faculty of business management department of multimedia communication

1.1.About Motives International CompanyMotives International Company is a global family with generations of excellence and innovationin apparel production.. According tothe firm''''s busine

MINISTRY OF EDUCATION AND TRAINING

FACULTY OF BUSINESS MANAGEMENT DEPARTMENT OF MULTIMEDIA COMMUNICATION

GROUP ASSIGNMENT

INTRODUCTION TO MANAGEMENT

Group member

TABLE OF CONTENT

1 Introduction

1.1 AboutAbout Motives International Company

1.2 About the interviewed manager

2 Challenges

2.1 Challenge in human resource management

2.1.1 Solution

2.2 Missing information from the interviewer’s team and the manufacturer 2.2.1 Solution

3 Recommendation

4 References

5 Appendices

1.1.About Motives International Company

Motives International Company is a global family with generations of excellence and innovation

in apparel production Operate as a responsible, humane organization that benefits the generations

to come Their product range includes men's tailored suits and sports jackets, men's outerwear, women's tailored suits, women's outerwear, dresses, children's clothing, shirts, PPE and uniforms

Company welfare is based on Maslow's hierarchy of needs, a motivational theory According to the firm's business success, the company has given the following advantages and bonuses: premium health insurance, advanced health check-up package, parent appreciation party, team building, family trip, year-end, ability promotion, and increased income

Motives core production facilities are based in Vietnam, China, Cambodia and now Ethiopia They have more than 10,000 factory operators dedicated to customers’ production on a monthly basis To ensure they are able to deliver on this promise we have over 120 quality control experts on staff to ensure a consistent, disciplined product of the highest standards Independent quality control teams are continuously monitoring all of their factories, in order to ensure that all criteria are maintained

1.2.About the interviewed manager

Mr Nguyen Ba Le is a Purchasing Manager at Motives International Company He was the youngest manager at the company without a supervisor position, from the senior position down

He is currently a lecturer in the economics sector at FPT University

Mr Le has experience in Sourcing Management with working history in the Fashion/Textile industry and many designers of big famous brands in the world such as Mango, Zara, Next UK, Matalan, El Corte Inglés, on trends and developing styles for men's clothing retailers, women and children Sourcing manager is in charge of analysing and directing the costs and expenditures related to a company's procurement They source a company's strategic supply partners and develop sourcing policies Sourcing managers also create cost estimates and forecasts for the procurement and negotiate reasonable and cost-effective contracts

Furthermore, he and his team have handled the work of catching up with the new lifestyles of fashion weeks and deepening their understanding of materials from fabrics/ decorations to Coordinating different teams (QC/ QA/ Purchasing/ Planning) to solve the problems in bulk production with suppliers Building and developing supplier management indicators (suppliers Selection, Analysis, Evaluation by visiting factory or suppliers mill) Furthermore, providing training courses for the team (Negotiation/ cost-saving method/ Problem-solving/ Team-work communication)

2 Challenges

2.1 Challenge in human resource management

The challenge is that only the best staff will be kept Employees who do not do well will be given opportunities to improve, but if they do not improve after a period of time, they will be sent to the HR department for further action The following are some potential therapy options: change of departments or dismissal Although it is a difficult time to decide to fire an employee, not only explain but also determine why that sort of individual was chosen above others Although the organisation has

a process for newcomers to be laid off or placed on the leave list, not all workers are aware of the leave The Motives International Company does not want to exert too much influence over long-term employees because they have contributed to the organisation Even when they are performing well, the young people must take time off for this reason

The second difficulty is although having worked at the firm for many years, the manager's perspective has not changed, and there is no innovation in terms of knowledge and expertise: the manager's working style is conservative as well as tackling challenges in everyday life Some employees who are elderly work in the company for many years, but do not work hard, and their output is low, despite the Manager's repeated requests for improvement, but they do not believe they will succeed Moreover, they were seasoned employees and they do not think that they will be replaced or dismissed Almost all of them think that Mr Steven is inexperienced and lacks the capacity to advise and guide the interns and themselves, despite the fact that the manager has had numerous open discussions with them Other employees in the organisation have said negative things about him, and they believe his management approach is ineffective After considering, he fired those individuals for failing to satisfy the company's demands despite having been offered several chances and instructions to boost productivity

