{"id":892,"date":"2014-05-01T15:39:37","date_gmt":"2014-05-01T22:39:37","guid":{"rendered":"http:\/\/www.songdoibdcitytalk.com\/blog\/?p=892"},"modified":"2014-05-02T05:28:06","modified_gmt":"2014-05-02T12:28:06","slug":"korea-herald-author-southerton-calls-for-new-growth-approach-from-hyundai-motor","status":"publish","type":"post","link":"https:\/\/www.songdoibdcitytalk.com\/blog\/korea-herald-author-southerton-calls-for-new-growth-approach-from-hyundai-motor\/","title":{"rendered":"Korea Herald: Author Southerton calls for new growth approach from Hyundai Motor"},"content":{"rendered":"

 <\/p>\n

\"Southerton<\/a><\/p>\n

[HERALD INTERVIEW] AUTHOR CALLS FOR NEW GROWTH APPROACH FROM HYUNDAI MOTOR<\/a><\/p>\n

2014-04-30 20:51<\/p>\n

\u201cSpeed\u201d is the key to explaining Hyundai Motor Group\u2019s stunning growth over the past decade. The rapid decision-making under the charismatic leadership of chairman Chung Mong-koo has been crucial for its global expansion.<\/p>\n

But Don Southerton, author of the recent book \u201cHyundai Way: Hyundai Speed,\u201d says a more cross-cultural approach is now needed for the Korean auto giant to keep going at its current speed.<\/p>\n

He recalled a 2005 training session he held at Hyundai Motor\u2019s newest plant in Montgomery, Alabama, where tensions were mounting between the American and Korean teams ahead of the production of their first vehicles at the facility.<\/p>\n

\u201cThe problem was \u2018cultural\u2019 \u2015 Koreans not understanding and Americans vice versa,\u201d Southerton, who is also leading a Denver-based consulting firm, Bridging Cultural Worldwide, wrote in an email interview with The Korea Herald.<\/p>\n

According to him, many of the new American managers had been searching in earnest for the \u201cHyundai Way\u201d \u2015 documented policies and procedures that would guide them in decision-making and day-to-day work.<\/p>\n

But not finding a set \u201cHyundai Way\u201d resulted in some Americans feeling that there might be a communication and language issue. \u201cMore concerning, a few hinted strongly at trust issues and that Koreans were deliberately withholding vital information,\u201d he said.<\/p>\n

He wouldn\u2019t say this cultural issue was limited to Hyundai. Other multinational companies like Coca-Cola and IBM that have a long history of dispatching expatriates worldwide have always experienced such difficulties.<\/p>\n

\u201cBut unlike American companies like Ford, GM and Chrysler that have highly standardized and documented policies and procedures, at Hyundai these were acquired on the job and over time, shared informally through mentoring,\u201d he said.<\/p>\n

He pointed out even some Korean employees experience this issue.<\/p>\n

\u201cIn the past \u2026 an employee joined the group as their first job and moved up through the ranks. Today, greater numbers of Korean team members are joining the group after years of employment with other firms. Like Westerners, it takes time for them,\u201d he said.<\/p>\n

\u201cAs more and more Hyundai operations and sales have shifted globally, the need to localize to each market has been crucial. I feel Hyundai is constantly evaluating what works best for each market. In some markets leadership is Korean, in others leadership is local.\u201d<\/p>\n

He suggested that what works best is when both the Korean and local leadership are strong collaborators. As for the hiring of non-Koreans for local leadership roles, like in any international operation, or in the case of Peter Schreyer, the group\u2019s design chief, the decision would be based on the individual\u2019s experience and reputation.<\/p>\n

\u201cI also feel one management change occurring is a shift from the top-down management to one of collaboration,\u201d he said of the ongoing leadership transition from the current chairman to his son Eui-sun, the vice chairman.<\/p>\n

By Lee Ji-yoon (jylee@heraldcorp.com)<\/p>\n

See LINK<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

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