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.). • The plant is open 24/7 and uses 12 hour shifts, which is problematic. Due to the “strenuous nature of the long shifts”, employees show up late and call in sick often so line foremen constantly have to scramble to find substitutes at the last minute. • If they allow production to drop as a result of these problems, they get to be verbally reprimanded by their managers. Is it any wonder why turnover is a problem?
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.
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. Key Issues and Mistakes The first key relationship issue deals with the lack of respect between the general supervisors and the foreman. The job of the line foreman at Lima was a daily challenge, requiring foremen to juggle and resolve a variety of personnel, resource, and administrative issues in a 12-hour shift (Skinner & Beckham, 2008).Those in higher management seem to put all the responsibility on the foreman with little training and then expect the foremen to get it all done or be subject to "severe tongue lashing and usually threatened with a poor performance review"(p.3). The underlying mistake in this type of leadership style by higher management reflects a style of tyranny leadership. In the Critical Conversations interview Dr.Skot Beazley states that, “A tyrant is in essence somebody who
These informal associations were built upon common activities and shard ideas about what was and what was not legitimate behavior in the department. Major issues in this case The major issue in this case is the dishonesty that was seen among the employees in the Plating dept., which lead to abusing the punch out system for logging in the work hours. It also outlines the working conditions, lower wages, which are present in the company that ultimately led to the low morale among the employees. The reason the case has been assigned is to study the group behavior and the common activities that are present in the group and to identify how that affects the productivity and satisfaction. Group norms There are two different behaviors that can be seen in the plating dept.
The performance of a company according to the scientific organization of work depends on these four factors * Compliance with the formal structure * The relationship between the components of the organization * Quality information flow * The flexibility of the structure The employee dissatisfaction results in braking performance of the Treadway Tire Company.3 First the problem of hierarchical respect, foremen have no authority and power over the employees they can't play their leadership role to 100%. This creates a conflict between environmental components of the organization ( Foreman versus Salaried and Foreman versus Manager ). A bad mood can create stress, increased accidents, lower motivation. Like a vicious circle conflicts are not able to ensure quality of information flow (loss of time, money, errors). As against the company has a large capacity to modulate the number of employees P.3 "Staffing the production team (up to 20 people on a line at any moment)" which enables it to counter the unexpected and ensure a fixed productivity if we do not care about the other problems it encounters.
Now add a union environment, no formal training for foremen, no chance of upward mobility, and a lack of communication between management (foremen, general supervisors and area managers), and you end up with a high turnover rate. According to the Plant manager, “Meeting performance goals is the most important duty of a line foreman.” This statement has caused the foreman to only focus on line metrics. Foremen have been threatened with poor performance reviews if production numbers are not met. This behavior has created a hostile work environment and isolated the foremen from the rest of the plant. They feel that their contributions are undervalued and their concerns ignored.
There have been plenty of instances when workers lost their jobs for reasons such as not having the right looks or being of a different race. Most of the time the victims of this labor violation face a loss of jobs due to nothing but pure discrimination. In different countries around the world, there are various unfair dismissal laws that have been created and put to effect but sadly, there are still plenty of employees that fall victim to this sort of thing. If you are working for a company that does not treat its workers well, you should see to it that you familiarize yourself with these laws. Even if it is
Should business guarantee employees a job for their entire life to motivate them? The connection between companies and employees are benefits and income. They work based on a profit factor and the overall goal is for both of them benefit together. To motivate employees to work better and make more money for companies, some people claim that business should guarantee workers a job for lifetime. But in fact, such guarantees hurt business and employees.
Critical Issues The obvious problems that exist in BTC include staffing and decline in sales. Staffing has become a strenuous issue in the company, since there are many locations that have physical store buildings built but are sitting unstaffed. This problem not only involves in having a high labour demand, but extends to hiring the right employees that meet their standards – which increases the difficulty to meet the labour supply. In addition to that, the company has a high turnover rate due to the constant change in compensation, which consequently results in sales decline in the organization. To summarize, the critical issues with BTC are the following: - High Labour demand - Low Labour (that meets the standard) supply - High turnover rate - Sales decline Analysis Recruitment Staffing the stores, as stated by Nkere Udofia, the vice-chairman of Montreal BTG, is BTG’s most challenging issue.
Many times we often find ourselves at a job that we don’t like simply because that is what pays the bills. Extrinsic factors are important to consider when looking for a career. Now days everyone seems to be over worked and under paid. If the pay compensation was a rate higher then everyone wouldn’t mind the chaos. I believe money can’t buy you happiness, so if you are at a job were you are not happy eventually it will start to affect your work ethics.