LG Electronics USA

www.lg.com
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2.5 years with LG USA

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Director in Englewood Cliffs, NJ
Former Employee - Director in Englewood Cliffs, NJ

I worked at LG Electronics USA full-time (more than 3 years)

Pros

Diverse experiences with Major company recruites.

Cons

1. GAP btw local and Korea HQ dispateched manager
2. GAP btw locals and local Koreans
> Local Koreans are in the middle with many responsibility and no compensation
> HQ dispatch managers don't try hard to mingle with local which lead to argument in many aspect

Advice to ManagementAdvice

Being sent to Overseas means understand local culture so that it could lead to better sales and profits. Hierarchy may stay but btw people, no one is on top or bottom of each other. Think what is TEAM before individual.

Doesn't Recommend
Negative Outlook
Approves of CEO

78 Other Employee Reviews for LG Electronics USA (View Most Recent)

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  1. 9 people found this helpful  

    Glass Ceiling

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Manager in Englewood Cliffs, NJ
    Former Employee - Manager in Englewood Cliffs, NJ

    I worked at LG Electronics USA full-time (more than 3 years)

    Pros

    Health Insurance ($5 Office visits); 401K w/ upto 5% Match; Employee Sales for TV's etc

    Cons

    Glass ceiling and classes within the company. The top management positions are filled by employees sent from Korea. They are called FSE’s, and they stay in one position for 4-5 years and leave to a different position in other parts of the world. Company provides housing, car, education for their kids, etc, on top of good compensation. They are the 1st class.
    Locally hired (mostly white) employees are generally 2nd class. They do get the good compensation for the skills they bring to the company. However, they are the first ones to let go, when the sales number gets lower than expected or their skills are no longer needed.
    Locally hired Korean employees are the lowest in the rank. These people are hired for being bi-lingual by the 1st class to help them out with communications. They get compensated below market average and asked to work long hours without overtime pay. The 1st class’ excuse for paying them less than 2nd class is that these young Koreans lack the experience and they are getting good trainings. In turn, these young Koreans quit as soon as they get 2-3 yrs of experience or when they find another job.
    There are people who broke the glass ceiling and prevailed. However, these are extremely lucky or favored by 1st class, rather than being very talented. If a new hire is too capable, he or she might get attacked by superior/co-workers who feels threatened that they might get replaced by new talented employee.
    Fear is #1 motivator used by power oriented 1st classes. Thus, no one wants to take the responsibility. This causes time and efforts wasted, due to people or departments pushing responsibilities to each other. Employees are scared to get punished for making wrong decisions on their own.
    Communication is also a big problem. Korea wants to be in control and it does one way communication. Local management does mostly one way communication, as well. They keep information to themselves, and do not encourage employees to freely speak of different opinions. Having two way communication or different idea is seen as challenges to their power.
    The product of these problems is high turnover rate (between 40-50%) and less competent employees (because most capable employees quit, already). Also, because there is not enough manpower, when one person quit, there's no backup or not enough time for smooth transition. This causes a lot of wasted time and effort to all departments involved.

    Advice to ManagementAdvice

    LG should send less FSE's or stop sending them altogether. FSE's are short sighted, because they want to turn in big results for the duration of their stay, and don't care beyond that period. Also, FSE's think they are representing Korea. They relay messages from Seoul to US very well, but they don't represent local situations back to Seoul well. FSE's alone cannot run the business. They need American employees and locally hired Koreans. The company should think of empowering locally hired employees and breaking this glass ceiling / classes within the company.

    Doesn't Recommend
    Positive Outlook
    Approves of CEO
  2. 3 people found this helpful  

    By far the worst company I've experienced

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Marketing in Englewood Cliffs, NJ
    Current Employee - Marketing in Englewood Cliffs, NJ

    I have been working at LG Electronics USA full-time (more than 3 years)

    Pros

    - Strong brand
    -Solid products
    - Fair compensation

    Cons

    - No autonomy WHATSOEVER at the subsidiary level.
    - Korean Headquarters controls ALL decisions with limited to no knowledge of the US consumer, market dynamics, competitive landscape, culture, etc.
    - HR is non-existent
    - Culture is strongly Korean; No recognition of local customs or business norms
    - Extremely high employee turnover
    - Very reactionary to competitors, with no real strategic planning given to anything

    Advice to ManagementAdvice

    - Unless there is much more ownership given to current US employees, the organization will continue to experience major regrettable talent losses.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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