According to a recent study done by the Economist, South Korea ranks last on the issue on the working environment for women this is compared to the other 29 countries who are members of the “Organization for Economic Co-operation and Development” (OECD). This is based on each countries: educational attainment, labour-market attachment, pay, child-care costs, maternity and paternity rights, business-school applications and representation in senior jobs (such as managerial positions, company boards, and parliament). Unsurprisingly Korean managerial, company board, and parliament positions for women are among the lowest levels in the OECD countries. Coming way below the OECD average. This gender disparity is easily exhibited in the Korean Drama Misaeng, by just looking at who holds the top positions in the company, One International. For instance, in episode 4, Sun Ji-young is the only high ranking female present for the intern presentations. This at first made me think that she was the only high ranking female at One International. However, in episode 7 we are introduced to the only other high ranking female employee and that is the Finance Department Manager, Kim Sun-Joo. Their isn’t even a single female CEO present during team 3’s project proposal presentation in episode 13. This is a fairly accurate depiction of the power gap between men and women.

This gender disparity for senior jobs in Korea has been noted to have had a serious impact on ‘sexual harassment’ in the workplace. In fact, “according to the survey conducted by the Federation of Korean Trade Union, a conservative umbrella union here, eight out of 10 assailants were the boss of the victim, followed by co-workers and clients.” Many ‘sexual harassment’ offenders are those at the “pinnacle of industry hierarchies.” However, just being higher up than a female co-worker can encourage men to commit ‘sexual harassment.’ This is a systemic issue in Korea, not just a few individuals. As John Dalberg-Acton once said: “power tends to corrupt and absolute power corrupts absolutely.” Men in Korea have had a long stretch of almost absolute power over women and only in the last couple of decades has real change occurred, that has given women more freedoms and rights. In this paper, I am going to talk about how Misaeng reveals that ‘sexual harassment’ in the workplace is caused by gender disparity, specifically in high positions within Korean companies. As a lack of representation from women in higher sectors, forces women in lower ranking positions to remain passive towards acts of discrimination. This is especially the case, as Korean society is largely patriarchal in nature. And many Korean men still hold on to this gendered-status power gap. Most importantly, this paper will connect both the fictionalized issues shown in Misaeng with real events and issues dealt within Korean society on ‘sexual harassment.’

In Misaeng, the worst offender for abusing their power over female employees is, Department Head Ma Bok-ryul. A year before the drama’s storyline even began, Department Head Ma already had a record of sexually harassing a female employee. This resulted in him being brought up on charges and getting a three month pay cut. However, even though he has paid a penalty for his actions, he still hasn’t changed his attitude towards women. In fact, he might have gotten worse. This may be due to the fact that he has maintained his position as Department Head, a position that gives him authority over many women who work at One International. Department Head Ma has used his power over Ahn Young-yi, on numerous occasions, for example he ordered her to reject her own proposal that had been approved by headquarters, in order to get a promotion for himself. He has stopped her from leading meetings for projects that she had been in charge of and had already done the work for. He constantly blames her (or women in general) for any failings that occur in the resource team, even when it was another co-workers fault or was outside of her control. Not because she is incompetent but because she is a woman.

This isn’t just something that only happens in k-dramaland but also in real life. Though Misaeng is a work of fiction, often its plot payed tribute to real events or issues faced in Korea at the time. Most notably, in episode 14 of Misaeng, two conversations between Ahn Young-yi and Department Head Ma Bok-ryul seem to be alluding to an actual case of sexual harassment that occurred in South Korea. The case in question took place on Thursday, September 11, 2014 between seventy-six year old National Assembly Speaker, Park Hee-tae and a twenty three year old female caddie, while playing a round of golf. The caddie claimed that Park made inappropriate physical contact with her; which resulted in her requesting to be replaced and substituted with a male caddie. Later, Park even partially admitted to his behaviour by saying that he “poked her on the breast once.” However, he claimed ignorance to the effect he had on the caddie stating that “she didn’t express displeasure at the time.” And that his intentions were non-licentious in nature, as “he has granddaughters and that when he meets women of a similar age, he shows them affection and tells them they are pretty.” He also gave unsolicited advice that she should “beware of men because she was beautiful.”

One of the conversations that alludes to this event in Misaeng, happens while discussing a future work-related golf trip between Department Head Ma and the director of Samjung. While Young-yi is going over details, Department Head Ma interrupts with a crass remark that all they need are “pretty caddies.” In reply, Young-yi informs him that she requested male caddies because the purpose of golfing was business. Department Head Ma then changes the subject to Young-yi’s personal life. Making comments on her relationship with Shin Woo-hyun from Samjung and questioning her behaviour.This conversation is an obvious reference to the sexual harassment incident mentioned above; which is later echoed in the next confrontation between Young-yi and Department Head Ma. The encounter begins with Department Head Ma walking in on Young-yi talking with Jang Baek-Ki. He then goes off on her, questioning her behaviour towards him and other men. Even implying that her actions are indecent and may be perceived as promiscuous. He ends his rant with the statement, “I’m worried about you because you’re like my daughter.” When Young-yi questions that statement, Department Head Ma gets defensive and says “Are you accusing me of sexual harassment?” And attempts to throw coffee at her. The key details that connect the two conversation’s in Misaeng and the Park Hee-tae sexual harassment incident are Department Head Ma’s remarks on the appearance of the caddies, his imagined correlation between his treatment and words to Young-yi with that of a daughter, his gratuitous advice on behaviour towards men and lastly Young-yi’s action of setting up male caddies instead of female ones. For those reasons, both the real interactions between  Park Hee-tae and the female caddie and the fictional interactions between Department Head Ma and Ahn Young-yi are prime examples of cases where someone in a powerful position, abuses said power, resulting in the ‘sexual harassment’ of a woman at work.

Another person Department Head Ma clashes with often is Deputy Department Head, Sun Ji-young. She is truly a role model for working mothers. She manages to balance having a daughter as well as being one of the highest level female employee in the company. However, her status does not protect her from Department Head Ma’s crude words and disrespect.Which also makes her proof that even women in powerful positions are often harassed by male co-workers. For example he once during an argument told her: “I’ve been lenient with you because you’re a woman. Hey, you should be grateful to your husband who can bear with living with someone like you.”But Sun Ji-young doesn’t take his words lying down and usually has a well thought out comment to put him in his place. Like when she cooly replied back to him that: “with two cases of sexual harassment, you wouldn’t just end up with pay cut.” Though she doesn’t have as much power as Department Head Ma, Sun Ji-young still can fight back which is something Ahn Young-yi really can’t do. However if their were more women in higher positions, it might make it easier to protect lower level employees from people like Department Head Ma.

However to do this, you would need to change the mindset of many Koreans, especially on what is considered appropriate behaviour towards women. This would be a challenge as Korea is a largely patriarchal society—meaning men have a lot more status and power than women. And this is something that can be easily abused by even the most well-meaning men or harmless looking men. For instance, Han Seok-yul is one of the more lovable characters of Misaeng, largely because of his flamboyant personality, strong work ethic, incredible skills as resident gossip, and enduring will to fight for injustices. His constant dramatics allow him a key role as comic relief for the often dreary workplace environment of One International. However he has his flaws as he can be kind of a suck up, a little too nosy, and sometimes annoying to fellow co-workers. His love of fabric and women along with his lack of respect for the boundaries of others, has often gotten him into trouble. Most notably, in episode 3, when Seok-yul harasses an unnamed female employee at a fabric factory. The situation starts with Seok-yul briskly walking behind the female employee. He then grabs her arm and asks to touch the material of her skirt; but he doesn’t wait for a reply and instead gropes her behind. She then slaps him in the face and tries to walk away; but he repeats his action of grabbing her arm and asking for permission to touch her skirt. This time she doesn’t hesitate and slaps him again, managing to get away in the process. Yet, as serious as this incident is, the scene is presented as comical. Making in my opinion, a sort of mockery of sexual harassment.

I found this scene reflective of educational videos, released after the 1999 legislation on ‘sexual harassment,’ that Lee Sung-eun described in his article. Apparently, they were 20 minute long videos made by the Ministry of Labour, which “superficially descib[ed] the types of sexual harassment, such as verbal and physical abuse.” In fact, the videos seemed “to make light of sexual harassment as comprising humorous and inconsequential incidents in the workplace.” This mindset seemed to be encouraged, as the characters in the video were played by comedians. This use of comedy to discuss such a crucial issue in Korean society doesn’t send the right message to viewers. Instead, it promotes people to adopt a humorous or blasé attitude towards it, undermining the videos purpose. This is attitude seems to have been mimicked in Misaeng which as a whole seems to promote the equality of women, yet the scene with Seok-yul seems to sabotage that message.

