Improve leadership capability for Vietnamese Managers at Samsung Display Vietnam company = Nâng cao khả năng lãnh đạo cho quản lý người Việt Nam tại công ty Sam Sung Display Việt Nam
INTRODUCTION
Study motivation
Effective leadership is vital for enhancing organizational efficiency and achieving goals, as highlighted by Tsui et al (2004) Leaders who inspire their teams possess a clear vision that aligns with the organization's objectives Empirical evidence from successful corporations indicates that strong leadership is essential for organizational growth and success In today's highly competitive business environment, effective leadership is increasingly important for creating competitive advantages and differentiating a business from its rivals (Nielsen et al.).
As a post-graduate candidate, I am driven by the critical role of organizational leaders in developing effective leadership strategies Given that there is no one-size-fits-all approach to enhancing leadership capabilities, leaders must adapt to their specific organizational contexts The last decade has seen Vietnam's increased openness to foreign investment, attracting numerous international corporations and presenting both opportunities and challenges for Vietnamese professionals aspiring to leadership roles This context inspired my research on the leadership effectiveness of Vietnamese managers within the foreign environment of Samsung Display Company My investigation revealed a significant gap in academic literature regarding leadership capabilities in cross-cultural settings, particularly within foreign direct investment (FDI) firms in Vietnam While existing studies predominantly focus on leadership from a Vietnamese cultural perspective, there is a lack of research addressing leadership in multicultural environments, which is increasingly relevant as FDI businesses proliferate in Vietnam The scarcity of such studies has led to confusion in leadership practices, highlighting the need for further exploration in this area.
My research aims to address a theoretical gap regarding Vietnamese managers in organizations, which will benefit not only Samsung Display Vietnam but also other foreign direct investment (FDI) businesses with similar structures.
Research background
The COVID-19 pandemic has significantly impacted both corporate and non-business leaders, instilling fear among employees and stakeholders due to its human toll Executives face challenges in addressing this "landscape-scale crisis," characterized by its unpredictability and immense magnitude, leading to feelings of lost control and emotional turmoil (Beilstein et al., 2021) Despite this challenging environment, Samsung Display Company emerged as a strong performer, achieving nearly $4 billion in profits in 2020 (HanoiTimes, 2021) Additionally, Samsung Display employs a substantial Vietnamese workforce, with many Vietnamese managers, making it an ideal case study for evaluating the leadership effectiveness of Vietnamese managers within a foreign organization.
Research objectives and questions
Objective 1: To investigate the leadership factors contributing to efficiency of Vietnamese managers working for Samsung Display Company in the period of 2020-2021
Objective 2: To examine the leadership problems encountered by Vietnamese managers in Samsung Display Company
Objective 3: To figure out solutions which enable Vietnamese Managers to enhance leadership capability and thus contribute more effectively to the functional roles in Samsung Display Company
In order to fulfill these objectives, it is imperative to address the following questions
Q1: Which factors contributes to leadership capability of Vietnamese managers in Samsung Display?
Q2: How have recent changes in macro and micro environment affected the leadership capability of Vietnamese managers in Samsung Display?
Q3: What should be done to improve leadership capability of Vietnamese managers in Samsung Display Company?
Research subject and scope
Research subject: Samsung Display Company in Vietnam, with focus on employees who are Vietnamese holding managerial title in the organization
The research focuses on the past two years to highlight the challenges posed by the Covid-19 pandemic, which intensified the demand for effective leadership within organizations.
Research contribution
Theoretical contribution: The research aims to investigate the Leadership ability of Vietnamese Manager Therefore, the study will tap into two major areas:
This research explores the factors influencing leadership capability, with a focus on the unique elements of leadership within Vietnamese culture It aims to enhance the understanding of effective leadership qualities and identify areas for improvement among leaders By examining the leadership dynamics in the context of Korean businesses like Samsung Display, the study seeks to reveal strategies for cultivating effective leaders in multicultural environments Given the increasing need for leadership insights in an international context, this research holds significant value for enhancing leadership effectiveness.
This research addresses the leadership challenges faced by Samsung Display Vietnam, offering significant benefits to its management By identifying key leadership issues within the organization, the study proposes actionable solutions to enhance leadership effectiveness Furthermore, the findings serve as a valuable guideline for foreign direct investment (FDI) corporations aiming to train and manage Vietnamese executives, ultimately optimizing organizational capabilities through improved leadership practices.
LITERATURE REVIEW
RESEARCH METHODOLOGY
Research strategy
To effectively gather relevant information while minimizing costs, it is essential to clearly define the research strategy Selecting an ineffective approach can lead to increased time and financial expenses This section will detail the research methods to be employed, ensuring optimal results, with each option backed by a solid rationale.
