蔣:台積電成功文化已生變 年輕人沒那 - 工程師
By Erin
at 2022-08-14T14:39
at 2022-08-14T14:39
Table of Contents
蔣尚義:台積電成功文化已生變 年輕人沒那種精神了
https://ec.ltn.com.tw/article/breakingnews/4024020
前台積電共同營運長蔣尚義接受美國「電腦歷史博物館」(CHM)口述歷史訪談,談到台積
電成功祕訣是「文化」,所舉例子顯示台積人具備隨傳隨到、全力以赴與彈性應變的工作文
化,但他也認為,全力以赴到以公司為重,沒有小我是以前的員工才會有的,現在年輕一代
已沒有那種精神了。
半導體晶圓廠24小時運轉生產,台積電為了衝刺先進製程,加速超越競爭對手,研發部門更
在8年前推出「夜鷹計畫」,祭出「底薪加3成、分紅多5成」的優渥條件,以24小時3班輪值
不停休方式,加速先進製程開發。
蔣尚義被國外半導體大廠同業問到:「你怎麼有辦法讓研發工程師值夜班?」他會有點開玩
笑回答,因為在台灣,幾乎所有工程師都有過服兵役要值夜班站哨的經歷。但其實真正的答
案,他認為是文化,亞洲人因生活較為艱辛,對物質更渴望、賺錢很重要,人們願意犧牲他
們的私人生活換取財務的保障。
蔣尚義舉例,台積電晶圓廠若設備故障,即使凌晨兩點,打電話給設備工程師,馬上就會到
公司處理,他不會投訴,他的妻子也不會抱怨,這對公司幫助很大;但在美國若設備壞了,
要等到隔天上班。這就是台積人也是台灣半導體業從業人員隨傳隨到的工作文化。
蔣尚義還分享台積人全力以赴的工作文化,令他震撼。他說,1999年,台積電在美國奧勒岡
州投資設WaferTech,因營運績效遠差於台灣的晶圓廠,為了提升績效,台積電擬派台灣跨
部門的20人團隊去協助改善,負責的副總經理拿到外派的名單,逐一將名單人選叫進辦公室
,指示公司要外派他們到美國WaferTech達2年時間,要他們在3周內要辦妥簽證、護照,這2
0人在3週後真的搭同班機飛往美國,他們WaferTech去到美國就是早出晚歸工作,也果真協
助把WaferTech問題解決。
蔣尚義說,如果是他以前的美國公司惠普(HP)要外派員工,從找人選、來來回回說服與溝
通、談條件等,可能要花6個月時間。
蔣尚義指出,在台積電,公司的事情比個人的事情重要,20人團隊成員有的是從來沒去過美
國,其中有個工廠的經理是他比較熟的,經理假日住台北,為了就近工作,周間在新竹租屋
,因赴美任務緊迫,那位經理就將退租後續處理交給秘書,還把存有幾百萬台幣的存摺一併
留給秘書。
蔣尚義認為,那種捨我其誰的精神,深刻印在他的腦海,他非常震驚,但那是以前台積電員
工才有的,年輕一代已沒有那種精神了,現在年輕的台積員工不再那麼努力了。
台積電正在美國亞歷桑那州投資興建5奈米廠,預計2024年量產;半導體業界指出,台積電
在美國招聘員工以當地薪資水準計算,比台灣高很多,台灣派去的員工以台灣薪資計較低,
得知差別待遇懸殊,外派的員工當然無法接受,群起跟公司爭取要比照美國員工的薪資行情
才願意前往。
由此可見,相較蔣尚義敘述20多年前故事,台積電外派WaferTech的團隊成員為達成公司使
命,不計個人代價的拼命精神,確實對現在身處不同大環境的台積年輕員工,已大不同了。
曾經是台積人的一家公司董事長認為,他是五年級生,他那個世代,的確是拼勁十足,他當
年都是拼最晚下班的乖乖牌,現在年輕一代,成長的大環境不同,自我意識比年長一代強多