Whether the current attitude of men in Korea has any connection with the failed content of the Korean government’s early attempt at ‘sexual harassment’ education videos, is unknown. However, it is clear that ‘sexual harassment’ can be a source of humour for men, as shown in episode 10 of Misaeng, when Park Jong-sik and Sung Joon-sik enjoy making the women in the break room uncomfortable with their sexual comments towards them. The situation goes began when Park Jong-sik and Sung Joon-sik arrive in the break room with their coffee. Park Jong-sik notices three female co-workers including Shin Da-in, a member of the steel team. Park Jong-sik makes a comment that in his opinion “coffee served by women tastes the best.” Sung Joon-sik indifferently warns Park Jong-sik that “these days your comments can get you in trouble.” However, Park Jong-sik doesn’t head his warning and instead asks Shin Da-in to make him another coffee for him, which she does even though the other women and her look very uncomfortable. Park Jong-sik then leers at Shin Da-in while her back is turned and makes a comment to Sung Joon-sik about her body. When the women turn and look at him offended, Park Jong-shik picks up a magazine with a picture of a car and says that he was talking about the car. With this excuse the women can’t directly tell them to stop. This encourages Park Jong-shik to continue making various innuendos about Shin Da-in, in context of the cars from the magazine. Sung Joon-sik finds this amusing and begins to chuckle; this incites Park Jong-shik and he gains more confidence and becoming more brazen with his words. At the time they got away with it by not overtly referencing the women in the room, however when Park Jong-sik gets confronted by his boss Oh Sang-shik for the incident he simply brushes his reprimand off— by laughing.

Sexual comments or jokes, like the ones I mentioned above, are some of the most common forms of ‘sexual harassment’ in the Korean workplace. Women are also more likely to take a passive resolution to this form of discrimination, by simply “suppress[ing] their anger and ke[eping] silent.” However, I think this kind of ‘harassment’ needs a more active response. I think the best solution was summed up by one of the women, Lee Sung-eun interviewed in his article that:“If I respond to sexual jokes lightly, they think it is funny. Therefore, we need to respond to their behaviour directly. After all, I need to inform them that I do not want to listen to their jokes. If we hush up the action, we fall into a trap ourselves.” It is only when women stand up for themselves, like the current #metoo movement going on in Korea that things change. Because the truth is ‘sexual harassment’ is no joke. And I think Korean Society is starting to learn this. But in order to do this their needs to be a growth in the number of women in high positioning jobs like managerial positions, company boards, and parliament. As without representation, women are left vulnerable to old patriarchal expectations and suffer being taken advantage of by fellow male employees in higher positions.

Bibliography:

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Doo, Rumy. “Korea’s Gender Ministry to monitor news reports on #MeToo.”The Korea Herald, March 28, 2018, National Section. (Accessed: June 28, 2018)

http://www.koreaherald.com/view.php?ud=20180328000628

“[Foreign Correspondents] Ep.76 – South Korea’s #MeToo Movement _ Full Episode.” hosted by Seo Misorang, featuring Elise Hu and Frank Smith and Koichi Yonemura, published on March 5, 2018, ARIRANG TV, Youtube. [25:12 min total] (Accessed: June 28, 2018)

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“Former South Korea presidential hopeful Ahn Hee Jung denies rape.”The Straits Times, March 19, 2018, East Asia Section. (Accessed: June 28, 2018)

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Misaeng 미생 (also known as: 아직 살아 있지 못한 자 “An Incomplete Life”). Directed by Kim Won-seok. 2014; South Korea: Number 3 Pictures, TV Drama. Netflix.

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Introduction

Since Korea’s economic crisis of 1997, Korea’s job market has been undergoing dramatic modification. Higher education has been rapidly growing and economic growth has provided a job market for college graduates. Rapid industrialization and competitive work environment, however, have brought about many cultural issues in recent years, affecting the Korean employee’s work values, attitude, and behaviour. In this paper, the recent drama Misaeng (tvN, dir. Kim Won-Seok, 2014) will be used to support my argument of how Korean workplace become an intense and pressured environment due to hierarchical behaviour and gender issues.

Misaeng is a South Korean television series directed by Kim Won-Suk. This 20-episode Korean drama aired in 2014, centered around four interns and mainly showing a story of corporate office workers in the trading company One International. The drama follows main protagonist Jang Geu-rae, a young man who failed to become a professional baduk player. Through a family acquaintance, he is hired as an intern at a large trading company One International with only a high school equivalency exam on his resume. He begins work life as the intern of Sales Team 3 and meets his boss, Chief Oh Sang-Shik, who is a workaholic and has a warm personality. Throughout the drama, we see a wide spectrum of characters who, with their varying personalities, navigate the interpersonal work relationships and office politics in the work force but also their own personal lives. When the drama aired, Misaeng received lots of responses. Many people saw their own lives reflected in the drama because of its realistic portrayals of work life and its associated struggles and politics.

According to Choi (2007, 213), multi-level analyses of data from a Korean electronics company showed that gender and hierarchical status and group diversity in hierarchical status were negatively related to employee creative behaviour. Workers not only receive pressure from job-related stressors but also interpersonal stressors. In this paper, I am going to argue that Korean work environment is so intense and pressured due to interpersonal problems involving generalized hierarchical behaviour and gender issues are highly prevalent and significantly linked with Korean workplace.

Hierarchical Behaviours

South Korea is a country with high power distance and hierarchy (Lee 2012, 184). People or groups are ranked one above the other according to status, authority and job titles. Koreans are used to rely on hierarchy because it can help a system to manage well and classifies things according to relative importance. In South Korean society, authority is traditionally concentrated at the higher levels in the hierarchy and authoritarian styles are generally accepted (Chen 2004). Limitations are set by the hierarchy of the company and how much power you have. However, through the realistic reflection of Korean office life in the drama, a deep and dark side of hierarchy in the workplace has been revealed, and many hierarchical behaviours between different positions are shown in Misaeng.

Mr. Choi (Executive director): “Shouldn’t the Resource Team be doing this (the North Korean Earth Resources Project) instead?”

Everyone remains silent.

Mr. Choi: “Of course this should be done by the Resource Team. Mr. Kim, since it’s overlapping, why don’t we just make it one item?”

Mr. Kim (Department Head): (after a long time of silence) “Yes, sir.”

Mr. Choi: “Why go through all this when we have professionals? Find an item that fits Sales Team Three.”

Misaeng ep. 7 (1:03:10-1:04:21)

Figure 1. The executive director orders Resource Team to take Sales Team 3’s project.

In Misaeng episode 7

After Mr. Oh and Sales Team 3 go through all the difficulties and find the solution for the project, Mr. Choi realizes it is a good project and it will get an outstanding achievement. He took Mr. Oh’s idea and grabbed this project. In Figure 1, we can see that the executive director tells Sales Manager Kim that the resource team will be taking (stealing) this project. It is not a rare scene in the drama that the high-ups try to take subordinates’ good work as their own. Just because the executive director has a higher title and an older age compared to most of the people in the company, he can order his subordinates do anything he wants and subordinates dare not refuse the request. This rigid hierarchy in Korea leads to unfairness and a lot of bullying psychologically and physically at all levels. Pressure and obstructs brought by the superiors make for a much more challenging and ineffective working environment. Hard works are easily being taken away and people have to swallow their disappointment and sadness in front of the pressure. It is difficult and troubling to work within a workplace when the high-ups are unfair or reluctant and stubborn to listen to the workers.

Different with western management style, this K-Type management consists of top down decision-making, paternalistic leadership, personal loyalty and high mobility of workers (Lee 2012, 184). The organization structure of companies is highly centralized and formalized with authority concentrated in senior levels. In the present context of a Korean organization in which seniority is highly respected in the group (Hofstede, 2001), the power is distributed unequally. A salary man has nothing besides paychecks and promotions. Being in a position of power is a very important goal in business since promotion is as vital as paychecks. A person’s hierarchical status is the most apparent indicator of his/her power within the organization, however, dissimilarities in hierarchical position will hamper social integration of members and decrease willingness to share ideas that may not be accepted by others within the group (Choi 2007, 213). Because subordinates are less likely to contradict their superior in public, they prefer to use a more compromising style in solving interpersonal conflict with their supervisors in a Korean company (Kim 2007, 23). The perceptions of hierarchical culture relate negatively to group working. Senior managers working in organizations that have a strong hierarchy culture were likely to show bureaucratic and rules-oriented approaches.

Bureaucracy defined as a system of organization in which most of the important decisions are made by officials rather than by elected representatives. Top management typically utilizes bureaucratic controls to resolve intergroup conflicts in Korean firms. The top-down decision making system, many operational rules and procedures, and strict hierarchy of authority represent the bureaucratic organization. On the other hand, less specialized and separate tasks show a low level of formality and standardization in the organization (Lee 1987, 75).

As we discussed in class, there are also many hierarchical behaviours at dinner as well as in the office. We understand subordinates try to make conversations sound polite and respectful by using honorifics and talking in a low profile, whereas these behaviours also limit, put down and claim authority over younger generation especially when it comes to Korean office culture demonstrated in Misaeng. Having a dinner party together after working is a common thing in the Korean company. For instance, Sales Team 3 often discusses their work in a restaurant while they are drinking alcohol. It is also the time to enhance the relationship within a group but workers cannot relax vigilance at this point. There are many hierarchical behaviours and drinking etiquette on the wine desk. Things like pouring for others and “one shot” the alcohol are the behaviours subordinates should do to show the respect to high-ups and follow the hierarchy.

