Human resources management at Foxconn - 2 Essay

Human resources management at Foxconn - 2 - Essay ExampleIt has been estimated that Foxconn currently supplies nearly forty portion of all electronic components required worldwide (Duhigg & Bradsher, 2012). Additionally, Foxconn generates a revenue of around 3.5 billion USD each year and employs around 1.2 million people worldwide, making it the wiz largest global employer (Business Week, 2013). In recent years Foxconns employment practices have come under intense test given a number of unseemly incidents with Foxconn employees. The suicide rate in Foxconn doers shot up following 2010 in China while there was an intense riot in the Mexican manufacturing comprise (Daily Mail, 2006). Human Resource Management (HRM) Issues and Solutions HRM Problems Foxconn has been blamed for providing workers with low compensation compargond 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 wages offered (Daily Mail, 2006). As long as labour supply and shoot economics remain 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 disclose 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 oftentimes proper justification. Additionally, there have been instances where work place accidents were either ignored outright 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 often such accidents go unreported. HRM Solutions A number of different HRM solutions can be presented in order to deal with Foxconns current problems. This paper will limit its focus to Golemans Emotional Intelligence model and the Managerial Grid model in order to solicit solutions for Foxconns employment problems. Golemans Emotional Intelligence Goleman (1998) has tell 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 put off 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 being too soft in nature and of being unfounded through actual HRM practice. Golemans model ( 1998) and its derivatives do boast of quantitative tools such as the Emotional competence Inventory (ECI) and the Emotional and Social Competency Inventory (ESCI) but the use of such tools has not been approved of except in academic circles (Bradberry & Greaves, 2009). The application of Golemans model and its derivatives to the worlds largest private employer, Foxconn, would make little sense as