Hourly union workers suddenly become salaried non-union foremen (us versus them scenario). • Young college graduates (16% of new hires) lack experience and training, and therefore credibility. • Line foremen feel pulled in different directions by managers, the workers, and the union. • They feel great pressure to meet forecasted production and leave things unresolved for the next shift’s line foreman, who has to then fix unresolved equipment and quality issues from the previous shift. The pressure placed on them also makes them place intense pressure on the hourly employees, which results in low morale (hourly employees feel like the foremen don’t listen to them, are too harsh, etc.).
Introduction Human Resource Director, Ashley Wall, needs to resolve the issues escalating at the Treadway Tire Company by conducting an analysis of the line foremen’s job dissatisfaction and implement a plan to solve it using an action research to view the problem from various viewpoints and be ready to disrupt the “status quo”. In the video Ashley reflects on the statements in Jim Collins book entitled “Good to Great” where Collins (2001) states that, “For many companies, being good at what they do actually inhibits them from becoming great at what they do” (Collins, 2001, p.55).She is determined to uncover the underlying issues with the foreman position and help get things within the plant back in perspective. Ashley plans to do this by getting those most involved...i.e. the foreman in the effort and make their concerns known (Treadway Case, n.d.). Ashley will need to submit an effective plan to resolve the issues that are faced in the plant by focusing on: 1) Key issues and mistakes 2) Key data sources and collection, and 3) possible solutions to the problems.
This program will provide the employees a number of professional development opportunities to build skills, strengthen our core values, remove barriers and enhance trust among the leadership group and our employee base. This program will appeal to the employee’s intrinsic and extrinsic motivators. As we see with Douglas McGregor’s “Theory Y” proposition, employees like work, are creative, seek responsibility, will exercise self-direction and self-control if they are committed to the objectives. Introducing an employee leadership
A reward system always be the reason for the company employees to boost up their energy. It has been proved that when there is a value added compliment for any worker they become loyal to the firm. Rewards promotes the image of company and it will eventually increase overall revenue productivity and so one. With all these benefits a company must use this reward strategy in an effective manner where it does not destroy its own capital. If a company fails to implement this strategy there the disaster happens.
Unmotivated employees John Goode October 14, 2011 N/A Unmotivated employees Over the years large businesses and corporations have had to deal with the increase of unmotivated employees versus motivated employees. Can all the blame be placed on employees alone, or is it the management as well? Throughout this essay there will be three factors discussed on why unmotivated employees become unmotivated to do their jobs. Employees would say, that one of the most common issues that cause them to have a lack of motivation for the job is the aspect of feedback or the lack of positive feedback. In every line of work employees want to know how they are performing their job well or not.
And the marketing division, the manufacturing division and engineering division were hard to communicate to each other. The main problem for this company is the information flow was failed. This is a typical issue for big company that every decision is too far away from each other and there are too many managers. The goal of the new alternative organization designs is to make the information flow flows again. The front/ back organization will combine manufacturing division and engineering division into a new division, called product-based business units, as back-end.
The boss will ensure all employee have the information, resources, and support they will need to do the work. A good boss provides employees with suggestions and feedback to improve their work performance. Whether it is a job well done, or constructive criticism, a good boss will strive to support and motivate the employees in their present position. This motivates employees to take a proactive approach to self-development, and growth within the business. There needs to be an open line of communication.
Management and Organizational Behavior DATE OF SUBMISSION: 27TH JULY 2012 Case for Critical Analysis Super Juice At the moment, Super Juice’s main problem is that their profits haven’t risen for four straight years, and several new competitors are stealing their market share. According to Luisa, the current situation that they are in at the moment may be due to the company’s unwillingness to adapt new cultures. And we can say this by relating it to the past events that occurred with the other employees in the company. First and foremost, the company needs a change in mindset. They all need to have a more different attitude towards their workforce while trying to complete their goals and challenges toward fulfilling the company’s vision and purposes.
“The term external environment refers to a factor, forces, situations outside of the organization that affects its performance” (Robbins et al., 2014). External environments need to be closely examined because if a corporation faces problems, such as competition or competitor pricing, then sales will decline in the workforce. The term “internal environment” refers to conditions and factors inside an organization; examples include employee’s problems, conflict resolution, and bad employee morale. Great founders and leaders start businesses with good employee morale, but as businesses grow, employee morale is an essential issue in today’s business environment. Employee morale can affect the internal aspects of an organization if not treated immediately.
I want to execute the training bond program because the incentives associated with it are universal and include increasing one’s earning potential and acquiring additional skills and abilities that are attractive to any organization. Training and development are important factors that would help me develop talent, motivation, and leadership skills that will contribute to a successful personal and professional career. Training bond is an important factor to the success of any organization. As an employee I would like to be a valuable asset that will add to the success of the company and I want to execute the training bond because I believe it will help me achieve that. Training bond supports and makes possible the development of new skills and knowledge.