This study will utilize qualitative research methods, focusing on non-statistical "research tokens" such as symbols, phrases, and images (Kura, 2012) Qualitative methods are grounded in an interpretivist perspective, emphasizing the importance of understanding events and individual experiences to gather knowledge (Antwi & Hamza, 2015) In contrast, quantitative research employs numerical data and mathematical processes, often associated with positivism, to analyze social phenomena through quantification The fundamental differences between these two methodologies highlight their distinct approaches in scientific research.
Qualitative research is particularly suitable for exploring the leadership dynamics at Samsung Display due to its exploratory nature Understanding the leadership issue requires researchers to engage deeply with their subjects, aligning with interpretivism, which posits that social constructs shape reality (Decrop, 2006) The effectiveness of leadership decisions cannot be accurately assessed without considering the context in which they occur, as perceptions of leadership efficiency are inherently subjective and influenced by individual experiences For example, different individuals may react variably to the same leadership decision based on their personal interactions with their Vietnamese manager, highlighting the importance of context in leadership evaluation.
18 account the fact that quantitative research tends to be accepted with much less regard for cultural context than qualitative research does (Kura, 2012)
Quantitative research is essential for assessing the performance of Vietnamese managers at Samsung Display Company, as it allows for the objective measurement of feedback This approach minimizes subjectivity, enabling a more accurate evaluation of leadership capabilities and facilitating fair judgments Additionally, the quantitative design can provide a larger dataset compared to qualitative methods, allowing researchers to effectively analyze the relationships between various factors and the competencies of Vietnamese leaders in a significant enterprise like Samsung Display Vietnam.
This study adopts a mixed-method approach, integrating both qualitative and quantitative research to leverage the strengths of each while mitigating their individual limitations Mixed-method research is particularly relevant for exploring specific business problems, as evidenced by existing literature that often utilizes either quantitative or mixed methods In this research, the qualitative component focuses on examining the case study to identify issues related to leadership competency at Samsung Display Vietnam, while the quantitative aspect aims to assess leaders' capabilities through various factors This dual approach facilitates a comprehensive understanding of leadership issues, enabling the development of targeted solutions based on insights gained from the qualitative analysis.
Data collection methods
Qualitative research tools such as in-depth interviews, focus groups, case studies, and observations are essential for gathering data (Moriarty, 2011) A thorough comparative analysis of these methods is crucial to identify their strengths and weaknesses before selecting the most effective strategy Utilizing an inappropriate data collection method can lead to increased time and resource expenditure, as well as issues with internal validity and data consistency (Leeuw, 2005) This research will focus on in-depth interviews, the most commonly used qualitative method, as they enable the collection of detailed insights into respondents' attitudes and viewpoints on specific topics (Ritchie & Lewis, 2003) Furthermore, in-depth interviews provide a valuable opportunity to explore challenges from the perspective of managers, offering a deeper understanding of the issues faced by Vietnamese managers at Samsung Display in their interactions with Korean executives.
Identify current state of leadership in the case study
Detect problems related to leadership in case study
Understanding sources of leadership capability in case study
Develop solutions for problem identified in qualitative research
This research highlights the insights gained from 20 managers or colleagues representing diverse cultures and perspectives Unlike traditional survey methods, which are more suited for quantitative studies, this qualitative approach uncovers deeper understanding and nuances that alternative data collection techniques may overlook.
In-depth interviews can be categorized into two types: organized and unstructured Organized interviews involve a one-way format with standardized questions, while unstructured interviews resemble open-ended conversations Although unstructured interviews facilitate a more natural flow of information, they pose challenges in evaluating and standardizing the data collected (Zang & Wildemuth, n.d).
The study will utilize purposive sampling to focus on Vietnamese managers at Samsung Display Vietnam, ensuring high convenience and accuracy in data collection Interviews will be conducted with 10 managers from various departments, all of whom have held their positions for at least two years This criterion allows for in-depth insights into the leadership challenges faced during the Covid-19 pandemic, facilitating a comprehensive understanding of the issues at hand.
This article focuses on interviewing a Vietnamese manager at Samsung Display Company, emphasizing two key criteria: the manager must exhibit leadership traits influenced by Vietnamese culture and have held a managerial or equivalent role for a minimum of two years This ensures that the interviewee can effectively represent and offer valuable insights into the organization's leadership dynamics.
Survey appears to be the most ubiquitous method to collect quantitative data Through conducting survey, it is possible to gather data from the large number of
The study involved 21 participants and explored various survey implementation options, including face-to-face, email, telesurveys, and web-based surveys, as outlined by Wellington and Szczerbinski (2007) Online surveys have gained popularity due to their convenience and ability to reach a broader audience (Couper, 2017) In socioeconomic research, web-based surveys have proven especially effective, necessitating a large telephony or email survey database (Couper, 2017) For this study, the most efficient data collection method was a web-based survey, utilizing Google Docs for questionnaire creation, distribution, and data analysis.
