Human resources management at Foxconn - 2 Essay

Human resources management at Foxconn - 2 - Essay ExampleIt has been estimated that Foxconn currently supplies nearly forty percent of all electronic components infallible worldwide (Duhigg & Bradsher, 2012). Additionally, Foxconn generates a r tied(p)ue of around 3.5 billion USD each year and employs around 1.2 million plenty worldwide, making it the single largest global employer (Business Week, 2013). In recent years Foxconns employment practices have convey under intense scrutiny given a publication of untoward incidents with Foxconn employees. The suicide rate in Foxconn workers shot up following 2010 in China while there was an intense riot in the Mexican manufacturing plant (Daily Mail, 2006). Human Resource Management (HRM) Issues and Solutions HRM Problems Foxconn has been blamed for providing workers with low compensation compared to other establishments. However, it must be taken into account that Foxconns Chinese plants are in one of the countrys poorest regions and hence people are willing to work for the take offered (Daily Mail, 2006). As long as drudge supply and demand economics persist unaltered, the minimum pay of the workers in Foxconns plants will remain the same. On another note, there have been massive complaints that Foxconn tends to skip out on overtime payments even though workers are forced to work overtime. In certain cases, Foxconn employees have not been paid wages for various reasons without much proper justification. Additionally, there have been instances where work place accidents were either ignored like a shot or paid little attention to (Williams, 2012). This indicates that management attitudes towards safety are relatively low if not lax altogether. There have also been allegations that work place accidents are common at Foxconn manufacturing plants and a lot such accidents go unreported. HRM Solutions A number of different HRM solutions can be presented in secernate to hatful with Foxconns current problems. Thi s paper will limit its focus to Golemans delirious Intelligence posture and the Managerial Grid copy in order to solicit solutions for Foxconns employment problems. Golemans horny Intelligence Goleman (1998) has declared that emotional intelligence is essentially the sine qua non of any leadership mechanism (Goleman, 1998). Emotional intelligence can be seen as the ability to recognise, evaluate and manipulate the emotions and emotional states of oneself and of other individuals. Golemans model (1998) asserts that a leader needs to be able to identify emotional symptoms in order to manipulate the worker to submit to the leaders settled direction. However, it must be kept in mind that Golemans model (1998) has come under intense scrutiny on a number of different accounts and needs to be evaluated accordingly to provide solutions for Foxconns problems. For one thing, Golemans model (1998) has been criticised for cosmos too qualitative in nature and of being unfounded through actu al HRM practice. Golemans model (1998) and its derivatives do boast of quantitative tools such as the Emotional Competency Inventory (ECI) and the Emotional and friendly Competency Inventory (ESCI) but the use of such tools has not been approved of except in schoolman circles (Bradberry & Greaves, 2009). The application of Golemans model and its derivatives to the worlds largest private employer, Foxconn, would make little sense as