High-Tech Brain Drain at Large Conglomerates

After the Asian economic crisis hit Korea in November, 1997 many companies found themselves in a difficult position. As domestic sales plummetted the cost of doing business remained relatively fixed. Companies that were heavily dependent on the domestic market had to cut back on costs. Sometimes, this meant laying people off. There was, however, one group of employees that was confident enough to actually quit their jobs right in the middle of the economic crisis and jump to new even better jobs. Who were they? Superman or men? No, they were engineers with knowledge of the latest technology.

Managers have found it so difficult to retain engineers and have experienced such high levels of employee turnover that they have changed their management styles a little bit. The feedback they give these employees has become more positive. They encourage them by telling them what a good job they've done. If a employee is having a problem they offer polite suggestions and try to foster an environment where open constructive criticism is the norm, essentially offering them a carrot rather than the stick (reward rather than punishment). They try to create a more relaxed environment where information can be freely exchanged and juniors are not afraid of challenging the opinions of seniors. So far the jury's still out on whether it will work. What do you think?

Brain Drain Questions:

1. Do you think that Korea faces a shortage of skilled engineers? If so, why do you think there is a shortage?
2. What can the government, private industry, or the people themselves do to alleviate this shortage?
3. If you were a mother or a father would you want your daughter to become an engineer? Do you think there is a bright future for anyone entering this field?
4. Are engineering departments more selective than other departments in the university?

Work Environment Questions

1. What is your office like? Does it use more progressive or more traditional techniques? Which do you prefer? Does each have its pluses and minuses? What are they?
2. Do you think the trends in high-tech management will eventually pass over into mainstream management?
3. Do you think that women have more of a chance for advancement in more high-tech industries?

Roleplay:

You're in charge of operations at Lotte World Adventure amusement park and you've just hired a specially trained technician to run the new high-tech roller coaster. This technician has a lot of experience and finds the way you've set up the roller coaster to be a little bit below the high standards that she adheres to. In fact, she is upset and is thinking about leaving Lotte World Adventure and taking a position at Seoul Land amusement park. Seoul Land amusement park has been hounding her with headhunters for weeks. Since you run operations for the whole amusement park, it's your responsibility to make sure she stays so you can tap her knowledge of the roller coaster and how to improve it. It will be hard to replace her if she leaves.

You send a special employee to talk to her and calm her down. This employee's assignment is to praise her work and to assure her that her concerns about the safety of the ride will be dealt with shortly. She's suggested that maximum and minimum age restrictions as well as height restrictions be put on the ride since a young child was thrown from the roller coaster last week after he wiggled loose from his seat belt. By no means should the employee you're sending make any threats, warnings, or in any way be negative. He should try to help her with any problems she has also.

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