The study will utilize convenient sampling to facilitate easy access to data from employees at Samsung Display Company, aiming to gather feedback on their Vietnamese supervisors (Scheurich, 2014; Wellington & Szczerbinski, 2007) While this method allows for reduced data collection efforts, it may lead to low response rates, a notable drawback of convenient sampling (Cohen, Manion & Morrison, 2011) To address this limitation, snowball sampling will be implemented as a secondary strategy, where existing participants will refer others who may be interested in the research topic (Sharma, 2005).
Selecting an appropriate study sample is crucial for ensuring reliable results A sufficient sample size is essential to ensure that findings accurately represent the entire population, thereby minimizing the margin of error in predictions (Sharma, 2005) Various methods can be used to determine sample size, with the Limit Central Theorem indicating that a minimum of 30 samples is necessary to avoid assuming a normal sampling distribution (Scheurich, 2014) Additionally, Comrey and Lee (1992) provided practical guidelines, suggesting that a sample size of 100 or fewer is inadequate, while a range of 200 to 300 is more favorable for robust results.
A sample size of 22 provides a reasonable representation, while exceeding 500 observations significantly enhances the sample quality It's important to note that these figures are approximations rather than strict standards for determining sample size The calculation of sample size can be performed using a specific formula.
As of October 2022, the estimated employee population at Samsung Display Vietnam is approximately 30,000, with a margin of error of 5% and a confidence level of 95%, corresponding to a specific z-score.
=1.96, p = 0.5 for rating positively or negatively about leadership capacity of the direct leader The sample size for this project is then calculated at:
To achieve statistical significance in this study, a sample size of 385 is necessary However, considering potential uncertainties, a sample size of 500 is recommended for better representation, as per Comrey and Lee (1992) Consequently, this investigation utilized a sample size of 520 to account for possible survey errors From the perspective of the participating writers, this sample size was appropriately balanced for an online survey.
To achieve a sufficient sample size of 520 participants, an online survey aimed for a response rate of 40–50%, necessitating a pool of 1300 contacts to ensure this minimum While internet surveys typically suffer from low response rates, the use of snowball sampling significantly enhanced engagement, resulting in a remarkable 75% response rate Consequently, the researcher successfully collected 520 observations from just 695 survey deliveries.
To effectively gather feedback for quantitative analysis, the survey will utilize a Likert scale, which quantifies responses and opinions (McLeod, 2008) This scale typically offers five response options, allowing participants to indicate their level of agreement or sentiment regarding a statement (Joshi et al., 2015) It operates on the premise that attitudes can be measured along a continuum from "strongly agree" to "strongly disagree" (McLeod, 2008) The primary advantage of the Likert scale is its ability to capture nuanced opinions rather than simple yes/no answers, facilitating the collection of quantifiable data for easier analysis Additionally, it allows respondents to remain anonymous in self-administered surveys, reducing social pressure and potential social desirability bias (Joshi et al., 2015).
Data analysis
Descriptive analysis, commonly referred to as a straightforward method for interpreting datasets, is utilized to categorize information to identify trends and patterns In this study, descriptive statistics were employed for various purposes, including the creation of charts that enhance the understanding of data distribution.
24 by demographic characteristics and determining the pattern of participants' answers to individual survey questions For the latter, the average score on each measure was the most important criterion
To ensure the validity of findings in this study, a reliability analysis was conducted due to the use of a survey with multiple-choice questions representing various variables This analysis was crucial, as failing to establish internal consistency could undermine the reliability of the variable constructs, making them unsuitable for predictive frameworks Cronbach's Alpha served as the internal reliability indicator, with a threshold of 0.7 indicating well-constructed variables that reflect a consistent trend Additionally, the "Corrected item total correlation" was utilized to assess each item's contribution to Cronbach's Alpha The analysis included a graph illustrating the impact of removing specific items on the overall Cronbach's Alpha score, guiding the decision to eliminate any components that negatively affected the reliability index.
Correlation analysis is essential for evaluating the strength and direction of relationships between multiple variables in research, as outlined by Sharma (2005) This analysis helps identify multicollinearity among independent variables, which is particularly beneficial when handling large datasets Additionally, it indicates potential linear relationships between independent and dependent variables A correlation coefficient of 0.6 or higher typically signifies a significant relationship.