Figure 2 and 3. Manager Ma kicks and hits his subordinate, section chief Jung Hee-Seok, during scolding.

In Misaeng episode 15 and 16 respectively

The drama depicts personal insults by a person who is older and holds a superior position as a common phenomenon in Korean office culture. Sometimes the high-ups even attack subordinates physically during scolding. We can see from Figure 2, Chief Jung gets a kick in the shin by Manager Ma because his subordinate didn’t find the contract at once. This abuse is a one-direction phenomenon as it only goes from the people with higher position to the lower position in the company. Usually subordinates won’t fight back under the huge pressure since those high-ups have the power to promote them or change their career lives. Employees are harmonious in work just to avoid confrontations with their managers. Just as children must repress hostility towards parents, subordinates must repress hostility towards their superiors (Oh 1991, 49). The lack of superior to subordinate obligations has let to dysfunction in some respects. It results in the displacement of hostility downward to the lower ranks in the hierarchy. After a general staff been promoted in a company, it is a large chance he will treat his subordinates the way he been treated before.

In Figure 3, Manager Ma literally shoves the phone into the guys’ chests as he yells at them for not doing their jobs properly, and just as he’s about to poke the phone into Young-yi’s forehead, Chief Jung interrupts and tells Manager Ma to not touch his or his staff’s bodies again. Everyone stands in tense nervousness as Manager Ma silently stares them down and then leaves. Later on, Chief Jung shocked and scared by the way he just confronted Manager Ma while others are trying to comfort and praise him. We can see this reaction as a fight back to the higher authority. There is always a limitation for the tolerance or restraint. Every unfair phenomenon is seen by each subordinate. Hierarchy culture is a unique and species lesson for every Korean to respect people who older than them and who have higher level. However, true respect and deference need to be earned through wise actions and admirable behaviour, not simply given based on a person’s age or position. A harmonious environment is needed for people to keep a good mood and do effective works.

Gender Inequality

The increasing female employment has become one of the most remarkable social transformations in Korea. The sexist issues and the problem of gender stereotypes continue to exist in Korean society for a long time. Respecting gender differences and treating women fairly in the workplace have been increasingly important to accomplish social equity and justice for women, just as Korean mainstream media and pop culture increasingly create misogynist characters in popular media, and display the sexist problems to encouraging audiences to fight against sexist oppression. As a powerful influencer on society, mainstream media has the responsibility to educate audiences the true meaning of gender equality. It is reported that gender, race and age result in either high or low status and competence expectations of a particular individual (Tsui et al. 2002, 899). Given that Korean society has historically been male-dominated and that males have been ascribed with more dignity and social power, gender also signifies a meaningful source of status differentiation among members.

Figure 4. Young-yi manager scolds her and says women have no sense of sacrifice.

Figure 5. Manager Ma orders Ms. Sun to stay put because she is a woman.

Both in Misaeng episode 5

There are two main female characters in Misaeng: Young-yi and Manager Seon. Young-yi represents female newbies in a new company, while Manager Seon represents working moms in Korea. The two of them react differently when both confront circumstances that are unmistakably sexist and misogynistic. We can see misogyny practically everywhere throughout the narrative, from gender discriminative to sexual harassment.

Much of the gender discriminative actions in Misaeng are focused on violent language harassment which are visible to viewers. According to Figure 5, when Manager Ma accuses Chief Oh of embezzlement, Deputy Director Sun tries to placate him, but he tells her that women need to know their boundaries and stop butting in on these discussions. Ms. Sun started to get angry and then left the meeting room after Manager Ma yells at her. In contrast, Figure 4 shows that Young-yi is scolded by her resource team senior for not completing a task assigned to her. The team senior shakes his hand and ashes his cigarette at her feet, complaining that women don’t understand the sacrificial mindset. He condescendingly commands her to apologize, and she does so stoically. In this situation, Young-yi chooses to bear the taunt and abuse this time, as well as every time she follows managers instructions even through those male workers are looking down on her. Two female characters give different reactions to the superiors but both scenes arouse people’s awareness to fight against sexist oppression. Female viewers will get mad and infuriating after watching other women get offended.

As we talk about gender inequality, sexual harassment is another very serious form of employment discrimination.

Mr. Ma: “Why is that sexual harassment? The one who wore plunging neckline is at fault. So did I touch her or even look at her? I asked her why she wore something like that if she’s going to cover it every time she bends over. Is that considered sexual harassment?”

Male workers shake their head sideways to show what he is saying is reasonable.

Mr. Ma: “What I was trying to tell her is for her not to wear something like that.

Male workers nod their head with an awkward smile to show agreement.

Ms. Sun: “‘Even if you leave it be, there’s nothing to look at anyway.’ You also said that.”

Mr. Ma: “That’s true. Is that sexual harassment? (Shouting with a fierce tone of anger) Young-yi, what do you think?”

Young-yi: “If the person being told that feels sexually harassed, I think it is sexual harassment.”

Misaeng Episode 5, 29:43-31:42

Young-yi gives audiences a rational definition of sexual harassment. The criterion and boundary of sexual harassment are often hard to define but it should be decided by the victim. All definitions of sexual harassment include the word “unwanted” and almost all include the concept of power (Maypole 1983, 385). Sexual harassment is the imposition of unwanted sexual requirements on a person within the context of an unequal power relationship. Sexual harassment in the workplace is perpetrated mainly by male supervisors against women and it has been identified as one of the most damaging and ubiquitous barriers to career success and satisfaction for women (Willness 2007, 127).

A large increase in the female employment has become the most noticeable social transformation in Korea since urbanization. Despite the rapid increase, women in employment have not been treated fairly in important personnel procedures and decisions, such as work assignments and promotion. The problem of glass ceiling is often neglected and overlooked in Korean society. Male-oriented cultures and politics may have critical impacts on personnel decisions. The drama also illustrates the impact of Korea’s glass ceiling for career women. This actual problem in society is realistic and is crucially disadvantaging females from getting hired and promoted. To address the issue, the Korean government has passed legislation that promotes representation of women and prohibits discrimination against women in important personnel decisions and procedures. However, the legislation is equivocal and does not provide detailed definitions of gender or opinions to offer additional guidance for managers by clarifying and interpreting the statutory requirements in Korea. The governmental policy to end gender-based discrimination in employment has not only been superficial but also ineffective in correcting gender inequity in the workplaces (Choi 2014, 119). Women’s sex roles, sex stereotypes, and male-oriented organizational culture are the three barriers continually be challenging to women who seek to reach higher positions in the Korean company. One solution would be having more female managers in decision-making positions will be helpful to prompt greater attention to the interests of women and foster women-friendly organizational cultures. More female managers and executives may contribute to reduce sex stereotypic views on women that women are not qualified for leadership roles with decision-making responsibilities (Choi 2014, 119).

While gender equity in employment has been addressed in many different cultures, in Korea there is limited scholarly effort in public administration to understand women’s working conditions and needs in the workplaces (Choi 2014, 119). Misaeng makes a good example in mainstream media and causes wide attention on gender equity issues.

Conclusion

Compared to other traditional Korean dramas, Misaeng uses less romantic storyline and more description about career stories to show audiences a realistic workplace. It uses different storylines to reveal that Korean workplace has an intense and pressured atmosphere due to interpersonal stressors, such as generalized hierarchical behaviour and gender issues, are highly prevalent and significantly linked with Korean workplace. Korea is going through a lot within its pursuit of equality for all. After Misaeng aired in 2014, we wish there will be less interpersonal pressure in the workplace and everyone can focus on their workload peacefully.

Bibliography

Choi, Jin Nam. “Group composition and employee creative behaviour in a Korean electronics company: Distinct effects of relational demography and group diversity.” Journal of Occupational and Organizational Psychology 80, no. 2 (2007): 213-234.

Choi, Sungjoo, and Chun-Oh Park. “Glass ceiling in Korean civil service: Analyzing barriers to women’s career advancement in the Korean government.” Public Personnel Management 43, no. 1 (2014): 118-139.

Hofstede, Geert. Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations. Sage publications, 2003.

Kim, Tae-Yeol, Chongwei Wang, Mari Kondo, and Tae-Hyun Kim. “Conflict Management Styles: The Differences among the Chinese, Japanese, and Koreans.” International Journal of Conflict Management 18, no. 1 (2007): 23-41.

Lee, Choong Y. “Korean culture and its influence on business practice in South Korea.” The Journal of International Management Studies 7, no. 2 (2012): 184-191.

Lee, Sang M., and Sangjin Yoo. “The K-type management: A driving force of Korean prosperity.” Management International Review (1987): 68-77.

