포스코

소개글

포스코를 소개하고 관료제의 문제점 예상 분석

목차

1.Introduction
2. Identification & Causes
2.1. Social Hierarchy
2.2. Challenging Suggestions
2.3. Strong relationships
2.4. The Lack of Communication
3. Solutions
3.1. Brain Storming
3.2. Participation in the Board of Directors of The representative of new recruits
3.3. The attitude of acceptance for recruits` own opinion
4. Conclusion

본문내용

1. Introduction
POSCO is one of the largest steel makers in the world. In 2008 it was world`s second largest steel maker by market value. Nowadays POSCO has two major plants in South-Korea, in Pohang, where the headquarter is located, and in Gwangyang. POSCO has played an important role in Korea`s economical rise in the past decades because other industries like shipbuilding and automobile are dependent on POSCO`s steel.
POSCO`s history started in the late 1960`s by the founder of POSCO, Park Tae-Joon. The company was established in 1968 and started production in 1972. Until year 2000 POSCO was government`s company but in 2000 it was privatized.
Today POSCO in planning to build steel mills in southern Asian countries like Vietnam and in other developing countries such as Mexico. In the 21st century POSCO has already opened new steel mills, for example in Japan and India. POSCO`s main products are hot-rolled steel, steel plate, cold-rolled steel, stainless steel and electrical steel. Now there are almost 30000 employees working in POSCO in Korea and all around the world.
2. Identification and Causes




3.3. The attitude of acceptance for recruits` own opinion
So far, we have made some suggestion to solve the problem that new recruits` idea is being ignored in decision-making. The ideas of new recruits cannot reflect in organizational decision-making because our society focuses on social hierarchy and relationship. We suggest one more solution that is to make decision in receptive atmosphere. It is important to take the ideas of new recruits positively and receptively, not to ignore them because it is wild and challenging. In addition, when the ideas of new recruits are adopted to decision-making, the company can praise them by rewarding such as reflection to accomplishment and promotion, or rewarding by increasing payment.
4. Conclusion
As we have discussed so far, our society didn`t accept the subordinate`s ideas because of hierarchy. There are many new recruits who couldn`t adapt to our society yet, but they have ambitions and challenging

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