es the time clock system is because she does not believe that the employee of time clock system can tell the company who does work hard or who does not. In stead of the time clock system, she establishes the humanized working time schedule for the employees. This will somewhat help building trust between the organization and the employees, and it shows that the company does understand the employees may have some inconvenience in some situations that cause for being late or leaving early.Hsieh also acts quickly to get employees focused on specific targets. Rather than emphasizing generic cost-cutting efforts or zeroing in on simplistic reactions to competitors’ actions, she puts everyone on notice that they would be measured together on what mattered most to customers—the quality of products. Her fist step is to need the commitment from the managers. She tell Kiwi Huang, the production of manager, that she needs his commitment to make the production department working inefficient. She also mentions that she would support his need to help the changes happened; however, there would be a time limit which meant if he does not come out any contribution, he would be laid off by the company. Then, the idea they come out is that changing technology. To get rid of old equipment and introduce the new equipment such as efficient handling equipment, furnaces, and presses have been installed to reduce the cost of manufacturing Modem and PCMCIA cards. Moreover, she also hires some exports to test and fix the process of production in each step in order to decreasing the deviation or error that occurs randomly in production line. In addition, she sent the employees who were involved in the work for technical training in order not to be threaten by the change. On the other hand, she found out that there was a lot of wasting resources that caused by incorrect quality of materials. To reduce cost of these wasting resources, she ask...
