Huawei Suicide Scandals

Huawei felo-de-se S roll in the haydals Songyan Liang Harding University Abstract Nowadays, Huawei fetch worldwide peoples eyes since it become the second- greatheartedst integrated translater of telecommunications equipment in the world since 2009. It is hardly to make people to believe this is true. Although Huawei is successful, four felo-de-se scandals drive peoples help to wonder Huawei Company wariness. This article is focusing on Huawei cultural background animal nicety and forgiving alternative wariness. Huawei Suicide ScandalsNowadays, Huawei get worldwide peoples eyes since it become the second-largest integrated provider of telecommunications equipment in the world since 2009(Economist, 2009). It was listed in the top of Intellectual Property Organizations 2008 ranking for multinational seeming(a) applications (Economist, 2009). It is hardly to make people to believe this is true. Although Huawei is successful, four self-destruction scandals drive peoples at tention to wonder Huawei Company management. This article is focusing on Huawei cultural background wolf finis and human preference management. Introduction Huawei technologies Co. , Ltd. which was founded in 1987 in Shenzhen, ranked first in the 2011 top ergocalciferol Chinese private companies list in the November 8, 2011. In the famous American magazine Fortune, Huawei was listed in the 500 companies rankings in 2010 (Wiki, 2011). It headquarters in Shenzhen, Guangdong, China, and it is an employee-owned private technology company which engages in the production and sales of telecommunications equipment. Furthermore, it is a telecommunications network solutions provider. Huaweis main businesses are exchange, transmission, wire little and data communications class telecommunications products (Wiki, 2011).In the field of telecommunications, it can provide worldwide customers network equipment, services and solutions. Since the president Ren founded Huawei in 1987, he promoted an aggressive wolf culture throughout the company (Beijing Review, 2007). The wolf culture is a kind of struggle with a wild nitty-gritty. In the team, all in all employees should be greed to work. This culture can quote employee to fight and explore the endless future. Also, as a result of Ren is a veteran, he worships militarization management. He tries to cultivate employees never hold up spirit and build an effective team.In order to consistently get to maximum value for worldwide customers, Huawei focuses on customers mark challenges and of necessity by providing great ICT solutions and services (Huawei, 2011). Ethics Background Huawei keeps a promise that it will better customers lives as possible as it can through communication. Core values are very definitive for a successful company. For Huawei, customers first is the most important value. Huawei believes that its success is based on customers success. It continuously create core value for fulfill customers needs and re quirements. The second core value is dedication.Through dedication, Huawei can get customers regard as and trust. Continuous improvement is the third core value. It requires Huawei to become the best partners for worldwide customer, improve company and levy as individuals (Huawei, 2011). Fourth, openness and imitative. In order to fulfill customers needs, Huawei, keeping an open manner, passionately pursue customercnetric innovations. Fifth, Huawei insists that oneness is the most valuable asset for its success. It drives Huawei to be honest and keep promises. At the same time, integrity helps Huawei to allure customers trust and respect. The last core value is teamwork.Without team, Huawei cannot success. The president Ren said that Huaweis success is built on successful cross-cultural collaboration, streamlined inter-departmental cooperation and efficient process. Every year Huawei will recruit a large number of graduates from colleges and universities. Most of them are lack o f practical experience in package development. Therefore, Huawei develops a upstart training system for new employees in order to help graduates quickly adapt to the scale of software development. This training system is divided into four parts. First, process development training. Second, programming-based training.Third, business knowledge training. Fourth, positive demurral training. Besides, Huawei establishes a series of IP authentications system. In the rapidly growing trend of All-IP convergence environment, increasing metrical composition of people are extensively applying IP technologies. In the globalization, IP technical competence is a basal factor to improve individual employment rate and personnels competence. In response to customers needs, Huawei demonstrable the Huawei Certifications System to help employees to assess IP expertise and develop essential skills. It provides three kinds of career certification (Huawei, 2011).The first one is Huawei Certified Data com Associate. The second one is Huawei Certified Datecom Professional. The last one is Huawei Certified Datecom Expert. Employees Suicide Scandal March 6th, 2008 at noon, a Huawei staff who worked in Shenzhen Huawei R base Sakata Department of the aboriginal platform died later falling on the third floor cafeteria. Police announced that the jumping felo-de-se employee had insanity disease before his death. 