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Simens

In: Business and Management

Submitted By kate12345
Words 1232
Pages 5
Introduction
Workforce diversity has been exited in United Stated very long time. People who have different culture background from all over the world come to this country since colonial times. Siemens AG as one of the biggest companies around world also face this issue. In order to better meet the needs of its customers and maintain its leadership, Siemens AG is hiring a great number of employees from global areas. Today’s Siemens AG is a diversity workforce. Therefore, based on analyzing Siemens AG case, we can learn something about diversity and how to manage it.
Siemens AG Background
Siemens AG History and Current Situation
Siemens AG was founded on October 12, 1847 by Werner von Siemens and Johann Georg Halske as Siemens & Halske. AG actually in German is Aktiengesellschaft that means joint-stock company. People who owned joint-stock company by shares also are responsible for its debts. In 1966, three core companies emerged to form Siemens AG. They are Siemens & Halske, Siemens-Schuckertwerke and Siemens-Reiniger-Werke. Therefore we also can say that Siemens AG was founded in 1966. After almost 165 years Siemens AG was founded in Berlin Germany, nowadays this company’s current president and chief executive officer is Joe Kaeser since August 2013 and its headquarters are located in Berlin and Munich. Because Siemens AG has business activities in nearly all over the world, Siemens AG also are located in all countries of the world. On a continuing basis, Siemens now has around 370,000 employees around the world. (Baike Baidu, 2014).

Mission Statement
On the basis of our forward-looking technology and solutions we respond to the most challenging questions of our time in the Industry, Energy and Healthcare sectors. Our wide range of products and solutions are designed with the environment in mind and engage with the subject of climate change.

Culture
Responsible: Committed to ethical and responsible actions
Excellent: Achieving high performance and excellent results
Innovative: Being innovative to create sustainable value
Related to Siemens AG’s mission statement, we can learn that company is willing to take responsibility in social. For example, Siemens AG takes care about climate changes. I think Siemens has this kind of culture, because its mission statement and history role. Siemens is very important in World War Ⅱto Germany and during long time, it takes an important role in European electrical engineering development. If this company is unwilling to take responsibility to its country, people will not accept its products and gradually company will be fall. Meanwhile, if company doesn’t have spirit of innovation, it will be thrown out of the society either.

Products and Markets
Siemens operate more than 290 major electrical engineering productions like SPECT CT, Steam turbine rotor, hearing instruments, eBus and so on, and electronics related products and services like Gamma building control. At all, Siemens products can be divided into the following categories: automation products; building technologies related product and services; drive technology and related products; energy-related products; financial solutions and related products; medical products; transportation and logistics-related products. Siemens AG’s core activities are in the fields of energy, healthcare, industry and infrastructure.

Financial Statement
Profit & Loss - 12 months ending Dec 31, 2013 - All numbers in million
Revenues $ 110,277.23
Expenses $ 93,809.88
Total Net Income (before tax) $ 7,899.74
Total Net Income (After tax) $ 5,791.9
Balance Sheet - Period ending Dec 31, 2013 –All numbers in million
Assets $ 137,817.47
Liabilities $ 99,811.40
Owner’s Equity $ 38,006.07
Cash Flow – 12 months ending Dec. 31, 2013 –All numbers in million
Cash Flow from Operating Activities $ 9,923.68
Cash Flow from Investing Activities $ (6,862.75)
Cash Flow from Financing Activities $ (4,591.39)
Net Cash Flow $ (2,321.38)

Case Summary
During 165 years, Siemens AG builds up around the entire world. They face diversity workforce issue. But on the other side, diversity is an advantage of Siemens AG. Diversity workforce help Siemens AG have a better understanding of different market segments. Local people actually know more local market information. Thus, hiring local people help Siemens to understand what local people requirements are. At the same time, Siemens can save money from local hiring. Difference areas have difference law, culture and customs. People who from other place want to get accustomed to other environment required long time. There are also high fee in turnover people and products. But Lee in the case has different situation, she is a local people. So she knows how to deal with local recruiting and gets used to this. In the flexibility concerning, hiring diversity workforce also means that Siemens can be more flexible and change more faster on account of Siemens trying to fit diversity workforce. In the meantime, hiring local people can improve local reputation. For example, Lee uses her blog and this blog will let people understand Siemens work environment and then more local people will enjoy to trying this job.
Questions & Answers 1. How important is it to Siemens to have a diverse workforce? Discuss fully.
From (1) marketing argument: diversity workforce helps people understand local market segment as I stated above; (2) cost argument: have a diverse workforce save company extra fee of human and products turnover, absenteeism and lawsuits. At the same time, good management of diversity will stimulate productivity increasing; (3) better quality management: good reputation company like Siemens can attract high qualified people and makes Siemens become more competitive; (4) creativity argument: a diversity workforce is more creative because of various perspectives that can be gathered from difference people; (5) problem solving argument: just same as last one, people have various perspectives and increase information more easier, and (6) systems flexibility argument: a diversity workforce help Siemens become more flexible and changes more faster. 2. How would you control diversity activities at Siemens if you were top management?
I think I will try to hire more local well qualified people who have international mind set and continually train whole workers what help them get used to diversity environment. I also want to hire people who are able to motivate and inspire and who have local personal network that will help Siemens integrated into local society. 3. As Siemens’s top management, what steps would you take to build commitment for diversity throughout the organization? Be as specific as possible.
I think as Siemens’s top management (1) I will first promoting advantages of diversity of workforce and make existing employees understand that I am not push them to resign and realize a diversity workforce is good for our company; I will find well qualified people from local universities and train them to get used to our company’s culture, I will spend time to listen to difference areas people’s idea and suggestion and assist managers deal with diversity problems, (4) I will support local people have their blog and used their internet tools to advertise our company.

References
Hoover's, Inc. (2014). International Business Machines: Company profile: Index. Retrieved June 28, 2014, from Hoover's database
Siemens. (n.d.). In Wikipedia. Retrieved June 28, 2014, from http://en.wikipedia.org/wiki/Siemens
Siemens.(n.d.). In Baike Baidu. Retrieved June 28, 2014, from http://baike.baidu.com/subview/23146/7159774.htm
Wilfried Feldenkirchen (2007, October). Werner Von Siemens – Fit4 2010? Siemens-Mittelilunger. Retrieved from http://www.siemens.com/history/pool/en/history/1847-1865_beginnings_and_initial_expansion/160j_e.pdf

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