Oh, Tai K. “Understanding managerial values and behaviour among the gang of four: South Korea, Taiwan, Singapore and Hong Kong.” Journal of Management Development 10, no. 2 (1991): 46-56.

Maypole, Donald E., and Rosemarie Skaine. “Sexual harassment in the workplace.” Social Work 28, no. 5 (1983): 385-390.

Misaeng (also known as: “An Incomplete Life”). Directed by Kim Won Seok. South Korea: Number 3 Pictures, 2014. Netflix.

Tsui, Anne S., Lyman W. Porter, and Terri D. Egan. “When both similarities and dissimilarities matter: Extending the concept of relational demography.” Human relations 55, no. 8 (2002): 899-929.

Willness, Chelsea R., Piers Steel, and Kibeom Lee. “A meta‐analysis of the antecedents and consequences of workplace sexual harassment.” Personnel psychology 60, no. 1 (2007): 127-162.

Synopsis: After Chief Oh’s departure from One International, Sales Team 3 goes back to business as usual. Geu-rae’s contract end-date is getting closer.

In the last episode, Misaeng is ended by the beautiful, meaningful sunset. It wrapped things up by saying that we just need to proceed with whatever comes our way in life and make our own path. Even if we stray from our initial direction, or living an incomplete life, there is always a road when we move forward and improve oneself. Mr. Oh quoted Chinese novelist Lu Xan and Robert Frost’s poem “The Road Not Taken” to convey that all things happen for a reason. We can see the idea of self-actualization through the entire drama by achieving goals and being enthusiastic about our lives.

Self-actualization is defined as the realization or fulfilment of one’s talents and potentialities. Four interns, Mr. Oh and Dong-shik are all want to prove their self-values and express their personalities by making decisions in the workplace. This idea has been enlarged in the last moment by giving people hope and faith to achieve the goal. In post-modern Korean, self-realization and growth as an individual became the dominant catalyst. Self-management and personal development are important for all Korean students and employees. Individuals are aware of the self on a wide range of psychological variables such as personality, emotion, behaviour and volition (Choi 2003, 29). However, it is noteworthy that, when this western concept of the self is introduced to Koreans, there is no Korean word equivalent to “self” (Choi 2003, 31). Koreans are requested and forced to deemphasize their sense of self rather than emphasize the sense of self in social relationships. They prefer the terms we and our to the terms I and my even in situations where the latter is more suitable. This unique Korean concept is more future-oriented and goal-directed (Choi et al. 2003, 29) because this kind of statement is not selfish and self-centred. It will make other people feel comfortable by maintaining a low profile. According to Misaeng, I think the idea of self-actualization in Korean company can be achieved by the group success. Mr. Oh, Dong-shik and Geu-rae will realize their self-worth while the whole Sales Team 3 becomes respected.

On the other hand, this drama is trying to break the rules and lead people to think about what is the better environment for workplaces. We have discussed Korean creativity in the class. Slogans such as “creative Korea” and “Korea, be inspired” represent the new wave of creativity and innovation in South Korea. Korean creativity reflects societal values and holistic reasoning with significant attention to contextual factors such as sincerity and consideration (Kim, Han and Yoon 2010, 97). Koreans try to be passionate about their career and lives. When people are not satisfied with the current situation, take steps to change it would be a good idea. After Mr. Oh met the difficulties in One International, he refused to continue to be an ordinary employee who received lots of pressure from his superior every day. He quitted his job and started his own business with lots of freedom and creativity. With the unpredictable and uncertain start-ups, entrepreneurs serve as creative magnets around business ventures (Henry 2007, 2). Starting a new business is not an easy thing but to express the determination. Never give in like Mr. Oh did in the drama and there is always a road when we look forward to the future.

Through the final episode, we see the growth of each character. Not only Geu-rae but also the other three interns receive a better understanding to the Korean office as well as to themselves. Everyone wants to prove their self-values and some of them tried so hard to show off in the first several episodes. And then all the setbacks and obstacles teach them how to survive in a pressured environment and all the patience and perseverance are worthy. Even though the drama shows a lot of negative, gloomy side of Korean corporate society, there are many characters in the drama who give hopes for the society to get better.

Question:

Who is your favourite character after watching the final episode? And why?

Do you think achieving self-worth is more important than earning a salary? 

Photos are screenshots from the drama, no copyright infringement is intended.

Bibliography:

Choi, Sang-Chin, and Kibum Kim. “A conceptual exploration of the Korean self in comparison with the Western self.” Contributions in Psychology 42 (2003): 29-42.

Henry, Colette, ed. “Introduction.” In Entrepreneurship in the creative industries: an international perspective. Cheltenham: Edward Elgar Publishing, 2007.

Kim, Byoung Hee, Sangpil Han, and Sukki Yoon. “Advertising creativity in Korea.” Journal of Advertising 39, no. 2 (2010): 93-108.

Synopsis: 

[Ep. 18] Manager Oh decides to accept the Director’s proposal, but the team quickly runs into difficulties with the project. Kim Dong-shik and the rest of Sales Team 3 suggest to withdraw, but Manager Oh thinks otherwise as he struggles to find balance in his values and the workplace politics. Han Seok-yool takes matters in his own hands on a delivery company and is suspicious of his Assistant Manager’s actions.

[Ep. 19] Sales Team 3 is uneasy after Geu-rae voices his suspicisions about the Director’s project with Seok (the employee from the Poshin company). The Head Office launches an investigation on Geu-rae’s team and the Director’s involvement with the project. Han Seok-yool continues to investigate Assistant Manager Sung. 

There are many ramifications for countries that provide the necessary resources and incentives for its citizens with job security. Reflecting from previous discussions, as well as in the drama: Misaeng 미생 (also called “An Incomplete Life” 아직 살아 있지 못한 자 ) (2014), contemporary Korean society and South Korean (hereafter Koreans) citizens, have led a tough and intense transition for building its ‘brand image’ and reputation it has created today – through its complex history, Korean popular culture, modernization, tourism, etc. However, despite the efforts of restructuring work and progress in Korean society, has also emerged socio-economic pressures on Korean citizens, which are highlighted in the episodes, such as: overworking, workplace bullying, high industrial accidents, high education inflation, gender and status gap, duality in employment rates, financial security, etc. (Lambert & Webster 2010: 596). As a result of Korea’s abrupt restructuring process, has impacted many citizens and families struggle to adapt to these growing changes as mentioned above – as well as issues like, mental health, or “stress and uncertainty,” etc. in society have emerged – to support themselves and the household (Ibid., 596). In this paper, I will look into the struggles of job security in Korean society and how this is represented in episode 18 and 19.

According to the OECD (The Organization for Economic Co-operation and Development) data collected as of 2015, the trend results show that Korea’s labour compensation per hours worked have slightly increased and decreased over the years since 1999, with a significant drop in 2012; and despite gaining recovery in 2013, labour compensations have continued to drop. This is interesting to take note of, since Misaeng (2014) was currently airing around this period, and the development of the plot shows the discrepancies with issues of corruption that happens around the business politics in major companies, like One International. In one incidence, it is also curious to note that in episode 18 and 19 (or the drama as a whole), the Executive Director or the higher ups, do not mention what specifically are the labour compensations and incentives offered to their employees, other than job promotions. However, what seems to be done under the table and behind closed doors, is the idea of accepting briberies and taking advantage of the business connections to cover up parts of the business contract or deals, which is a common trend as shown throughout the episodes.

(Misaeng 2014: Ep. 18)

(Misaeng 2014: Ep. 18)

(Misaeng 2014: Ep. 19)

(Misaeng 2014: Ep. 19)

Analyzing the relationship between Manager Oh and Jang Geu-rae in both episode 18 and 19 proves to show an example of job security, especially for temporary workers and permanent workers as well. The OECD shows that the trend report for temporary employment is 20. 6% in Korea for 2017, which is ranked fairly high compared to other countries. This suggests that temporary employment creates both job opportunities and job destruction, which eventually increases unemployment rates in Gyeongjoon Yoo and Changhui Kang’s article (2012: 581).  According to Yoo and Kang, they state that Korea implemented a labour reform in 2007, on regulating temporary contracts by shortening the maximum allotted work period on temporary workers from an unspecified length to two years (2012: 579). Manager Oh and the employees around Geu-rae know that if the project with Poshin (Sales Team 3’s business partner that is based in China) goes well, Geu-rae can stand a chance to become a permanent worker at One International. Theoretically, as stated by Yoo and Kang: “under the new regulation, a temporary contract should be either converted into a permanent contract,” or be dismissed within two years after signing the contract with no costs (Ibid., 579). As evident in the episode, this appears to be the case for Geu-rae who faces this reality. 

(Misaeng 2014: Ep. 18)

However, the application process is not that easy since “employee conditions in South Korea vary greatly, depending on the type of employment, the size of the company, occupation, etc.” (Jung & Cho 2016: 5). This can be seen in the scene in episode 18, where Geu-rae speaks to his mother on the phone about looking for work during the time he was going to intern (Misaeng 2014: time 1:15:17-1:15:40). With these conditions, this seems to indicate keeping the protection of permanent workers, rather than equal employment protection on the level of employment for all employees (Yoo & Kang 2012: 579). 

