Nike's Suppliers in Vietman

Case Study: Nike’s Suppliers in Vietnam

PHIL 3200

PHIL. 3200                                                                              

Case Study: Nike’s Suppliers in Vietnam

According to the facts presented to me, the issue is Nike has been accused of worker abuse in its subcontracted factories in Vietnam. The report found supervisors using abusive tactics to punish workers, as well as disclosing the poor wages that the workers were being paid. I propose you follow all steps necessary to repair its social image due to the sweatshop debate. The employees expect work satisfaction, pay along with good supervision, safety, security and lastly they want their needs to be maximizing their value in the company. The organization needs to take affirmative actions towards any kind of discrimination is done within the company. Affirmative action mostly refers to the management’s effort to correct the results of any past discrimination that was done against a protected class. These actions are basically written plans that show goals and objectives for hiring, training, promoting and compensating the people of the protected classes by the laws.

First of all, Nike should create a labor-monitoring department and translate the company’s code of conduct and code of ethics into different languages so that more workers could read it. Code of conduct should include a minimum age and a 40-hour work week and they should make sure that the company is following the policies on recruitment, training, health, safety and welfare. Code of ethics state that the values or behaviors that are expected and those that will not be tolerated backed up by management’s actions.

Secondly, there are two recommended corrective action plans that I would suggest to the management of Nike: compensation and training and development. Nike’s management should implement the 40$/monthly minimum compensation, because the outcomes due to pay dissatisfaction can be very harmful to productivity and can disrupt the quality of work life of the workers. Nike should give the performance appraisal for giving rewards and the facilitate the employees of the company to grow and develop and this in return will help the company to become more professional and it will also help in to grow and develop. And it must be remembered by the HR managers that when making training program, the individual who is responsible for training or development must assess the needs of the employees and the organization like Nike to learn those objectives that need to sought.