Multi-regression analysis is the final step in validating initial assumptions, as it assesses the research model's ability to explain the distribution of independent variables (Sharma, 2005) The findings are further supported by the ANOVA test, which adds context, while Z-testing, utilizing a P-value and a 95% confidence level, will be employed for coefficient analysis.
The study model's overall effect will be assessed through a regression formula, which will quantify the impact of each independent variable.
Case study analysis typically involves identifying and explaining overarching trends, followed by the development of a guiding theory Framework analysis is an effective method for this process, as it organizes qualitative data sequentially through five key steps: acclimatization, theorization, indexing and charting, mapping, and interpretation (Rowley, 2015).
Yin (2003) emphasizes the importance of integrating quantitative and qualitative data through various methods to effectively address research questions The primary objective of data analysis is to identify and refine patterns within the data, while also considering their theoretical implications This study will utilize framework analysis, which is favored for its practicality over more theoretical approaches like Grounded Theory According to Miles, Huberman, and Saldana (2014), framework analysis offers a structured, linear presentation of qualitative data, following five key steps: orientation, theme recognition, framework identification, indexing and charting, and map and interpretation Additionally, framework analysis enhances the understanding of qualitative research tools To prepare for this analysis, data will be extracted using Phillip Mayring's qualitative content analysis (2000), which involves three methods: summary, explanation, and structure, with structure being the most traditional and cohesive approach.
The structuring procedure begins with establishing unit analysis, followed by defining and codifying the criteria for a categorization system According to Miles, Huberman, and Saldana (2014), careful examination of data extraction is essential to ensure its relevance to the framework's structure, facilitating accurate interpretation from the available data.
Establishing a solid theoretical framework for understanding why international businesses must adapt to political and technological changes is crucial for effective data analysis Initially, data from case studies will be systematically extracted and categorized based on predefined criteria Following this, a thorough review will identify any inconsistencies across various data sources and explore opportunities for comparative analysis Ultimately, a deep understanding of the theoretical foundations is essential to accurately report on the identified similarities and differences, ensuring that the theoretical framework aligns with the empirical data gathered.
DATA ANALYSIS
Quantitative data analysis
The survey included 520 respondents, with 255 males representing 49% and 217 females accounting for 42% Additionally, 9% of respondents chose not to disclose their gender This balanced representation of male and female participants helps to mitigate gender-related bias in the research, ensuring a more accurate and equitable analysis.
Male Female Prefer to not disclose gender
The survey predominantly features young adults, with 349 out of 520 participants aged 35 and under Specifically, 173 respondents fall within the 18 to 25 age range, while 176 are between 26 and 35 years old, highlighting the youthful labor force at Samsung Display Vietnam Additionally, there is a notable representation of older respondents, with 92 individuals aged 36 to 45 and only 22 participants over 55 years old.
Figure 4.3 - Respondents' experiences with Samsung Display Vietnam
The experiences of respondents at Samsung Display Vietnam align closely with their tenure at the company A significant majority, comprising 348 individuals, have 1-2 years of experience, while 119 respondents have less than a year In contrast, only 34 respondents possess 3-5 years of experience, and a mere 19 individuals have worked there for 5 to 8 years.
Figure 4.4 - Respondents' position in Samsung Display Vietnam
The survey revealed that 60% of the 286 respondents are workers, with a notable number of officers participating as well Additionally, there are 33 team managers and 26 heads of units among the respondents Participation from executive-level individuals is minimal, with fewer than 10 senior or executive managers involved The remaining 72 respondents hold various unspecified positions.
Position in Samsung Display Vietnam
Worker Officer Team manager Head of unit
Senior manager Executive manager Others
The survey reveals that the majority of respondents possess higher qualifications, with 162 holding a Higher National Diploma and 146 having a Bachelor's degree Additionally, 94 respondents have an Ordinary National Diploma, equivalent to a high school graduation Although the number of respondents with Master's and Doctorate degrees is relatively small, their qualifications suggest a strong understanding of leadership components, likely contributing to the quality of their responses.
Table 4.1 - Reliability statistics for communication Reliability Statistics
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Cronbach's Alpha if Item Deleted
My Vietnamese leader understand and respect view of other people
My Vietnamese leader is an excellent communicator at work
My Vietnamese leader find it easy to avoid misunderstanding of people who he/she communicates with
The Cronbach’s Alpha value of 0.768, exceeding the acceptable threshold of 0.7, indicates a strong internal consistency for this variable Additionally, the removal of any single item would result in a decrease in Cronbach’s Alpha below 0.768, suggesting that all items should be retained in the dataset.