Solution by the firm

Before the pandemic broke out, the company could still handle these employees But in terms of Covid-19 pandemic, Motives International Company has reduced the number of sales Therefore, they have to decide what is the best solution for them; minor staff and wage cuts or even both They restructured by narrowing the apparatus to reduce cumbersome and unnecessary positions By combining and leaving multiple responsibilities and tasks for one person to handle to avoid incurring costs The second is to reduce salaries; according to the interviewer, within a few months, the director's salary was decreased by 30 percent, and the manager's salary was reduced by 20 percent Besides that, accelerate sales of new products such as masks, protective gear,etc to increase revenue

In this case, his behaviors matches "work-centred leader behaviour" in Michigan Studies (Rensis Likert) As a result, regardless of the fact that it is a crucial situation - Covid 19 the Management has devised a strategy to decrease staff and salaries.This is a leadership theory centred on paying careful attention to subordinates work, clarifying work procedures, and keeping a strong interest in performance It partly fits the principle introduced by Frederich W Taylor (1856-1915), an American engineer, that people labour for no other reason than to generate money This is also a widely held belief in wealthy Western countries, but it is no longer valid

2.2 Missing information from the interviewer’s team and the manufacturer

The first downside was that there was an order from Zara that needed the utilization of property raw materials, that required the creation of work This can be conjointly a demand that the manufacturing plant should meet so as to satisfy Zara' needs Despite previous coaching from Zara, the interviewer' team was unable to produce the provider with precise information, leading to the supplier misunderstanding from there and also the inferior material being selected Therefore, the manufacturer set to forge the paperwork to influence Zara that the merchandise was qualified, however Zara still found errors within the remainder of the details, forcing them to declare themselves again

Solution by the firm

In terms of a difficult decision situation when the factory does not fully fit the qualified requirements that Zara has set forth Therefore, there will be 3 ways, one is to continue to falsify documents that the factory has submitted to the team- completely wrong and should not be applied, the other is to open to share with Zara- leads to the possibility of decrease in customers with breach of trust in business relationships and further risks, last solution is Eto suffer a loss of $200.000 due to goods burst with the factory Based on a certain decision, the manager chose the second option The manager had to report the current difficulties, and know how to speak properly to Zara that the supplier was wrong, not the team's fault Thus, Zara accepts this reason and will support the difficult part of the order due to the conditions that the documents must be relatively complete and orthodox

He utilised “Douglas McGregor's theory”, which is a dynamic and optimistic view about people and human behaviour, in this solution He has resorted to honest methods to fix the problem, despite the fact that the worst-case scenario is that he loses clients and suffers up to $200,000 in damage as a result of bursting items According to this notion, managers think that providing pleasant working circumstances and engaging individuals in work they enjoy would result in significant contributions

As a result, managers do everything they can to help employees overcome the obstacles that hinder them from reaching their full potential

The ethical question of commercialising higher education is equally intriguing, but it appears that those who are noisily clamouring for it have not considered it Let me tell you about the example of University of Toronto medical professor Nancy Olivieri, which is both intriguing and typical (Canada) The corporation Apotex supported the study of GS.Olivieri on a novel medicine (deferiprone) used in the treatment of thalassemia Prof Olivieri discovered that deferiprone was not only clinically unsuccessful, but also caused liver and cardiac damage in children over the study period GS Olivieri informed the corporation of the discovery and requested that patients be told of the truth in accordance with ethical standards But within 72 hours of receiving information from GS Olivieri, the Apotex company decided to stop the research, recalled all the drugs in the hospital, and threatened to put Prof Olivieri on court!

The University of Toronto's board of directors sided with the firm since the university is just negotiating a 25 million dollar grant from this company Under duress from the firm, the principal of this institution went even farther and requested that Prof Olivieri take a leave from work! GS Olivieri, on the other hand, is adamant about fighting to the last end In the end, the truth won out: she not only kept her job, but she also told the world about her finding

3 Recommendations from group

3.1 Short-term: Downsizing position

Target Those who fail KPI with regular frequency, violate the company’s labour

contracts, useless positions and alleged embezzlement or corruption

Purpose Restructuring and reducing cost

Advantages Time-saving, avoiding risk in management

Disadvantages Reduced productivity, managing multiple tasks led to pressure

Although the company has given a number of benefits to motivate employees, if the employee still does not fulfil their obligations well, the dismissal is obvious

