ucts. Eventually Wenj Huang was forced out because his poor management style resulting the company’s poor performance, but Huang era left deep internal organizational wounds. Jing-Wen Hsieh, the new CEO, who came to the company after Huang left. Hsieh finds out that the company’s sales go down dramatically is all because poor quality of the products which resulted its customers replacement, and she realizes that if she wants the company’s business back, “quality” of the product is the key. However, in order to know how to improve the products’ quality, she must first analyze the main reasons that cause poor quality the products. And they are poor management style, unhappy employees, unprofessional technology and inefficient and inefficiency material. What surprised her is that Huang’s management style left the organization with serious internal problems. There are no effectiveness communication channels that established in the company; there are no open communication and extensive information sharing in the organization. Therefore, it resulted the employees of each department worked on their own, and they do not have general knowledge and information what others department does. The organization’s system, which means its organization of processes, does not consider each process should not only complete in itself but also need to work together. This came out obviously that there is lack of cooperation in the environment. In addition, there is lack of committed leadership through the organization. Needless to say, the managers or supervisors are less caring to the employees. Of course, this poor management style directly affects to the employees in the organization. Hsieh find out that the reasons why the employees are unhappy to work in his or her job is because they are lack of support and lack of training, when the problems occurs. Moreover, there is lack of trust in the org...