Table 4.2 - Reliability statistics for Vision Reliability Statistics
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Cronbach's Alpha if Item Deleted
My Vietnamese leader is visionary person
My Vietnamese leader has vision of changes in socio-economic context
My Vietnamese leader has innovative view about the problems encountered by organization and team
The Cronbach’s Alpha value of 0.735 indicates an acceptable level of internal consistency for this variable Notably, removing any item from the dataset would result in a decrease of Cronbach’s Alpha below 0.735, suggesting that all items are essential and should be retained.
Table 4.3 - Reliability statistics for Motivation Reliability Statistics
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Cronbach's Alpha if Item Deleted
My Vietnamese leader is skillful at motivating the morale of other people
My Vietnamese leader is sensitive to recognize when his subordinate dissatisfy
My Vietnamese leader often motivates me with both financial and non- financial rewards
The analysis reveals that Cronbach’s Alpha is 0.720, indicating an acceptable level of internal consistency for this variable Furthermore, the removal of any item would result in a decrease of Cronbach’s Alpha below 0.720, suggesting that all items should be retained in the dataset.
Table 4.4 - Reliability statistics for Feedback Reliability Statistics
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Cronbach's Alpha if Item Deleted
My leader usually tells me when I make mistakes and empathizes with my mistakes
My leader is willing to analyze the causes of mistakes committed by his subordinates so that the mistakes will not be repeated
My leader gives me good advices from his experiences to avoid the mistake
The Cronbach’s Alpha value of 0.750 indicates an acceptable level of internal consistency for this variable Notably, removing any individual item would result in a decrease of Cronbach’s Alpha below 0.750, suggesting that all items should be retained in the dataset to maintain its reliability.
Table 4.5 - Reliability statistics for Organization Reliability Statistics
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Cronbach's Alpha if Item Deleted
My leader defines well the goals and objectives for each subordinate in under his command
My leader determines a transparent plan for his subordinates to optimize personal contribution in the collective objectives
My leader strictly sticks with the predetermined schedule and planned actions
The Cronbach's Alpha value of 0.703 indicates an acceptable level of internal consistency for this variable Furthermore, removing any item from the dataset would result in a decrease in Cronbach's Alpha below the threshold of 0.703, suggesting that all items should be retained.
Table 4.6 - Reliability statistics for Empowerment Reliability Statistics
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Cronbach's Alpha if Item Deleted
My leader assign me the right to make important decision
My leader gives me authority to make changes which are necessary to improve work
My leader delegates authority which is equivalent to my
Capability and responsibility in the company
The analysis reveals that the variable exhibits an acceptable internal consistency with a Cronbach's Alpha of 0.760, which is above the threshold of 0.7 Furthermore, the removal of any individual item would result in a decrease of Cronbach's Alpha to below 0.766, indicating that all items are essential and should be retained in the dataset.
Variable Number of items Cronbach’s
The reliability test revealed significant variation in Cronbach's Alpha across different variables in the study model, with Communication achieving the highest value of 0.768, indicating strong reliability All other variables also scored above 0.7, reflecting high reliability This suggests that respondents who rated one statement positively were likely to do the same for others within the same factor, reinforcing internal consistency The statistical significance of the dataset is supported by the uniformity of responses, which were designed to elicit consistent feedback on key research aspects, establishing a solid foundation for subsequent evaluations.
The reliability test reveals the contribution of each item to the overall consistency of the variables, demonstrating that removing any item would lower the Cronbach's Alpha for that variable This indicates that every item effectively represents a specific aspect of the variable it corresponds to, confirming that there is no need to eliminate any variables.
Table 4.8 - Correlation analysis results Correlations
Leadershi p_Evaluat ion Communicati on
** Correlation is significant at the 0.01 level (2-tailed)
The correlation analysis with Pearson correlation coefficient shows that most of independent variables feature strong positive relation with leadership evaluation
The Pearson coefficient indicates a strong correlation between communication (0.625) and motivation (0.562) with leadership capability, while vision, organization, and empowerment also demonstrate moderate connections, each exceeding 0.4 However, feedback shows a negligible linear relationship with a coefficient of just 0.039 Therefore, it can be concluded that all factors, except feedback, are likely to be significantly associated with the evaluation of leadership capability among Vietnamese managers.
Table 4.9 - Regression model summary Model Summary
Std Error of the Estimate
The R square value of 0.555 indicates that the model, which includes seven selected factors, can explain up to 55.5% of the variation in evaluating the leadership capabilities of direct managers This suggests that the study model is effective in predicting the dependent variables However, it is important to note that around 44.5% of the variation in green consumption remains unexplained by the chosen variables, highlighting a limitation of the research.