(Misaeng 2014: Ep. 18)

Although Korea ranks significantly high in working hours, according to the results in the 2017 trend reports from the OECD, a case study shows the stark reality that citizens with low job security, could lead to negative effects and signs of higher risk or exposure to mental health issues, such as depression, suicide, etc. (Kim et al 2017: 668). This can be seen in episode 18, when Ahn Yeong-yi is confronted by her father again to pay off his debts, as viewers see the stern look across her face to escape his grasps; thus, confirming the reality of the financial struggles to support oneself and the conflicts between families that exists for a secure job (Misaeng 2014: time 59:48-1:00:40).

(Misaeng, 2014: Ep. 18)

To conclude, the dual reality of labour force policies that are set-up in Korean society, does not entirely benefit part-time workers, temporary workers, and the self-employed, or female employees, who are applying for or receiving benefits to keep their jobs due to the structures of the labour force market (Jung & Cho 2016: 5-6). Viewers have come to learn the drastic effects and socio-economic measures that define one’s status to succeed in Korean society. One of those factors suggest that obtaining higher education would guarantee financial stability with a qualifying white collar job, but is not always the case when competition and favouritism on certain jobs stratifies a widening gap to attain job security (Kim & Choi 2015: 448, 456-457). As Misaeng (2014) comes to reach its finale, the turning point within these episodes demonstrates the struggles of finding job security in South Korea with temporary work. As the inevitable fate for Geu-rae’s job standing arises – as his colleagues try to find ways for Geu-rae to secure him a permanent job position – it is also a matter of time and further study into the question of creating more diversity and equality with job security for citizens, to find a good work-life balance.

Question(s):

At the beginning of the drama, Geu-rae narrates the quote: “A path is opened to everyone, but not everyone can have that path.” (Misaeng 2014: Ep.1, time 5:53-5:58). What do you think this means after watching these 2 episodes or the stories progress in terms of job security?

What other alternatives could be offered to South Korean society for job security?

In essence of this episode, if you were in Geu-rae’s position, would you accept the challenge (of the project) as a career opportunity to secure a job position in the company or would you likely stay or keep your doors open for something else?  

** Photos are screenshots from the drama, no copyright infringement is intended **

Bibliography 

Jung, Hanna and Joomo Cho. “Quality of Jobs for Female Workers: A Comparative Study of South Korea and Australia.” Applied Research Quality Life 11 (2016): 1-22.

Kim, Doo Hwan and Yool Choi. “The Irony of the Unchecked Growth of Higher Education in South Korea: Crystallization of Class Cleavages and Intensifying Status Competition.” Development and Society 44, no. 3 (2015): 435-463.

Kim, Min-Seok, Yun-Chul Hong, Ji-Hoo Yook, and Mo-Yeol Kang. “Effects of Perceived Job Insecurity on Depression, Suicide Ideation, and Decline in Self-Rated Health in Korea: A Population-Based Panel Study.” International Archives of Occupational Environmental Health 90 (2017): 663-671.

Lambert, Rob, and Edward Webster. “Searching for Security: Case Studies of the Impact of Work Restructuring on Households in South Korea, South Africa and Australia.” Journal of Industrial Relations 52, no. 5 (2010): 595-611.

Misaeng 미생 (also called 아직 살아 있지 못한 자 “An Incomplete Life”). Directed by Kim Won Seok. South Korea: Number 3 Pictures/tvN, 2014. Streaming video. https://www.viki.com/tv/20812c-incomplete-life?locale=en.

OECD. “Hours worked.” (Indicator). 2018. doi: 10.1787/47be1c78-en (Accessed on 21 June 2018)

—-. “Labour compensation per hour worked.” (Indicator). doi: 10.1787/251ec2da-en (Accessed on 21 June 2018)

—-. “Temporary employment.” (Indicator). doi: 10.1787/75589b8a-en (Accessed on 21 June 2018)

Yoo, Gyeongjoon and Changhui Kang. “The Effect of Protection of Temporary Workers on Employment Levels: Evidence From the 2007 Reform of South Korea.” ILR Review 65, no. 3 (2012): 578-606.  

Synopsis:

[episode 16] Geu-rae, Young-yi and Baek-ki have worked hard to submit their own business proposals. However, office politics threatens all their hard work. Meanwhile, Seok-yul deals with a conflict between factory workers and his boss, Assistant Manager Sung Joon-sik.

[episode 17] Sun Ji-young is working overtime on a difficult project, without the support of her subordinates. This causes her to collapse. Oh Sang-sik comes to her aid, along with Geu-rae, Young-yi, Seok-yul, and Baek-ki, in order to help her finish her project. Meanwhile, Kim Dong-sik defends his choice, in working for Oh Sang-sik (despite the risk of never being promoted), against his work peers.

There are many ramifications for countriesthat overwork its citizens with inhumanely long hours. According to various sources, South Koreans (hereafter Koreans) who are overworked tend to suffer from various social ills such as: workplace bullying, low productivity, high industrial accident rates, low birth rate, etc. They are also many at risk for health issues including mental illness. This has resulted in high suicide rates and ‘kwarosa.’‘Kwarosa’ (과로사) is the term for the phenomenon in Korea where employees are ‘overworked to death.’ Victims of ‘kwarosa’ often suffer “from overwork-induced heart attacks, strokes and mental illness”(Bentley, 2013).

According to the results of the 2016 OECD (The Organization for Economic Co-operation and Development) survey, Korea ranks second for largest average of hours worked annually, just behind Mexico. In this paper, I will look into the practice of ‘overwork’ in Korean society and how it is represented in episode 16 and 17 of Misaeng.

As mentioned above, there are lots of negative affects of overwork. Yet even, Oh Sang-shik, whom is portrayed as the moral compass of One International, made the comment to a hospitalized Sun Ji-young that she should “get rest and work twice as hard when [shes] out.”(Misaeng, 46:17)To me, this demonstrates how ingrained the practice of overwork is in Korean society. Which raises the question: ‘Why do Koreans continue to overwork themselves?’ 

One of the major reasons is Korea’s history. After the Korean War (1950-1953), Korea was one of the poorest countries in the world. However, after the implementation of some extreme economicpolicies by Korean President Park Chung-Hee (1917-1979) and the hard work of many Koreans,the economy grew. During this time, working long hours was glorified by the government and was seen as the right course to economic success. 

One of the ways Koreans made moneyat thetime was by sending workers to other countries for cheap labour. Thats why in 1964, President Park Chung-Hee visited Korean workers in Germany, and was quoted to have said:

“Although we are undergoing this trying time, we are not supposed to pass poverty onto our descendants. We must do our part to end poverty in Korea so that the next generation doesn’t experience what we are going through now.” (Kang, 2013)

His words are quite representative of the opinions of the majority of Koreans, at the time. Today, these selfless actions by Korean workers, has had a deep rooted affect on the Korean psyche. Especially because their actions proved fruitful. As according to the World Bank, Korea’s GDP (gross domestic product) went from 3,957.87 million in 1960 to 1,411,245.59 trillion in 2016. The obvious success shown by Korea’s massive change in GDP proves to many Koreans that overwork is the right path to success.

Another major reason for Korea’s resistance against limiting work hours, is Korea’s ingrained hierarchal system. Even though Korean workers have a set work schedule it often becomes irrelevant, as it is seen as inappropriate to leave before your superiors. Therefore, if your boss is working late, you are working late. Even if you have finished your work. An example of this, appears in an article in Korea Joongang Daily, when a 35 year old employee of an engineering company in Seoul said that: 

“One day I ran across a high-ranking official in the elevator on my way home. He asked me why I was leaving the office early. He made me speechless because it was ten past 6—40 minutes past official working hours.” (Sung, 2010)

This just showcases that those who go against this practice of hierarchal respect are frowned upon in Korea. Often, employees use this ‘custom’ of staying long hours to impress management in order to receive a promotion.

And finally Korean companies worry that changing the practice of overwork, will effect their bottom line. Specifically it will result in, them losing money in order to keep up with regular production rates. This belief is validated by the popular myth that overwork increases production. Which some studies have stated is only true for short periods of time and that actually, extended long working hours creates lower productivity. Yet some businesses still buy into the myth, and fear low productivity. This fear is than shared with the Korean government as they do not want to risk angering company owners and cause economic ruin for Korea.

Those that suffer the most from the negative effects of overwork are usually postal workers, working mothers, and industrial workers. According to the Korean Times, postal workers, on average work “48.7 hours a week —8.7 hours more than the national standard.”(Ko Dong-hwan) Yet, Korean Postal Workers’ Union chief Kim Ayung-hwan questioned the figure’s credibility. With help from a Korea Labor Institute survey, he argued that the employees actually worked more than 55.1 hours a week.”(Ko, 2017). These hours have lead to an alarming number of ‘kwarosa’ for postal workers. For instance, in 2017 Cho Man-sik, a 44 year old postal worker died from atherosclerosis caused by excessive work.

