Some thoughts related to this. I feel like I am suddenly pretending to work.

Samsung is said to be working on weekends for executives, saying they will strengthen the sense of organizational crisis. Some thoughts related to this. I feel like I am suddenly pretending to work.

1. If you don't have the capacity to change the world, I think it's possible to use a way to inspire a sense of crisis even by working on weekends. Whether it works or not is another matter, and it can seem like you're doing something rather than just letting go, and that's an effect. It's better than lethargy.

2. The best way to improve organizational health is to come up with products and technologies that have solved the challenges that were considered barriers or the explosive growth of sales within the industry. After surpassing 100 trillion won in 2019, Hyundai Motor has grown to 160 trillion won in 2023. If this level of sales growth continues, the tension of the executives and employees in the company is good, and the organization is maintained in an active state. Of course, it is inevitable that there will be a windfall within the organization, but if sales growth continues anyway, most of the problems can be dismissed as temporary. Microsoft's stock price, which had been in a frustrating situation for a while, began to rise as it reduced investment in the unanswered mobile phone market and reinforced software-related services and contents, which were originally good jobs such as GitHub and various game companies. The definite home run was hit by Open AI. As the stock price rose, the story of organizational culture, which had been evaluated as loose and full of Microsoft, has disappeared. Organizational culture has a way to respond to organizational culture problems, but when growth and opportunities arise, organizations are satisfied and work hard. Samsung decided to call it over the weekend to work because it couldn't work. That won't solve the problem at all.

3. Large companies that are not startups need shock therapy to increase the tension of the entire organization before growing. Of course, there are cases where all of the growth engines are lost after using shock therapy, but the shuffling of the organization is essential even if it is not restructured. People who work well can be swept away, but even if they are not S-level talents, the organization should be centered on those who have an attitude of immersion in work. Of course, even if this does not allow them to grow again, the downturn of the organization and performance can be stopped.

4. After stopping the car that was going down the hill like this, management insights are needed. We need to find opportunities to grow and allow the organization to immerse itself.

5. There are many views that Samsung's executive weekend work is critical and anachronistic. I also think it's very funny. However, if it were an American company, it would not have worked on weekends, but would have started with restructuring a large number of executives and undervalued employees. Excluding the exchange rate effect, Samsung Electronics' sales over the past decade have been very sluggish, and there have been few new sales sources. Although Samsung may be able to push for layoffs, unlike layoffs in the United States, weekend shifts are too complicated to take in Korea. In that respect, the position of Samsung's management is fully understood.

6. Putting an organization back on the path to growth is an extremely painful process in any case. Like Nokia, it is common for it to eventually fail to return and be air-decomposed.

7. In the end, in order to constantly discover new growth engines when performance is good and cash flow is stable, it is necessary to try in-organizational growth to find organic growth methods such as R&D and new product launches and to enter related/non-related new businesses. It seems that they are now paying the consequences of neglecting to find new growth engines since the 2010s because they are full of the achievements they have achieved through their great success through care and concentration after the IMF. Some of the top-tier conglomerates will have to go through a painful process for a considerable period of time given the pace at which new technologies are emerging. Compared to the pain ahead, it seems to be cute on weekends.

(In this regard, LG and Hanwha are expected to show big hits after Hyundai Group.)