According page 237 of “Fundamental of management” book: To find out those who fail the KPI with regularly frequently we use Judgmental Appraisal Methods: Compares each employee with a fixed standard; Uses graphic rating scales of job performance dimensions to be rated on a standard scale; Behaviorally-Anchored Rating Scale (BARS); A sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors

According to article 36: An employer has the right to unilaterally enter into a labor contract in the following cases: The employee who regularly fails to complete the work under the labor contract is determined according to the criteria for assessing the level of work completion in the employer's regime Regulations on assessment of job completion are promulgated by the employer, but must consult the representative organization of employees at the establishment for employees organized at the establishment; The employee voluntarily ignores it without a valid reason for 05 consecutive working days or more

According to clause 1, Article 3 of the 2018 Law on Anti-Corruption as follows: Corruption is an act of a person with a position or power who takes advantage of that position or power for personal gain In there: Cadres, civil servants and public employees are one of the subjects of persons with positions and powers This subject is a person who is appointed, elected, recruited, contracted, etc., with or without salary, and has certain powers in performing certain assigned tasks and public duties

According to article 126: Disciplinary application of dismissal: Disciplinary action for dismissal is applied by the employer in the following cases: Employees commit acts of theft, embezzlement, gambling, intentionally causing injury, using drugs within the workplace, disclosing business secrets, technology secrets, infringing on property rights intellectual property of the employer, committing acts

of causing serious damage or threatening to cause particularly serious damage to the property and interests of the employer

For instance:Lufthansa announced on September 21 that it is further shrinking its global fleet and workforce The airline did not announce how many job cuts to expect, but noted that it had a personnel surplus of more than 22,000 positions

As of September 21, Carnival Cruise Line is laying off an unspecified "small number" of its crew as it reduces the size of its fleet The cuts mark the company's second round of layoffs this year 3.2 Long-term: Performance evaluation by giving task every month

Target Those who are senior, intern, bad feedback and examineprofessional expertise

Purpose Increasing the company's sales, giving another chance to prove self talents and

having a contribution to the company

Rules Group work but evaluation criteria based on individual work, which will be

noted by the leader and reviewed every week Therefore, in the first case, those who have qualified will be kept, the second case is that in the first month employees who do not contribute anything to the group work that will lead to the next month's salary will be deducted by 20% They still have the

opportunity to work harder next month, if they don't want to be laid off Even those who contributed last month, can’t be 'lazy' this month because this is still groupwork

Advantages Creativity and innovation, adaptability, communication, accountability,

productivity and quality of work, interpersonal skills, etc

Disadvantages Long period, rater bias, sampling error

For a business to operate professionally, all processes need to be methodical With any decision, businesses also need to evaluate based on the most objective attitude and view Initially, managers need to carefully evaluate the benefits and losses that the employee brings to the company through a comparison table with other employees in the same position Besides, consulting with group leaders to get the most objective information

For instance: In 2015, Deloitte was the first big name to announce it was scrap ping once-a-year performance reviews, 360-degree feed back and objec tive cas cad ing This change occurred after the com pa ny cal cu lat ed these process es were con sum ing a remark able two mil lion hours a year across the organisation

Adobe was the fore run ner of the amendment once they aban doned annu al per for mance appraisals back in 2012 They felt that whereas they were forg ing ahead and evolv ing as a com pa ny, their per for mance man age ment sys tem was archa ic and inef fec tive It had been a waste of your time and had, ulti mate ly, become a box-ticking exer cise Adobe esti mat ed annu al appraisals consumes 80,000 man age ment hours every year This was the equiv a lent of near ly forty full-time employ ees work ing year-round Clear ly, a change was needed

4 References

1 Bose, D., n.d List of Major Company Layoffs Due to the Coronavirus [ONLINE] Business Insider Available at:List of Major Company Layoffs Due to the Coronavirus [Accessed 16 March 2022]

2 Indeed Career Guide n.d 32 Performance Review Phrases By Skill (With Examples) | Indeed.com [ONLINE] Available at:32 Performance Review Phrases By Skill (With Examples) | Indeed.com [Accessed 17 March 2022]