Table 4.10 - Anova test summary ANOVA a
41 a Dependent Variable: Leadership_Evaluation b Predictors: (Constant), Empowerment, Feedback, Organization, Vision , Communication, Motivation
Qualitative data analysis
The interviewees, seasoned Vietnamese managers at Samsung Display Vietnam, possess extensive experience, averaging 5 to 8 years with the company Their insights provide reliable perspectives on leadership, drawn from their personal professional journeys.
In large organizations like Samsung Display Vietnam, managers experience a blend of pride in their roles and the pressures associated with their responsibilities While most interviewees expressed a sense of pride, three out of five highlighted concerns about high work pressure and the resulting lack of work-life balance Additionally, Vietnamese managers face the challenge of navigating rapid operational changes, requiring them to adapt not only to the organizational culture but also to external shifts in the industry.
All interviewees acknowledged the existence of internal leadership training programs and pre-MBA courses at Samsung Display Vietnam aimed at enhancing managerial skills Conducted by both Vietnamese and Korean experts, these programs provide a professional framework for mid and high-level managers While feedback on these training initiatives was largely positive, some interviewees expressed concerns about the content Notably, interviewee No 4 pointed out the absence of emotional intelligence training, which is crucial in the high-pressure environment at Samsung Display Vietnam Additionally, interviewee No 5 highlighted that the disconnect with the socio-economic context makes the leadership training less applicable in real-world scenarios.
As for experiences in leadership, interviewees were asked to provide feedbacks on various areas of leadership capability, including the most important
Leadership encompasses various aspects drawn from personal experiences and insights on motivation and empowerment Interviewees reveal a diverse range of leadership experiences, each emphasizing different elements such as enthusiasm, integrity, effective communication, collaboration, task delegation, and fostering a culture of continuous learning.
Interviewees at Samsung Display Vietnam generally preferred to empower subordinates by encouraging them to find solutions independently, showcasing an open-minded leadership style that promotes shared decision-making Additionally, some interviewees favored a democratic approach, such as holding meetings for problem resolution Overall, these practices reflect a trend of power-sharing in leadership among Vietnamese managers.
In terms of motivation strategies, interviewees utilize a diverse range of techniques, including a top-down approach that emphasizes key performance indicators (KPIs) and clearly defined rewards for task completion Additionally, verbal communication plays a vital role in boosting morale A significant consensus among the interviewees highlights the importance of fairness in capability evaluation, which is fundamental to fostering motivation within the organizational culture.
The leadership challenges faced by Samsung Display Vietnam have been significantly influenced by communication disruptions due to the COVID-19 pandemic and the varying capabilities of team members Interviewees highlighted that the lack of communication and reduced manpower during this period hindered Vietnamese managers' ability to implement effective leadership initiatives This issue intensified conflicts arising from disparities in knowledge and skills among team members The absence of direct communication made it difficult for managers to address conflicts promptly, leading to delays that complicated the identification of root causes As a result, these challenges prevented managers from uniting their teams towards a common vision and achieving team objectives.
47 personal KPI of team members were also mentioned as an obstacles for Vietnamese leader to perform broader leadership strategies which involve operation of various organizational departments
The reporting of leadership issues at Samsung Display Vietnam is limited, as interviewees acknowledged their commitment to informing the board of managers However, the board's guidance is often vague due to a lack of situational understanding Decision-making authority for Vietnamese managers remains constrained, with a significant centralization of power among Korean managers who may not fully grasp the local context This misalignment can lead to decisions that do not adequately address departmental challenges Additionally, communication styles pose a challenge; while Vietnamese managers recognize the need for careful communication regarding subordinate weaknesses, they tend to adopt a softer approach, contrasting with the more direct style favored by Korean managers.
To address the challenges in leadership within Samsung Display Vietnam, interviewees unanimously emphasized the necessity of empowering Vietnamese managers to improve their leadership capabilities Four out of five participants identified the delegation of decision-making authority as crucial for fostering leadership initiatives at lower levels Vietnamese managers, familiar with the local work culture, can make more effective decisions in motivation and communication Additionally, revising training programs is essential to align with the current leadership challenges One interviewee highlighted the need for language training to enhance communication between Vietnamese leaders and their Korean counterparts, thereby streamlining collaborative efforts.
To enhance the decision-making process at Samsung Display Vietnam, it's crucial to improve information exchange and upward feedback One proposed solution is the development of rules and policies aimed at bridging the cultural gap between Vietnamese and Korean managers, which would bolster the capabilities of Vietnamese leaders Additionally, implementing job rotation can provide Vietnamese managers with diverse experiences across various roles, enriching their understanding of different departmental functions and fostering more effective collaboration This approach also allows leaders to adapt their decision-making styles to new environments and colleagues, promoting flexibility in their leadership.