Women in Korea are traditionally in charge of housework and childcare. Even today women are expected to perform these duties, even if they have a job of their own. This causes great stress for working mothers. Which when added with the long working hours from their job can make women vulnerable to health risks like ‘kwarosa’ and suicide. One example of a mother suffering from ‘kwarosa’ occurred in January of 2017. An unnamed 34 year old working mother of three died of a heart attack. Apparently, she returned “from maternity leave only a week before her death [.], and immediately [began] working 12 hour days.” (France-Presse, 2017) In Misaeng, Sun Ji-young collapses on thehighway after putting in excessive hours on a difficult project. She was then hospitalized. In many ways, Sun Ji-young is quite lucky in the fact that exhaustion seems to have been the only consequence of her actions. And that she is able to continue working. Especially when you consider that, Sun Ji-young chooses to pullover to the side of the road when she notices she is falling asleep; instead of continuing to the office. Her actions saved her from a possibly fatal accident. However, in real life, it is common for people to ignore the danger of being overly tired when driving, resulting in serious road collisions. Thus, this scene illustrates one of the risks involved in overworking employees; as it can result in them performing unsafe workplace habits.

Though industrial workers in Korea are largely affected by long working hours there isn’t a lot of data. This is because companies have been covering up workplace accidents by pressuring employees to state that the accidents happened outside of work. Which causes Korea’s workplace accident statistics to have inaccurate data. However, Korean companies couldn’t cover-up the number of deaths at work. Which is a lot higher than other developed nations. This doesn’t necessarily mean that all workplace deaths have to do with the long working hours in Korea. But, I believe that it is a significant factor to these numbers. In Misaeng these exploitative working conditions are illustrated when Assistant Manager Sung Joon-sik angers textile factory workers by overworking them to produce a large order for the company. This is quite dangerous as they are working on dangerously old equipment with only 3 to 4 hours of sleep daily. The workers fear the consequences of continuing to perform in such bad conditions resulting in confrontations between them and Assistant Manager. This depiction paints a fairly dark look at the reality for industrial workers in Korea.

In reality, all Koreans are affected in some way by the long hours performed by workers all over the country. However, change is on the horizon. In July of this year, Korea will begin to implement a new law which cuts the maximum work hours to 52 a week from the current 68. Though, how effective this will be in Korea is unclear, only time will tell.

Questions:

Do you think that the new law, that cut the maximum weekly work hours from 68 to 52 will stop employees from overworking?

What else can the Korean government do to stop the exploitation of employees through overwork?

What did you think of Oh Sang-sik comment to Sun Ji-young suggesting that she “get rest and work twice as hard when [she’s] out”(46:17) after collapsing from overwork?

Bibliography:

Ko, Dong-hwan, “[K-Terminology] Koreans being overworked to death in ‘kwarosa,’”The Korean Times, February 27th 2017, Healthcare section.

http://www.koreatimes.co.kr/www/culture/2017/02/641_224791.html

(Accessed 06/20/2018)

Sung, So-young, “Efforts to end overwork not working,” Korea JoongAng Daily,

September 16th 2010.

http://koreajoongangdaily.joins.com/news/article/article.aspx?aid=2926109

(Accessed 06/20/2018)

Jeong, Eun-joo, “How S. Korea has a low industrial accident rate, alongside the highest death rate,” Hankyoreh, June 27 2016, Business section.

http://english.hani.co.kr/arti/english_edition/e_business/749921.html

(Accessed 06/20/2018)

Bentley, Peter, “Benefit of longer working hours is just a myth,”The Daily Telegraph, March 6 2013.

https://www.dailytelegraph.com.au/news/opinion/benefit-of-longer-working-hours-is-just-a-myth/news-story/3209254d6cf910984cb5f8fab75ac2f7?sv=4816ee19a2e58386fa296e8e50a2b2ab

(Accessed 06/20/2018)

Haas, Benjamin , “South Korea cuts ‘inhumanely long’ 68-hour working week,” The Guardian, March 1 2018.

https://www.theguardian.com/world/2018/mar/01/south-korea-cuts-inhumanely-long-68-hour-working-week

(Accessed 06/20/2018)

Smith, Nicola ,“Action demanded in South Korea over excessive overtime culture following producer suicide,” The Telegraph, April 25 2017.

https://www.telegraph.co.uk/news/2017/04/25/action-demanded-south-korea-excessive-overtime-culture-following/

(Accessed 06/20/2018)

Jangta, “Overwork culture proves hard to dismiss,” Yonhap News Agency, April 25 2013.

http://english.yonhapnews.co.kr/n_feature/2013/04/24/61/4901000000AEN20130424009700315F.HTML

(Accessed 06/20/2018)

France-Presse, Agence , “‘Working mum’s death shocks South Korea,’”The Strait Times, February 27 2017.

https://www.straitstimes.com/asia/east-asia/working-mums-death-shocks-south-korea

(Accessed 06/20/2018)

Kang, Hyun-kyung, “’When Park spoke, everybody cried,’” The Korean Times, December 8 2013.

http://www.koreatimes.co.kr/www/news/nation/2013/12/116_147609.html

(Accessed 06/20/2018)

CNN, “Warnings about overwork in South Korea,” Youtube, July 23 2015. video.

https://www.youtube.com/watch?v=mYU02UPinQk

(Accessed 06/20/2018)

OECD (2018), GDP per hour worked (indicator). doi: 10.1787/1439e590-en (Accessed on 21 June 2018)

https://data.oecd.org/lprdty/gdp-per-hour-worked.htm

(Accessed 06/20/2018)

World Bank, “GDP (US$) 1960-2017.”

https://data.worldbank.org/indicator/NY.GDP.MKTP.CD?locations=KR&view=chart

(Accessed 06/20/2018)

Misaeng 미생 (also known as: 아직 살아 있지 못한 자 “An Incomplete Life”). Directed by Kim Won Seok. South Korea: Number 3 Pictures, 2014. Netflix.

Yoon, Chang-Gyo, Kyu-Jung Bae, Mo-Yeol Kang, and Jin-Ha Yoon. “Is Suicidal Ideation Linked to Working Hours and Shift Work in Korea?” Journal of Occupational Health 57, no. 3 (2015): 222-229.

Symnopsis: Episode 14: Geu-rae once again remembers that he is the only intern among his peers. He asks Oh if he can become a permanent employee. Episode 15: Geu-rae continues to work diligently despite learning he can’t become a permanent employee. He goes to town with Baek-gi on an assignment from Oh.

In the workplace, it seems very important to remain calm, and focused on tasks at hand to be professional, but that can be difficult when you have circumstances that affect your personal life. In South Korea, unless you experience tragedy such as a death in the family, it is believed that you should not let your personal life affect your performance in the workplace. When you show weakness by letting your work slack, it can be seen as affecting the efficiency of work and affect your coworker’s performance as well.

In the drama, Misaeng, we can see the character Young-yi is working diligently, to overcome the discrimination she receives from her superiors in the workplace. She seems to be managing, until we see her struggle with the responsibility of filial piety. Her mother and father calls her, begging her for money lost due to gambling, and expect her to bail them out of their debt. Young-yi is a strong and self-made woman, but we can see her visibly shaken when angrily telling off her parents, refusing to allow them to keep using her when she thought she had finally recovered after suffering in the past, paying off her father’s pervious debts. We can see that when she thought she could live her life freely, that she is tied down and held back by her parents being a burden.

The responsibility of honouring one’s parents weighs heavy on many Korean’s hearts and minds. Filial Piety is a deep-rooted Confucian tradition that carries on in Korea that three quarters of Koreans still agree with and follow. All grown children in Korea are expected to have the responsibility and obligation for their aged parents’ well-being because of the reciprocal dependence of successive generations (Lee 2015). This is changing slowly as the traditional family structure is changing into nuclear households and the rising costs of housing and education, and less elderly are relying on their children to care for them long term.

Young-yi may think she can ignore her parents’ pleas of help for financial assistance, and attempts to keep working on her project and tasks assigned to her by her resource team, butgambling can affect entire families. We can see Young-yi have substantial stress and unable to focus on her professional life as this pressure of bailing out her parents from being kicked out of their home weighs heavily on her shoulders. Her sense of filial piety is so strong she struggles to do basic tasks in the office which gets her in trouble with Manager Ma and her coworkers.

Questions:

1. What do you think Ahn Young-yi should do with her parent’s pleas for another bail out? What would you do in her situation?
2. Do you think Filial Piety should continue in Korea? To what extent should Filial Piety apply to situations?

Photos are screenshots from the drama, no copyright infringement is intended.