了,他們不是不努力,只是要努力的地方太多了,不像以前的他們,只有努力工作。
--
https://ec.ltn.com.tw/article/breakingnews/4024020
前台積電共同營運長蔣尚義接受美國「電腦歷史博物館」(CHM)口述歷史訪談,談到台積
電成功祕訣是「文化」,所舉例子顯示台積人具備隨傳隨到、全力以赴與彈性應變的工作文
化,但他也認為,全力以赴到以公司為重,沒有小我是以前的員工才會有的,現在年輕一代
已沒有那種精神了。
半導體晶圓廠24小時運轉生產,台積電為了衝刺先進製程,加速超越競爭對手,研發部門更
在8年前推出「夜鷹計畫」,祭出「底薪加3成、分紅多5成」的優渥條件,以24小時3班輪值
不停休方式,加速先進製程開發。
蔣尚義被國外半導體大廠同業問到:「你怎麼有辦法讓研發工程師值夜班?」他會有點開玩
笑回答,因為在台灣,幾乎所有工程師都有過服兵役要值夜班站哨的經歷。但其實真正的答
案,他認為是文化,亞洲人因生活較為艱辛,對物質更渴望、賺錢很重要,人們願意犧牲他
們的私人生活換取財務的保障。
蔣尚義舉例,台積電晶圓廠若設備故障,即使凌晨兩點,打電話給設備工程師,馬上就會到
公司處理,他不會投訴,他的妻子也不會抱怨,這對公司幫助很大;但在美國若設備壞了,
要等到隔天上班。這就是台積人也是台灣半導體業從業人員隨傳隨到的工作文化。
蔣尚義還分享台積人全力以赴的工作文化,令他震撼。他說,1999年,台積電在美國奧勒岡
州投資設WaferTech,因營運績效遠差於台灣的晶圓廠,為了提升績效,台積電擬派台灣跨
部門的20人團隊去協助改善,負責的副總經理拿到外派的名單,逐一將名單人選叫進辦公室
,指示公司要外派他們到美國WaferTech達2年時間,要他們在3周內要辦妥簽證、護照,這2
0人在3週後真的搭同班機飛往美國,他們WaferTech去到美國就是早出晚歸工作,也果真協
助把WaferTech問題解決。
蔣尚義說,如果是他以前的美國公司惠普(HP)要外派員工,從找人選、來來回回說服與溝
通、談條件等,可能要花6個月時間。
蔣尚義指出,在台積電,公司的事情比個人的事情重要,20人團隊成員有的是從來沒去過美
國,其中有個工廠的經理是他比較熟的,經理假日住台北,為了就近工作,周間在新竹租屋
,因赴美任務緊迫,那位經理就將退租後續處理交給秘書,還把存有幾百萬台幣的存摺一併
留給秘書。
蔣尚義認為,那種捨我其誰的精神,深刻印在他的腦海,他非常震驚,但那是以前台積電員
工才有的,年輕一代已沒有那種精神了,現在年輕的台積員工不再那麼努力了。
台積電正在美國亞歷桑那州投資興建5奈米廠,預計2024年量產;半導體業界指出,台積電
在美國招聘員工以當地薪資水準計算,比台灣高很多,台灣派去的員工以台灣薪資計較低,
得知差別待遇懸殊,外派的員工當然無法接受,群起跟公司爭取要比照美國員工的薪資行情
才願意前往。
由此可見,相較蔣尚義敘述20多年前故事,台積電外派WaferTech的團隊成員為達成公司使
命,不計個人代價的拼命精神,確實對現在身處不同大環境的台積年輕員工,已大不同了。
曾經是台積人的一家公司董事長認為,他是五年級生,他那個世代,的確是拼勁十足,他當
年都是拼最晚下班的乖乖牌,現在年輕一代,成長的大環境不同,自我意識比年長一代強多
了,他們不是不努力,只是要努力的地方太多了,不像以前的他們,只有努力工作。
--
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