Human Reource management for Samsung - Essay Example

The organizational structure also determines the approaches used in decision-making. This paper will present a report on the strategies that Samsung can adopt to register high performance and ensure a favorable working environment. Motivation and Reward This section will present an analysis of the motivation and reward procedure used by Samsung. In a bid to motivate its workers, Samsung has a very modern strategy, which offers the workers with a diverse range of possibilities. For starters, the managers in Samsung have made sure that the working hour-schedule suits the employees in conformity to their preferences, a factor that ensures that people are enthusiastic of each day’s work.

Employees have a clear ascending path in the company, with the option to remain at the level of an individual contributor or become a manager (Pattanayak, 2005). It gives the employee awareness that if he does a good job, he will very likely ascend in the hierarchy, and receive a bigger salary and extra benefits. It is a strong motivational factor as the employee receives an adequate challenge, and the outcomes of staying with the company. Samsung has adopted a “pick your package” style of benefits for the employees. . Moreover, Samsung is working on improving their workplace to offer a free catering, Starbucks gym, and social club on-site.

Some optional benefits include social events, holidays, activities within the company, and many more, to maintain a good relationship between the company and the staff. This human resource strategy has shown its viability as evidenced by its adoption by companies such as Google and Kaspersky labs. The feedback collected from the employees indicates a feeling of satisfaction and a will to progress within the company (Pattanayak, 2005). Evidently, Samsung has achieved its goal in terms of motivation and reward.

Samsung has also considered establishing goal incentives. This is an additional performance-based pay system to reward employees for improvement in their work efficiency. This system makes use part of the extra profit generated because of the effective performance of the management, human resource, facilities, and technology of our company (Lindholm, Yarrish, &Zaballero, 2012). When a business unit achieves good business performance, it allocates part of the extra profit to executives and employees.

Under this system, part of an employee’s salary is determined based on the collective performance of the group. This is a variable reward system, under which executives and employees receive part of the profit in cases where a high performance that exceeds the goal is registered. Organizational Change and Culture This section describes Samsung's organizational change and culture, with admiration to RensisLikert’s participative decision-making theory. According to this theory, employers should seek to allow