnic and demographic backgrounds (Plessis, 2011). For studying culture of the diverse workforce, there are two parts to study, the implicit and the explicit culture. The explicit culture includes behavior while the implicit part involves norms and values of individuals (Guang & Trotter, 2012). The explicit culture is already known when workers stay and work in a firm for a length of time, but the most difficult is to understand the implicit culture which is obscured in form of norms and values of the workers. Due to the differences of cultures, workers hold a great potential of variance, variety in terms of their explicit and implicit parts of the culture. The

| CONCEPTUAL DISCUSSION3.1. REVIEW OF LITERATURE3.2. CURRENT ISSUES3.3. ARTICLES ABOUT THE COMPANY3.4. NEW DEVELOPMENTS IN THE INDUSTRY

Employees are indispensible to an organization. Personnel management, now known as human resource management (HRM), ensures that an organization produces maximum output with the greatest efficiency. The role of HRM covers selecting and hiring the right employee, training and retaining talent, wage dispensation to maintaining employee relations (Nankervis et al, 2011). In this essay, we will be looking into a case study of HRM in Brunei and will cover three topics. Firstly we explore how culture affects the way a country runs its economy, its legal and political system, and how they adapt to technology. Next, we discuss how HRM allows individual employees to acclimatize themselves to technical differences in an organization.