CONCLUSION OF FINDINGS AND RECOMMENDATIONS
Conclusion of findings
This study explores the leadership capabilities of Vietnamese managers at Samsung Display Vietnam using a mixed research method that incorporates both quantitative and qualitative analyses The quantitative component identifies key leadership characteristics valued by Vietnamese managers, while the qualitative analysis provides deeper insights into their leadership capabilities within the context of Samsung Display Vietnam Together, these findings address the research objectives effectively.
A recent evaluation of leadership capabilities among Vietnamese managers at Samsung Display Vietnam highlights several key factors influencing perceptions of leadership A quantitative survey of employees indicates that communication, vision, organization, empowerment, and motivation are critical elements, with communication and motivation emerging as the most significant skills for assessing leadership effectiveness Interestingly, feedback is identified as the only factor not linked to leadership capability assessment, likely due to cultural norms in Vietnam that discourage accepting constructive criticism without accompanying praise Consequently, despite leaders' intentions to enhance their subordinates' capabilities through feedback, such efforts may not be recognized as effective leadership.
2nd findings: Through qualitative analysis, the external events such as
The COVID-19 pandemic, along with centralized decision-making at Samsung Display Vietnam, highlights significant leadership challenges faced by Vietnamese managers The pandemic has acted as a catalyst, exacerbating existing issues in leadership capabilities by disrupting communication within the organization Effective communication is crucial for successful leadership, and its breakdown during the pandemic has further hindered managerial effectiveness.
The effectiveness of Vietnamese managers' leadership capabilities is significantly hindered by the absence of face-to-face communication with subordinates, which negatively impacts conflict resolution and other leadership activities Additionally, the lack of decision-making authority limits their ability to implement effective leadership strategies, particularly in motivating and empowering their teams The centralized, top-down decision-making approach employed by Korean managers poses a major obstacle to the growth of leadership capacity among Vietnamese managers at Samsung Display Vietnam.
Recommendations
In order to improve leadership capability of Vietnamese managers, it is imperative for Samsung Display Vietnam to perform the following initiatives:
Samsung Display Vietnam should enhance its leadership training courses to better meet the needs of Vietnamese managers, as current offerings have not satisfied trainees and have led to inefficiencies To improve leadership capabilities, the training program must focus on essential skills, particularly communication and motivation, identified as crucial through quantitative analysis Specific communication skills, such as oral presentation, should be emphasized, along with foreign language training in Korean, to facilitate better interactions Addressing these gaps is vital for the development of effective leadership among Vietnamese managers.
The challenge of adapting to Korean management styles significantly impacts the leadership capabilities of Vietnamese managers at Samsung Display Effective communication, as highlighted by Northouse (2004), is crucial for leaders to convey their vision and is a key factor in assessing leadership effectiveness Employees at Samsung Display Vietnam often evaluate their leaders based on communication skills, which vary widely among individuals To enhance communication training, it is essential to develop personalized programs tailored to the unique contexts and leadership styles of each trainee While traditional mass training methods may pose challenges, adopting innovative, customized training courses can better meet the diverse needs of employees Collaborating with expert organizations to implement these personalized training solutions can maximize the benefits of leadership development at Samsung Display Vietnam.
Online HR training applications gather real-time personal data to create customized training content tailored to the specific skills that need development for each trainee.
To cultivate a learning culture at Samsung Display Vietnam, enhancing coaching skills among Vietnamese managers is essential for effectively motivating and empowering their teams As noted by Dang et al (2017), organizations possess unique cultural factors that must be considered in HR development programs There is no universal formula for effective leadership, as various factors influence leadership styles Consequently, it is vital to assess the organizational and cultural structure of the business when formulating a strategic approach to leadership development.
In this case, the quantitative analysis helps identifying the irrelevancy of feedback in leadership capability In fact, increasing feedback may even worsen the
To enhance the perception of effective leadership among employees at Samsung Display Vietnam, it is essential for leaders to provide constructive feedback that encourages improvement Developing a more active learning culture will help employees view feedback positively Bass and Riggio (2006) emphasize that an effective learning culture promotes information exchange, motivating both leaders and followers To cultivate this culture, organizations must implement continuous learning opportunities and critical strategic components, such as leading by example and establishing clear success metrics (Tan et al., 2016) Samsung Display Vietnam's management should carefully assess these elements before integrating a dynamic learning culture into their organizational framework Additionally, supportive policies, including rewards for learning and achieving personal goals, are crucial Vietnamese managers can lead this initiative by modeling desired behaviors and utilizing innovative feedback methods, such as peer evaluations or anonymous feedback, to foster a positive learning environment.
