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Introduction
The American Factory is a documentary that looks at the life of workers at a General Motors (GM) plant in Ohio when a Chinese company called Fuyao moves in. The 2008 economic collapse resulted in GM’s demise, and Fuyao gained hundreds of Chinese workers with experience in the production of vehicle glass. The documentary contrasts Chinese and American labor cultures. The Chinese were impressed by Americans’ devotion to free expression. The Chinese disliked America its people and their culture. The Chinese discovered that various people had varied definitions of freedom, and the cultural gap was palpable. However, the Chinese manager encountered difficulty dealing with American staff who were used to having their say.
Major Differences Between the American and the Chinese Way of Running a Factory
The documentary illustrates the cultural and sociological contrasts between Chinese employees and American workers by comparing and contrasting the two groups. Chinese workers are accustomed to putting in longer shifts than their American counterparts, who are more accustomed to breaks and time off on the weekends (Reichert and Bognar). When the Americans believed they were being overworked and underpaid, another solution they offered was to join a labor union. The Chinese demanded the same level of productivity that they were used to seeing in their home country, but the Americans did not have the same work ethic. The Chinese have a negative perception of the American way of life and work ethic as being lazy. On the other hand, Chinese workers have a strict code of conduct, are highly qualified, and cooperate closely with one another. They worked for longer shifts without making any complaints.
Most of the workers at the Fuyao plant found it difficult to adjust to their new working environment due to the high number of significantly different people who held ideas and values that were opposed to their own. The majority of the workers in the Fuyao plant were Asian and came directly from Chairman Cao’s plant in China. Compared to the average American worker, these people had radically different expectations and ways of life (Steven Bognar). Daily, Chinese workers are under immense pressure to optimize their output and work as hard as possible. Furthermore, they are frequently compelled to work longer hours and are not authorized to express their ideas in any way, shape, or form. As a result, most of China’s laborers are unhappy with their treatment. Since American and Chinese workers are significantly different, Fuyao’s bosses pressured the American employees to adhere to the Chinese culture of regimentation and obedience.
The American employees, on the other hand, were not contented, and they began constantly pressuring the union to take responsibility for the concerns of maltreatment. They also conducted protests to raise awareness of the conditions in the community. As a direct result of the employers’ extreme mistreatment and threats, the bulk of the personnel at Fuyao were dismissed or forced to leave their positions. Both the Chinese and the Americans were subjected to a severe cultural clash (Reichert and Bognar). Since both groups were under pressure to adapt their beliefs and practices to those of the other to cohabit, the mental and emotional stress they were under began to manifest after a while and affected how well people got along. The Chinese were now openly expressing their displeasure with Americans and their laziness, while the Americans were disgruntled with the expectations placed on them and the unequal treatment.
Fundamental Conflict Reflected in the Documentary
Many Americans were abused regularly, and they were intimidated by the thought that if a union or the United Motor Workers were asked to become involved in the company’s business, they would close all activities, resulting in the loss of thousands of jobs. Doing so induced dread of uncertainty in Americans, rendering them hopeless in bringing about change or enlisting a union to become involved in the company’s business and ensuring equality. Furthermore, they threatened that if a union or the United Motor Workers were called to, though they were informed that they would lose their employment, few workers remained stubborn and staged protests. As a result, an anti-protest movement arose, leaving Chairman Cao in dread. To keep the staff, mostly Americans, motivated and involved, the corporation began giving greater hourly compensation.
Furthermore, the corporation began paying incentives to employees to deter them from voting in favor of creating a union, allowing the company to continue operating. Everyone was sacked, including higher-level managers who were present when the union word circulated, and Asians from the China facility replaced them. Everything was now evolving into a foreign-run system with little regard or respect for American employees, and there was no diversity.
Conflicts Can be Resolved, and the Two Countries Can Cooperate Peacefully
Every business has its unique set of vulnerabilities, no matter how much a firm advances, there will always be certain flaws that employees will start to grumble about. Therefore, maintaining equilibrium is essential for avoiding further damage. Since Americans working in Fuyao want better perks, the company can afford to give them to them, but they also need to set a minimum daily production. This accounts for their daily shift requirements, which require them to work 8 hours. Workers are only compensated if they meet production goals during their shifts. American and Chinese workers will be more motivated to do their best if they feel the company is meeting their needs.
Conclusion
In conclusion, equal rest and personal time for Chinese workers with those of American workers would work together toward eliminating any potential for discrimination. Similarly, employees’ injuries can be reduced using effective safety measures. Consequently, if there is cooperation, a harmonic system will eventually arise, and Fuyao Company will profit even more.
Work Cited
Reichert, Julia and Steven Bognar. American Factory, THEFLIXER, 2019. Web.
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