10 days before the suicide scandal, February 26th, Dongbing Li, who worked in Chengdu, jump from Huawei R center and died on the spot.At 1730 on August 11, 2007, in Changchun City, a Huawei staff, Bin Zhao, who worked in Changchun office, jumped from the 7th floor in the League of Nations communities after about 20minutes phone conversation. July 18, 2007 afternoon, only 26years old Huawei employee, Yue Zhang, hanged himself in the corridor area in Shenzhen Melin communities. He just entered into Huawei for 60 days. Before his death, he told to his parents several times and co mplained that he suffered endless bosom and wanted to resign.From 2007 to 2008, as a result of four employees suicide in less than a year, Huawei had undoubtedly put himself in the predicament of staff stress management. Fifteen minutes after Dongbing Lis death, Tianya forum posted a great deal of messages and photos to describe the eyeshot. According to scene photos, some posters were Huawei employees. They carried out real-time updated on this topic. It provided on-site users the latest developments. Various QQ groups which related to media and IT industry verbalized a high degree attention to it immediately.At the same time, some on-site users described various kinds of aspects of this matter when they were in the scene. Some people believed that this suicide was result from corporate culture some argued that whether the suicide was worth(predicate) or not. In the Tianya forum, more than 2,000 on-site users participated in this investigation. Most of user contended that the basically reason for suicide was Huaweis wolf culture. Huawei, once again, was brought to the cusp of public opinion. The company spokesperson explained that the company would not temporarily comment whether this suicide was related to work stress or not.Suicide Analysis After Dongbing Lis death, the company once again became the focus of public opinion. Cruel, competitive, tremendous pressure, overtime, Human Resource Management, ethic issues or similar words, became heated words in the IT industry. Huaweis human resources model was the one of reasons for employees suicide (QQ News, 2008). According to an unnamed Huawei older employee explored, Huawei human resources management was outsourced a private company which was Human resource management (QQ News, 2008). If Huawei needed a new employee, it would trim with the human resources firstly.According to Huawei human resources needs, the Human Resources Company would provide relevant labor force to Huawei. This model was called dis patch. Therefore, Huaweis employees were sent to Huawei Company to work by Human Resource Company. Huawei paid compensation to the Human Resources Company, so employees get the money from the Human Resource Company. Staffs had not a direct relationship to human resource management. The Human Resource Company was in charge of labor management. This model reduced Huawei human resources management costs and avoided the risk of the employment law.As a result of Chinas labor sub-system still needs to sound, employees basic rights do not be protected. They face a series of issues, and they will lose their jobs at any time (QQ News, 2008). The same as the most Chinese company leaders, Huawei leaders would like to bring out the law loopholes and maximize the use these loopholes these law loopholes. In the China business world, the character of integrity is enough unfamiliar gradually. Based on Huawei employees frequent non-normal deaths, Huawei president Ren acknowledged that they did not take some measures to keep on employees suicide.He worried that growing numbers of employees were suffering depression and anxiety. When coming to corporate responsibility, Huawei should be responsible for physical and psychological safety of employees because the company was staffs work place and it was the place where produce stress. Some companies did well in employees physical and psychological safety, such as Haier, Lenovo. They would provide psychological counseling to staffs and evaluated staffs. The psychological evaluation was utilise to check whether staffs suffered excessive pressure, mental illness or other issues.Another factor lead employees suicide was Huaweis wolf culture. There is no denying that wolf culture is an advanced corporate culture. The wolf culture not only focuses on teamwork, but also is in process of the spirit of never give up and never abandon. Meanwhile, wolf culture has the courage to overcome difficulties. The wolf culture can be divided into two parts external and internal. In addition to business can use wolf culture to deal with competitive pressure from external environment, the wolf culture play an essential component part in the internal management (Baidu, 2011).For example, wolf culture emphasizes the collaborative and discipline. The wolf culture is a sharp-edged sword. git the wolf culture, wolf has a deep inherent temper of ruthless (Baidu, 2011). In order to fall upon the purpose, people will any unscrupulous measures. It is easily lead companies and employees to lose their culture. The wolf culture highlights the utmost(prenominal) relationship and emphasis on competition among people (Baidu, 2011). In the enterprises internal management, it is tripping to form a strong rigid culture due to employees lose their humanity. The wolf culture can be the internal factor for Huawei employees suicide.Employees could not endure the high competition in the workplace. The wolf culture made employees produce the mu tual suspicion and no trust sense. Between employees and employers and among employees, they hold an evil nature of human principle. Solution After a series of suicides scandals, Huawei realized that they should intervene human resource management. In order to deal with the external pressure, Huawei tried to reduce and eliminate the external inappropriate management and environmental factors. For example, Huawei organized some entertainment programs during weekend.Besides, Huawei tired to establish a psychological evaluation system to anesthetize staffs pressure. Summary Even though Huawei has become the second-largest integrated provider of telecommunications equipment in the world since 2009, four suicide scandals did not change its Huawei human resource management and wolf culture. Huawei is quite different from other international enterprises. It was founded on the Chinese culture. Also, China law system is not as perfect as the conflate States. All of these factors lead emplo yees to enter into the suicide road. Reference Baidu (2011), wolf culture, retrieved from http//baike. aidu. com/view/155988. htm Beijing Review (2007), Tech Boss Slammed for Staff Layoffs. Vol. 50 know 46, p3-3, 2/3p, 1 Color Photograph Economist (2009), Up,up and Huawei, Vol. 392 Issue 8650, special section p13-15, 3p Huawei (2011), Vision Mission, Retrieved from http//www. huawei. com/en/about-huawei/corporate-info/vision-mission/index. htm QQ News (2008,Feb 27), Huawei temporarily comment whether employees suicides related to work stress, Retrieved from http//news. qq. com/a/20080227/001389. htm Wikipedia (2011), Huawei, Retrieved from http//en. wikipedia. org/wiki/Huawei