3 Chand, S., 2014 Advantages and Disadvantages ofPerformanceAppraisalofEmployees.[ONLINE] Your Article Library Available at:Advantages and Disadvantages of Performance Appraisal of Employees [Accessed 17 March 2022]

4 vietnambiz 2020 Cắt giảm quy mô (Downsizing)làgì?Đặcđiểm.[ONLINE] Available at:Cắt giảm quy mô nhân sự (Downsizing) là gì? Đặc điểm [Accessed 17 March 2022]

5 Thuy Le, S., 2018 Sathảinhânviênvànhữngđiềudoanhnghiệpcầnlưuý.[ONLINE] JobsGO Blog Available at:Sa thải nhân viên và những điều doanh nghiệp cần lưu ý [Accessed 21 March 2022]

6 Luatminhkhue.vn n.d Please Wait |Cloudflare.[ONLINE] Available at:Quyền lợi của người lao động khi bị đuổi việc không có lý do chính đáng? [Accessed 21 March 2022]

7 Snv.bacgiang.gov.vn n.d Thamnhũnglàgì?Côngchứcthamnhũngbịxửlýthếnào?-Chitiếttin tức-CổngthôngtinđiệntửtỉnhBắcGiang.[ONLINE] Available at:Tham nhũng là gì? Công chức tham nhũng bị xử lý thế nào? - Chi tiết tin tức [Accessed 21 March 2022]

8 Oecd.org n.d [ONLINE] Available at:Các Nguyên tắc Quản trị Công ty của OECD [Accessed 21 March 2022]

9 Luatminhkhue.vn n.d Please Wait | Cloudflare [ONLINE] Available at:Lời dạy của đức Khổng

Tử - Giá trị cốt lõi của đạo đức [Accessed 21 March 2022]

5 Appendices

Question 1: As a manager, can you give us an example of a hard decision you ever had to make?

Mr.Le answer this question that:

“I received an order from Zara, which required my company to use sustainable materials When using this material, we must have documents and coupons to prove that the material is durable and this factory must ensure that the requirements of the new Zara are produced Although Zara is already trained, when drawing up the order, the team did not inform the supplier carefully Then the supplier chooses an unqualified manufacturer These factories falsified documents to prove to Zara that the products were up to standard, but Zara discovered the details anyway and demanded an explanation

The difficult decision for me is whether or not to open at Zara to find out if the factory is not qualified or not because the factory does not meet the requirements of Zara One continues to falsify documents, this cannot be done; Two has to open with Zara; Three issold out and suffers a loss of $200,000 If we open, it is possible to lose customers and violate honesty in business relations The risk is that I have to explain what difficulties there are, tell Zara wisely because the supplier is wrong, not the only one Zara accepts, if the order is too difficult, it will take care of it, but the remaining documents must be relatively complete.”

Question 2:Did the company ever face the risk of using contingency plans?

To this question, Mr Le answered that:

“Normally, I don't have to employ all of my backup plans because, depending on the situation, I

already have one Not to the point that there isn't a back-up plan in place.”

Question 3: Do you think that IQ and EQ are the factors necessary for managers?

Mr.Le answered this questions that:

“I think that a manager definitely has to have IQ and EQ, but from my perspective, IQ helps us to reason logically, analyze problems comprehensively and reasonably However, EQ is one of the factors that help people become a successful manager because EQ is emotional intelligence, having ways of behaving Working in a company is not only about solving problems, but also about working with people, working with subordinates, colleagues around you, your boss, and external partners EQ (Emotional Intelligence) behavior is one of the factors of well-being and is directly related to the success of leaders IQ also contributes but not too much, but EQ is an important factor.”

Question 4:Did you solve something that was affected by the eq too much?

To this question, Mr.Le answered that:

“I had to downsize the personnel during the epidemic, which is also a fantastic formula in the task that must be managed by employees Because it is difficult to determine who has been laid off previously, those who have been judged favorably are retained, and those who have not been rated favorably are given assistance to help them improve If they do not improve, I will return them to personnel and treat them as if they are still employed by the company but in a different department or are always unemployed

In the job for kernels, the time point is quite difficult since I have to explain why someone else picks Employees have no idea what it means to leave him or her, despite the fact that the corporation has a system in place that puts newcomers at the top of the list for people to leave Because long-serving employees have made significant contributions to the organization, the company does not want to exert too much control over them.”