Paradox of Samsung’s rise Essay

SummarySamsung has been cock-a-hoop up to the one of the world giant lodge. Thus, Samsung faces the challenge of moving beyond their home markets. As the company growing abroad, the CEO Gunhee Lee necessary to reinvent the strategy. Thus, Samsung tried to follow the strategies of developed Multi National Corporation. Samsung multiplied Nipponese management system and Western management system at the uniform cadence into the new Samsungs Hybrid System. This system continuously improves the organisational process. It in any case creates the tillage focusing on the innovation. Thus, the president Lee unflinching that sending the people abroad and hiring people who were non-Korean. That way, Samsung can openly have got lots of culture and systems and find what are the best suitable for the company. Samsung also provides the sufficient competition for talent, combined with a strong mental confusion impost of respect for elders, through changing into performance based-pay syste m form seniority-based earnings and promotion system. These several factors particularly Samsungs Hybrid system and riffle and match strategy led the Samsung to become a global company.Arguments1. The get of hiring employees from outside is very ideal, but it is hard to headhunt talented people especially hunting the entry-level employees from outside. It take a leaks for high position (Samsung change surface uses their chartered two-dimensional to scout the competent people). However, what Samsung is trying to do is spreading whole company with new-thinkers and sending insiders abroad. How do they attract some big innovators from abroad for even relatively low position? Although it is clear that Samsung itself is internationally competitive enough, it result be very difficult to entice talented outsiders who want to work for their own countries.2. In terms of Global Strategy Group (GSG), in this article, they are trying to dilute their geodraphical repatriation in Samsung. In reality, they are non many board members from outside. Most external employees are likely to go abroad after working Samsung for only few years. It tells that Samsung seems hard time to make their company global. There is palliate existed strong hierarchy culture inside. Also, high-pressured membership training in every summer is one of the grand reason to lead new-thinkers go back to outside. Samsungs strong confusion tradition of respect for elders and seniority-based compensation and promotion system are still existed. Thus, it seems to stand in the way of outsiders loyalty towards Samsung.