FAW-Volkswagen Workers Sting: We Cannot Learn Toyota to Beat US Cars

Core tips:

"You can't go, people who want to do are still lined up in the back line!" This is China's "demographic dividend" behind the most sad words. We should always reflect on whether the living conditions of employees, especially front-line employees, are consistent with the development of the company.

While we are fully enjoying the “demographic dividend”, we too overlook the collective dilemma of workers behind this kind of bonus.

Last week's network-related incidents involving the "blending" of temporary workers (ie, laborers) in FAW-Volkswagen's workshop resulted in conflict between both parties and eventually led to the former assassinating the latter. Although the incident was not officially confirmed (and no rumor was created) and developments have taken place, There is no clear explanation to what extent, but through this incident, a reality that has been "intentionally" neglected by everyone is again brought out in a bloody way and placed before the public.

This may be an extreme case, but it is by no means an isolated phenomenon.

We all know that the automobile industry is not only a capital-intensive and technology-intensive industry, but also a labor-intensive industry. The reason why the Chinese auto industry has achieved breakthrough development within a short span of 20 to 30 years is that in addition to the huge market space and growth potential, the more important point is that the “demographic dividend” has given the entire industry an incentive to move forward. However, most of the first-line industrial workers who have made significant contributions to the development of the country’s industries have not enjoyed the simultaneous improvement in the quality of their personal life brought about by the rapid development of the industry, because they also have a demarcating scale.

At present, large-scale automobile manufacturers like FAW-Volkswagen tend to employ labor dispatch companies to recruit more laborers to fill their own workforce after a certain number of formal jobs are recruited. The reason for recruiting laborers is nothing more than three: the reduction of production and management costs, the reduction of legal liability, and the ease of management. As a result, formal workers are far more expensive than the laborers in terms of salary or benefits distribution. As a result, they are unconsciously engendering a sense of superiority in front of the laborers and think that they are superior to them. Naturally, formal and temporary workers are formed into camps. The latter has the phenomenon of being "discriminated" objectively. The treatment of equal pay for equal work also objectively makes the temporary workers have a humble side, and their sense of belonging is seriously absent.

According to an informed source close to FAW-Volkswagen, the regular workers can earn a salary of 18 months in a year, with an average monthly salary of about 45,000 yuan (23,000 yuan for labor workers), and a considerable number of them. The dividends and other benefits are even more difficult for the labor office to expect. Of course, we are very happy that regular workers can achieve such income levels and benefits, and can enjoy the achievements brought about by the flourishing development of the national automobile industry. But at the same time, we are also helpless. Why does the temporary workers who make the same contribution be ignored?

FAW-Volkswagen's Baidu Post Bar, labor workers complained:

"The casual workers on the frontline workers are the main force and do the most dirty and dirty work."

“Which workshop is not our laborers doing dirty and tiring jobs... The easy work is always the official staff of the public. This we really don’t care, we don’t care about it, we don’t complain, but the leaders, our pay Did you get the reward it deserves?"

"(FAW-Volkswagen) this year's formal hair coat casual student waistcoat."

“The wages of labor workers are only half of the regular employees of Volkswagen every month. Sometimes, even students who do not have internships are much open, and they have never made dividends at the end of the year.”

Of course, the problem of laborers is not limited to FAW-Volkswagen, nor is it confined to the auto industry. Until now, they are still blind spots for legal protection such as the "Labor Law." Their grievances will be challenged at any time with innocuous questions: "You can't go, people who want to do are still lined up in the back!" This is China's "demographic dividend." The sentence.

I have heard such a story about why Toyota can beat GM or Ford in the United States or even the world. On a rainy night in Chicago, a car owner discovered that his car's wiper was broken and he was overwhelmed by an old man from the rain. He repaired it in heavy rain. The owner asked who is he? The old man replied, "I am a worker of Toyota Motor Corporation. I see that my company's products are hurt. I have a responsibility to fix this."

This old man must have been inspired by Toyota’s corporate culture, which was deeply influenced by its service, and the employees were deeply impressed by the company and embodied it in concrete actions. The premise is that the company must be willing to be employees. Invest in yourself and be kind to your employees. In this way, they will bring far more than expected returns to the business.

Conversely, complaints that often appear to be unsatisfactory due to treatment may once again accumulate to a certain degree, which may also cause serious damage to the company. This is not alarmist talk. There have been retaliatory actions in factories where manufacturers have scrapped iron scrap in the engine block due to the deduction of employees' wages. Under normal circumstances, they are very likely to make the defective products flow to the market because of negative work, so that corporate reputation and reputation loss.

With the ability to allow, companies may listen to the voices of the bottom-level employees to some extent to meet their requirements. It should be noted that in addition to direct economic benefits, it is also one of the values ​​and contributions that the company creates.