This film is called American Factory, but it was made for developing countries, especially China. The most important thing in a documentary is the content, and Netflix chose the most typical example this time. The documentary wants to talk about the globalization of multinational companies, about corporate management, about the form of manufacturing in different countries, and about the difference between developed and developing countries. Fuyao Group is selected, and everything is included. 1. In the documentary about the globalization of multinational corporations, Chairman Cao of Fuyao Group initially went to the United States to build a factory with great ambitions, which seemed to be a bright future. They tried to circumvent the welfare society and trade unions, hoping to build a factory here, and the company's performance and image would break through. But then they had to admit that in developed countries, the topic was really critical. In the competition with human rights and trade unions, Chinese companies seem powerless and trapped like a cage they bought with their own hands. The strategy of corporate globalization is not so easy to go. Disney Starbucks has actually encountered a lot of troubles in various European countries. Even when Starbucks started out in China, they were powerless in the face of our ingrained tea culture. Although there are cultural conflicts, in developing countries, the cost of human resources is too tempting for them. The most important reason for many multinational companies to choose locations in developing countries is also because of human costs. The Fuyao Group came to the United States to set up a factory, but the Yankees thought too much that they were here to rescue them. However, the profit of a company is always the first priority, just like the dilemma in the documentary. Interference, then the factory will only go the same path as GM. Just as Huawei has been stationed in Europe for 20 years as a communications company, it has always carefully thought about how to solve welfare and labor union issues in Europe. They also said that in the future, they will try their best to introduce artificial intelligence to avoid the high cost of human resources in Europe. I'm not from this major, and I'm just a pawn. Chinese entrepreneurs will face such a shocking issue sooner or later. 2. The corporate management film too realistically reflects the corporate management methods of two different countries. Fuyao Group was initially committed to becoming an American company and appointed an American as the general manager of the factory. However, after continuous losses, the company had no choice but to appoint a local manager to replace it. Has Fuyao Group's American factory finally turned into an American company? No, it's just a Chinese company with a factory in the US. In globalization, it is not only cultural differences that need to be resolved. In American factories, the Chinese supervisor's tone to the production line employees is too much, and the employees will make a lot of noise. American production line employees have eight hours a day and weekends off. Low-injury injuries will have results as long as the union theory is found. Chinese employees must be envious. On the other hand, Chinese employees are not flattering or ironic. The current situation is really terrible. Two days off a month, a high-risk work environment with low pay and low rewards. We have never thought about the benefits at all, and it feels good to not work overtime during the Chinese New Year and holidays and to have some holiday gifts. It is common for trade unions abroad to interfere with management decision-making, but in Asian countries, especially developing countries, human rights are always the last factor to be considered, whether it is a company or an individual employee. In the film, after the American executive visited China, he also learned to implement militarized management in the United States. But it didn't work. Because there is a huge difference in talent training between the two countries. Americans want to coax, you say one sentence, they can say ten sentences. This is not the case with Asians. Asians are diligent and introverted. Chinese employees are like this, and Japan and South Korea are not much different. There are not a few companies that implement militarized management in China, as is the aforementioned Huawei. Such management has been criticized as a form of mental torture, contrary to human rights and moral concerns. In fact, in an enterprise, managers will of course choose a simple way to create a warm-blooded corporate culture, and militarized management is the best solution. It's just that a lot of times it's hard to balance: do you want to do a chariot, or do you want to do charity. There are very few companies that can balance the need for convenient management and humanistic care. You can criticize the high-pressure militarized management, but you can do as many things as you spend money. The documentary directly throws this question, there is no standard answer, it depends on how the company submits the answer sheet. In an enterprise, managers will of course choose a simple way to create a warm-blooded corporate culture, and militarized management is the best solution. It's just that a lot of times it's hard to balance: do you want to do a chariot, or do you want to do charity. There are very few companies that can balance the need for convenient management and humanistic care. You can criticize the high-pressure militarized management, but you can do as many things as you spend money. The documentary directly throws this question, there is no standard answer, it depends on how the company submits the answer sheet. In an enterprise, managers will of course choose a simple way to create a warm-blooded corporate culture, and militarized management is the best solution. It's just that a lot of times it's hard to balance: do you want to do a chariot, or do you want to do charity. There are very few companies that can balance the need for convenient management and humanistic care. You can criticize the high-pressure militarized management, but you can do as many things as you spend money. The documentary directly throws this question, there is no standard answer, it depends on how the company submits the answer sheet.
3. Manufacturing The tertiary industry in the United States is already many steps ahead of us, and manufacturing is also the backbone of a strong country. However, the backgrounds of manufacturing in developed and developing countries are quite different. American manufacturing has already made a lot of money during World War II. Our country's manufacturing industry relies more on labor, and the equipment and professionalism are not as eye-opening as European and American production lines. It has only been 40 years since China's reform and opening up, and the secondary industry has gradually become our economic support, but its development space has also been forced to compete with Southeast Asian countries. This is why Fuyao Group will do the opposite and go against the tide to try it in developed countries. Real knowledge comes from practice. GM lost that year, and Fuyao and the others also fell badly, but you can't know the history. Someone has to lead the way, just like when many European and American countries did business across borders. Fortunately, the mature development of artificial intelligence and informatization has provided new ideas for many companies. Fuyao has also started to make profits from the introduction of automatic equipment since 2018. 4. The drama of developed countries vs. developing countries seems to be a dialogue between two different countries, that is, the same space projects a microcosm of different eras. Today’s America, going back a few decades, is what China looks like now. With the reform and opening up, this emerging country has always been able to accumulate abundant capital. After a few decades, China can also develop into the present Japan, Europe and the United States. What is worth paying attention to is how the developed countries can make use of the spare capacity of the manufacturing industry. At the same time, developing countries have already foreseen the problems that will be seen in the future, and how to plan and explore. In addition, welfare policies are an unavoidable problem in every country, especially when the problem of aging becomes more and more prominent in the future, how should employees end their old age when they get old. Although developed countries have better tertiary industry and welfare policies, they are still being explored. In the past, China developed the method of "raising children to prevent old age", but now this road is not easy to go. China's welfare policy started too late, and the implementation of the two-child policy is weak. In the next few decades, it is really worrying that most ordinary employees will have a way to enjoy their old age.
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