Works Cited:

Lee, Da-Young. “77% of South Koreans See Need for ‘Filial Duty Contracts’.” Korean Herald, 2015. http://www.koreaherald.com/view.php?ud=20151230001116

Kim, Won-seok, dir. Misaeng. Number 3 Pictures, 2014. https://www.netflix.com/watch/80165296?tctx=0%2C0%2C2ccd12e1-70d7-46d9-8aae-7ac139b241fa-124328052%2C%2C.

Both alcohol and prostitution are enormous industries in Korea. These two industries are ingrained in the culture of South Koreans. In fact, many of the business talks involve drinking and prostitution. As seen in episode eight of Misaeng, Sales Team Three were in charge to attain a contract with a business client. In this episode, the business talk took place in an entertainment facility where alcohol was heavily used. Also, the main conflict for the protagonists is that the client expects “second round” services after the drinking finishes. Similarly, in episode nine, Sales Team Three also discusses their work in a restaurant where they are drinking alcohol. From this, viewers can understand that alcohol and prostitution are very crucial to work and business. In this essay, I will analyze the business culture of Korea in terms of their alcohol consumption and the use of prostitution such that these two activities are central to doing business.

A quick summary of episode eight is that Sales Team Three are met with a client that expects “second round” services when doing business. Because of this, Sales Team Three tried very hard to get their contract signed during the “first round,” which is consuming alcohol. They want to finish in the “first round” because of Manager Oh’s ethics regarding using prostitution in business. The ninth episode talks about the arrival of Mr. Park, where he is an employee that does not fit well with Sales Team Three. This leads to a scene where Sales Team Three went to drink and discusses the problems of Mr.Park.

Prostitution in Korea is something that is illegal and yet, is one of the biggest working industry. As seen in the documentary, “Save My Seoul,” prostitution is ingrained in their culture. It is seen as if it is a rite of passage or something casual to do with coworkers after work. It is also a part of the hosting culture in terms of business relationship. (Lee, 2017) One sex industry consultant has spoken that “the business model [Korea] depends on… [is by] hang[ing] out at [prostitutes and hostess clubs.” (Cain, 2014) To attempt to explain this culture, I will argue that prostitution in the business aspect is a reflection of the historical kisaengs and their relationship with the upper class.

“Gisaeng[s] appeared to have originated in the early Goryeo Kingdom… [and] their main identities were as government servants. Their ‘official duties’ [are to] providing entertainment for government officials and their guests.” (Hwang, 2015) This role is very similar to the current hosting culture in Korea, where clients are expected to have the “second round” when being hosted for business. The client represents the guests while the hosts are the government officials. The same culture can be seen in the Joseon dynasty as yangbans often frequent the kisaengs. The reason is that “kisaengs offered romance and flirtation which men could not have with their restrained, Confucian wives.” (Maynes, 2012, 7) This can also be applied to contemporary Korea, where men look for a chance to be satisfied with something new that their significant other may not agree to. In Misaeng, CEO Moon reflects both of these points. He is a man that expects to be hosted with prostitution and his reasoning can be seen that he has a powerful wife behind him. The act of prostitution of CEO Moon can be understood as an escape and excitement from his dominant wife, as the wife is actually the one making all of the business decisions. Hence, the hosting culture in today’s Korea reflects on the traditional role that officials and kisaengs played.

Consumption of alcohol is also vital when doing business. “The question ‘How much alcohol can you handle?’ is often part of a job interview in Korea.” (Cakar and Kim, 2015, 290) This is already a big indication on the importance of alcohol during work. In fact, many of the job applicants are tested in their alcohol tolerance and are asked to entertain during their interview. (Ibid) There are several reasons why alcohol is so important in doing business. First, “[Korea] has a drinking culture that is rooted in ‘one shot’”. (Ibid) This means that when someone is to pour a person a drink, that person must finish the drink at once. Not doing so is a sign of disrespect to the other person. Also, drinking is a way of socializing among colleagues and clients in which case “if an employee cannot drink or does not enjoy drinking, they he may end up [being excluded].” (Ibid, 294) This drinking culture is also widely approved by the corporations of Korea since much of the networking expenses “are paid from the organization’s finances.” (Ibid, 296) This shows that generally, companies accept the fact that alcohol has a place in doing business and connecting with coworkers. In terms of entertaining others, it is a skill that must be well used. Since the final goal of drinking and entertaining with clients is to sign a contract, the role of satisfying the client must be met. Doing so will yield a higher chance of completing a contract between the host and the client.

In conclusion, the role alcohol and prostitution are substantial in the work forest. Prostitution is a part of the hosting culture that has been pass down through generations. This business model cannot be changed easily. Alcohol also represents a social relationship between people. When people drink, they bond and socialize. This drinking culture is critical for trust in business relationship to be achieved. Similarly, the consumption of alcohol is high because of the drinking etiquette. When a person does not “one shot” their alcohol, it is seen as a disrespectful action. Just like the scenes in Misaeng, viewers can see the importance of prostitution and alcohol in the business world.

Bibliography

Cain, Geoffrey. “In South Korea, real business gets done in brothels and karaoke joints.” PRI (2014).

https://www.pri.org/stories/2014-09-16/south-korea-real-business-gets-done-brothels-and-karaoke-joints.

Cakar, Ulas and Haeeun Kim. “Korea’s Drinking Culture: When an Organizational Socialization Tool Threatens Workplace Well-being.” Turkish Journal of Business Ethics 8, no. 2 (2015): 289-309.

Hwang, Kyung Moon. “Life and role of gisaeng courtesans.” Korea Times (2015).

http://www.koreatimes.co.kr/www/news/nation/2016/02/633_173034.html.

Kim, Won-seok, dir. Misaeng. Number 3 Pictures, 2014.

https://www.netflix.com/watch/80165296?tctx=0%2C0%2C2ccd12e1-70d7-46d9-8aae-7ac139b241fa-124328052%2C%2C.

Lee, Jason Y, dir. Save My Seoul. Jubilee Production, 2017.

http://www1.ondramanice.io/save-my-seoul/watch-save-my-seoul-episode-1-online.

Maynes, Katrina. “Korean Perception of Chastity, Gender Roles, and Libido; From Kisaengs to the Twenty First Century.” Grand Valley Journal of History 1, no. 1 (2012): 1-19.

Questions:

Why do you think that prostitution and alcohol cannot be removed in the business culture?

What suggestions do you think can protect the workers from excessive drinking in order to obtain a client? How can they be implemented?

Synopsis: Geu-rae and his team proceeds with their profitable but controversial project facing many obstacles.

When I first went to U.S. to learn English as a fifteen years old Korean exchange student, the American language or English culture shocked me. It has very limited formality. For example, not only there is no word for me to replace the Korean honorifics but also what English have for formality is very limited. For example, there are Mr., Ms. and Mrs. to address teachers in school. Considering where I went was Southern U.S. conservative Christian community, I was lucky and less confused to have sir and ma’am to address my betters. I felt very uncomfortable since my host father wanted me to address him as “Tim” not Mr. Thames. I had been raised to be respectful using proper honorifics and formal language by my parents. However, at the time, I could not help but feel that the language was limiting me to be the respectful person I had been raised to become.

Throughout episodes 12 and 13, I witnessed many cases of people being “chewed out” by their superiors. I agree that some “chewing out” could be considered acceptable since what is at stake for some people is their livelihood. For example, these people could lose their job should the project they are working on fails. However, I could not help but feel uncomfortable during some exchange of personal insults including calling whoever is younger and lower in position “saeki”. At this point, I must argue that even though such honorifics and formality I have been taught throughout my entire life make Korean conversations sound polite and respectful, they are also used to limit, put down and claim authority over younger generation especially when it comes to Korean office culture demonstrated in Misaeng.

According to Lee and Ramsey, “the most important determining factor in honorific usage is the age of the interactant, with other factors being social rank, solidarity and the context of the exchange” (as cited in Yoon 2005, 196). Furthermore, “people maintain and respect the notion that those of advanced age have a certain authority” mentions Yoon (2005, 196). Yoon finally claims that Koreans consider older people or noin as “not like me and as people above me” (2005, 199). In all cases, people scolding others at work are usually older and hold superior position in Misaeng. The older age combined with superior positions, the Drama depicts personal insults during scolding as common phenomenon in Korean office culture while people being scolded would normally and simply stand there and listen. Such verbal abuse is one-direction phenomenon as it only goes from the people with higher position to the lower position within the company. If the “scoldee” talk back, he/she would be ostracized because there is a continuing pressure for the younger generation to conform to social norms of respecting older people according to Brown (2011, 119). Especially since “Korean conceptualization of social relationships is hierarchical and vertical” according to Yoon (2005, 194), personal insults in the forms of verbal abuse only intensify in office culture where there is an additional hierarchical dynamics of positions.  Although I agree that age and social positions should be respected to establish order as a Korean, I must argue that age and position do not enable anyone to verbally abuse others regardless of circumstances.

As I mentioned previously, younger generation in Korean office culture are often targeted for verbal abuse. I personally and strongly believe age and higher position in office culture does not prove anything for individuals. Such Korean culture of using honorifics and formality should never be assumed as an instrument to treat younger people without any respect. Regardless of age, all Korean generations should treat each other with respect being proud of politeness encrypted in their language.