Empowering Vietnamese managers at Samsung Display Vietnam by granting them greater decision-making authority is essential for enhancing their leadership capabilities This shift would not only motivate managers to invest more in the organization but also requires a redefinition of their roles and responsibilities While the idea of increasing authority may seem straightforward, it necessitates a comprehensive approach to enhance the overall capability of Vietnamese managers within the company.
Vietnamese managers at Samsung Display Vietnam should be empowered to propose and implement changes within their areas of responsibility, particularly when addressing team performance issues related to motivation They should have the autonomy to utilize both financial and non-financial incentives as deemed appropriate for their teams, executing their plans without needing prior approval from Korean managers However, these actions must be conducted under the oversight of a dedicated board of control, which will monitor and evaluate the decision-making capabilities of Vietnamese leaders Establishing this board will ensure a structured approach to managerial autonomy while maintaining accountability.
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My name is Pham Van Huyen, and I am a master's candidate currently conducting research for my thesis on enhancing leadership abilities among Vietnamese managers at Samsung Display Company I am in the process of data collection and believe that your background and experience are crucial for providing valuable insights for my study I would like to invite you to participate as a respondent in this research, where you will share your perspectives on various aspects of leadership capabilities among Vietnamese managers at Samsung Display Vietnam Please rest assured that all information you provide will be kept confidential and will not be disclosed to any third parties.
The survey will take around 10 minutes to complete, and participants can withdraw at any time Additionally, you may skip any questions that you find difficult to answer.
Are you employee of Samsung Display Vietnam?
☐ No -> Thank you for your participation, this survey is for people who work for Samsung Display Vietnam only
1 Name of the respondent (Optional)………
☐ Prefer to not disclose gender
4 Years of experience in Samsung Display Vietnam
5 Your Position in Samsung Display Vietnam
6 Highest qualification obtained (kindly tick)
Please indicate how the following elements influence the leadership capability of your Vietnamese leader by circling the option that best reflects your opinion Use the scale provided: 5 for Strongly Agree (SA), 4 for Agree (A), 3 for Neutral, 2 for Disagree (D), and 1 for Strongly Disagree (SDA).
7 Communication My Vietnamese leader understand and respect view of other people
My Vietnamese leader is an excellent communicator at work
My Vietnamese leader find it easy to avoid misunderstanding of people who he/she communicates with
8 Vision My Vietnamese leader is visionary person
My Vietnamese leader has vision of changes in socio-economic context
My Vietnamese leader has innovative view about the problems encountered by organization and team
9 Motivation My Vietnamese leader is skillful at motivating the morale of other people
My Vietnamese leader is sensitive to recognize when his subordinate dissatisfy
My Vietnamese leader often motivates me with both financial and non-financial rewards
10 Feedback My leader usually tells me when I make mistakes and empathizes with my mistakes
My leader is willing to analyze the causes of mistakes committed by his subordinates so that the mistakes will not be repeated
My leader gives me good advices from his experiences to avoid the mistake
11 Organization My leader defines well the goals and objectives for each subordinate in under his command
My leader determines a transparent plan for his subordinates to optimize personal contribution in the collective objectives
My leader strictly sticks with the predetermined schedule and planned actions
12 Empowerment My leader assign me the right to make important decision
My leader gives me authority to make changes which are necessary to improve work Capability
My leader delegates authority which is equivalent to my Capability and responsibility in the company
13 On a scale of 1 to 10, how do you rate the Capability of your direct leader/supervisor?
This is the end of the survey, thanks you for your contribution!
Should you have any question related to this study, feel free to reach me at my email address: huyencvn@gmail.com
Introduce and thank interviewee for participation:
Thank you for your valuable time I am [NAME OF INTERVIEWER], currently conducting a study: "Improve Leadership ability for Vietnamese Manager at Samsung Display Company"
Explain research topic and potential research significance/influences to various parties, including participants
This study seeks to assess the leadership status of Vietnamese managers at Samsung Display Company, with the goal of improving their leadership capabilities and enhancing overall work effectiveness within the organization.
Inform respondent of length of interview
The interview is designed to last approximately 15 minutes, and I will strive to keep it focused and efficient If any question requires excessive time, I will kindly ask you to move on to the next question to ensure we complete the entire questionnaire.
The interview will be recorded either through audio or video to ensure accurate information capture Rest assured, your anonymity will be maintained throughout the process, and your information will not be disclosed in any public document without your consent Any published data will only appear as a summarized version in my report.
Please begin by introducing your position inside the firm
Here come a few questions related to your experience and feeling in the company:
1 How long have you stayed in Samsung Display Company?
2 How do you feel as a Vietnamese manager in a Korean corporation as the Samsung Display Company?
3 Does Samsung Display Company offer course of leadership training?
If yes, how do you think about it?
4 What values are most important to you as a leader?