Overtime Work in Korea

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Overtime work in South Korea and Recommendations ‘Overtime work culture’ in South Korean society has been documented and recorded for a long time. It is true that South Korea has developed and achieved the ‘Miracle of the Han River’ based on the faithful and diligent labor. However, the era of rapid growth in South Korean society has now ended and labor-intensive industries have transformed with the advances in technology, the overtime work culture has not yet changed. Long working hours do not benefit efficiency or the profits of an organization in this newly changed society; conversely they can have a negative effect. This study will present the evidences of this argument, and discuss how to reduce overtime and thereby…show more content…
As Leader-Member Exchange (LMX)[1] Theory, this behavior pervades the entire work unit and results in an ‘Us versus Them’ intra-company rivalry between departments. Such a mentality also hampers work efficiency, as business units and/or operating divisions tend to not naturally share information among their members. Often, this flow of information is very tightly regulated and controlled by the group’s senior manager or another divisional gate-keeper. Specifically, intra-group communication and mutual assistance among teams and divisions does not occur freely and spontaneously because their respective department heads do not want to appear incompetent. This series of processes lowers work efficiency and increases working hours. In light of the above challenges, South Korean firms should seek to change employee incentive and managerial promotion structures to be more performance functionally-based and tied to the actual attainment of company-wide goals, rather than merely to work group objectives. Confucian-style, seniority-based reward and promotion systems will eventually have to be supplanted or heavily modified to accommodate these productivity-based human resources management standards. Motivational Factors South Korean firms have failed to elicit the motivation of their workers. This has resulted in
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