Chi-Hang NgBUS 307Report 3 (Motorola Case)May 24, 2014For most companies, the easiest way to increase profitability is to reduce costs. To lower production costs, many companies tend to move their manufacturers to other countries. However, different countries have different philosophies and ethical duties. When a company wants to expand or start its business in a different country, it must recognize the differences in cultural ethics. In the Motorola case, the company manager had difficulty deciding what ethical action should be taken regarding the incident between two employees. To find the best solution, we need to analyze the issue of “What Price Safety” case with the views of “The Challenge of Cultural Relativism” by James Rachels. The background of the Motorola case was that Motorola had formed a joint venture (JV) with a Nambunese company in 1969. These two companies jointly produced microelectronic products in the Anzen plant and their productivity remained efficient. The Anzen plant has always focused on a strong tradition of safety awareness. The “Final Test Assembly” was one of the operations consisting of 3 teams and each team had 8 Nambunese employees from the partner company at the Anzen facility. Viktor Min, the Nambunese production manager for the final test assembly operation, who had a deep dedication to traditional Nambunese cultural values ​​of duty and obedience. He took over management of the Final Test Assembly program in 1994. Overall, he managed the teams very well, except one member of the Morning Glory team, Tommy, who had a different value than most Nambunese; it tended towards more freedom and less duty, and a prioritization that went against convention... middle of the paper... show respect, but all Callatians loved their conventions and all accepted their conduct. Furthermore, Rachels also states several propositions of cultural relativism which suggest that people should keep an open mind about cultural standards and understand that “different societies have different moral codes” and we should not try to “judge the conduct of other people from other societies ”. because there is no right or wrong in the customs of different societies. I believe James Rachels would suggest that Stan take the first option which was to cover Tommy's medical expenses and not fire either Tommy or Victor. As long as Motorola wants to continue to conduct business peacefully in Nambu, managers should understand and respect the nation's culture. In Nambunese culture, this incident will not be a problem at all after Tommy accepts Victor's apology and compensation.