Works Cited:

6. Brown, Lucien. “Korean Honorifics and ‘Revelaed’, ‘Ignored’ and ‘Suppressed’ Aspects of Korean Culture and Politeness,” in Korean Honorifics and Korean Culture. London: Palgrave Macmillan, 2011

Yoon, Kyung-Joo. “Not Just Words: Korean Social Models and the Use of Honorifics.” Intercultural Pragmatics 1, no. 2 (July 2005): 189-210. Accessed July 15, 2018.

Synopsis:

Mr. Park’s presence makes it hard for Sales Team Three and other employees to feel at ease in the workplace. Sales Team Three is concerned with Mr. Park’s lead in the Jordan used-car project, and finds out that Mr. Park has committed fraud for his personal gain. With the help of Geu-rae’s skills in baduk, he was able to provide evidence that allowed Mr. Park to get caught red handed. As a result, Mr. Park and one of One International’s crucial employees were forced to resign. With Chun Kwan-woong as Mr. Park’s replacement, Mr. Chun finds his likings towards his new team and is looking forward to the new challenges that will arise for them, including the revival of the Jordan project.

How well workers follow business ethics relies on how a company values it. In any company,  business ethics is important in order to establish a moral image for the public (Cho 2009, 235). However, it is a contradicting idea since companies like One International will do anything they can to avoid a bad reputation, which can lead to corrupt undertakings. Thus, I will argue that Mr. Park’s unethical behaviour comes from the company’s lack of surveillance.

South Korea’s work “values of integrity, human relations and cooperation were positioned as the core factors for the ideal human type” (Cho 2009, 237). If someone in a team cannot agree to any of those values, the whole organization will fall. An individual like Mr. Park fails to value all those standards. Mr. Park’s lack of contributive work, his uneasiness towards his co-workers, and his abusive attitude towards Geu-rae has made him a hostile figure in Sales Team Three. One International only kept him because of the money he brought in for the company and that they  failed to recognize his unethical behaviour.

One evident case of Mr. Park’s inappropriacy is where Mr. Park is being unprofessional towards the female employees. Because “South Korean society is experiencing conflict and confusion regarding sexual ethics”, the drama takes Chief Park to be the predator who represents someone who creates an unsafe work environment (Hwang  Yoo and Cho 2016, 899). Most women tend not to confront these issues to the company since it can lead to losses for the company and more troubles for the women who want to be treated professionally. Thus, Mr. Oh who is responsible for his team, including Mr. Park, is the only one at highest authority to handle the situation without it getting out of hand. Sadly, Mr. Oh can only do so much to dissolve the situation.

One of the significant plots in the story which also relates to business ethics is where Mr. Park is committing fraud from a subcontractor who is of the same blood as him. For the benefit of the company, Sales Team Three can keep quiet and let both the companies and Mr. Park win. However, “honesty and integrity [is] a core value for personal perfection and national development” (Cho 2009, 238). Sales Team Three cares about prevailing justice for the good of society, and in a situation like this, One International must cooperate and do what they can to make things right and to preserve their image through this scandal.

As long as a company has good relationships with its clients and contributes steady profits, it should have no troubles. However, as we can see through these two episodes, there has been a lot of complications within Sales Team Three and the company as a whole. Justice has prevailed, but at the expense of both the company and the upper positions of the company.

Questions:

Dong-shik explained to Geu-rae in episode 10 that “the senior manager and the director will suffer heavy career blows. The higher your rank, the heavier the blow” [time: 1:07:00-1:07:10]. Why would that be the case and do you think we should change that idea in order to produce an honest work environment where only the victim involved in unethical affairs will be punished?

Do you think it was really a good idea for Sales Team Three to finish the Jordan project after this huge scandal? Without corruption, it could be the most beneficial project for the company, but there are always more projects out there, and Sales Team Three is already receiving bad looks from the other workers in the company. I personally thought it was not worth it, but I guess pursuing this project would make the plot line more interesting. What are your thoughts on it?

Photos are screenshots from the drama, no copyright infringement is intended.

Work Cited

Cho, Eunsang. “Work Values and Business Ethics in Korea.” Advances in Developing Human Resources 11, no. 2 (2009): 235-252.

Hwang, Kyung-Hye, Yang-Sook Yoo, and Ok-Hee Cho. “Sexual Discrimination, Attitudes Toward Sexual Health, and Consciousness of Biomedical Ethics in Korea.” Social Behavior and Personality: An International Journal 44, no. 6 (2016): 899-909.

Kim, Won-seok, dir. Misaeng. Number 3 Pictures, 2014. https://www.netflix.com/watch/80165505?trackId=200257858.

Kim, Won-seok, dir. Misaeng. Number 3 Pictures, 2014. https://www.netflix.com/watch/80165506?trackId=200257858.

Synopsis:

 A ‘missing’ B/L statement causes problems between sales team three and the resource department. The rising tension results in a revolution of past actions of sales team three’s manager, Oh Sanshik and the Department Head of the Resource Department, Ma Bok-ryul.

In October 2017, after allegations came out that former American movie producer, Harvey Weinstein, abused his position of power and sexually assaulted and harassed numerous women, the #metoo movement was born. Women began to speak out about their own experiences; forming a dialogue that slowly began to make impact all over the world. In South Korea, the #metoo movement gained traction in February of 2018. Seo Ji-hyeon, a prosecutor at the Tongyang Branch of the Changwon District Prosecutors’ Office, told her own story of sexual assault by former prosecutor and high level ministry worker, Ahn Tae-geun. Similar to America, this one woman’s words sparked other woman in Korea to come out and tell their own stories. Thus reinforcing, that workplace sexual harassment and assault is a serious issue that needs to be universally addressed. 

Though Misaeng came out before the #metoo movement, its representation of the treatment of women in the workplace resonates with many of the stories revealed. In this paper, I am going to talk about how Misaeng in episode 5 reveals the challenges woman face in the workforce. Specifically, in regards to sexual harassment.

In episode 5, Ma Bok-ryul, the Head of the Resource Department, is revealed to have, just last year, sexually harassed an employee. Apparently, “the woman’s club brought up charges, and he got a three month pay cut” [time: 37:58-37:36]. However, despite being reprimanded for his actions, Ma Bok-ryul doesn’t seem to believe he has done anything wrong. In fact, he defends himself by arguing that it was then’s fault; saying that “the one who wore the plunging neckline is at fault” [time: 40:28-38:57]. He even complained saying that: “It’s also sexual harassment to ask for coffee. Worrying about them not being able to get married is sexual harassment. I can’t live with all of these provocative women!” [time:40:28-38:57] Ma Bok-ryul’s excuses are fairly typical responses to allegations of sexual harassment. In fact Vogue (now you know its universally known), did an article called “11 of The Most Ridiculously Bogus Excuses People Make for Sexual Harassment and Abuse” which had at number one “Women ask for it in how they dress” and number 11 “Ugh, can’t guys say anything anymore? What’s next—we’ll be arrested for complimenting our female colleagues’ haircuts?”

In many ways, Ma Bok-ryul represents the fundamental issue with sexual harassment at work. Since, he promotes bad conduct towards woman by constantly berating and blaming female employees in front of co-workers. His actions are then interpreted as encouragements for other employees to act, in a similar fashion, in order to gain his approval. Besides encouraging his employees to act despicably, Ma Bok-ryul is also in a position to make it harder for victims to speak out against him. As they may fear repercussions such as: employment termination, being accused of lying, the offender getting away with it or the offender simply being given a minor reprimand. In Ma Bok-ryul’s case it was the latter one. By having little consequences for his actions it seems that Ma Bok-ryul didn’t learn his lesson. And in fact, doesn’t believe himself in the wrong.

Though it may have been overdramatized the underlying message in Misaeng is clear, the mistreatment of women in the workforce is a real concern. Men like Ma Bok-ryul with power over woman make working a greater challenge than it should be. And now with the #metoo movement, no one can say that this only happens in k-dramas.

Questions:

What can South Koreans do to improve the treatment of women in the workplace? What can women do to help?

What should be the consequences for work place sexual harassment? Who should decide?

Woman getting pregnant was a matter that created more animosity towards working women. What can South Korea do to put less pressure on women to choose between being a career and having a family (instead of doing both)?

Bibliography:

       Misaeng 미생 (also known as: 아직 살아 있지 못한 자 “An Incomplete Life”). Directed by Kim Won Seok. South Korea: Number 3 Pictures, 2014. Netflix.

       11 of The Most Ridiculously Bogus Excuses People Make for Sexual Harassment and Abuse. Vogue. Accessed June 10, 2018.

https://www.vogue.com/article/the-worst-excuses-for-sexual-harassment-and-assault

       Me Too movement. Wikipedia. Accessed June 10, 2018.

https://en.wikipedia.org/wiki/Me_Too_movement