Introduction Ms. Ashley Wall, who has 10 years of experience at Treadway Tire Company as the Human Resource Director, has decided to conduct a in-depth evaluation of the line foremen job dissatisfaction dilemma, within a relatively short period of time and formulate a plan of action to rectify it. Using an action research approach to understand the issue from varying viewpoints, Ms. Wall is committed to resolving the issue as soon as possible by bring to light the key issues at the plant using formal and informal documentation. According to Patton (2002), “to have an understanding of the nature of the problem by those involved will allow human beings to more effectively control their environment” (p. 217). This is to say that as a contributor to the problem being studied, personal insights and experiences can be interjected with a sense of urgency to get any problem under control. Key Issues and Mistakes At Treadway Tire Company, the major problem of job dissatisfaction is the expressed result of varying underlying issues. Firstly, at Treadway, there is a misalignment of the mission and vision statements when compared to the daily work performed. The company has become very focused on surviving the outside challenges of escalating raw materials costs and global competition setting aside the internal issues of morale, job dissatisfaction, and high turnover rate among the line foremen. By continuing to manage by daily numbers, the Lima plant has incorrectly assumed that their current way of managing is adequate. According to Collins (2001) this is managing by “self-ego, self-interest which will hinder them from becoming great” (p. 30). While the outside challenges may not go away, the inside challenges can be handled by embrac... ... middle of paper ... ...ng tough decisions will require a disciplined effort by all key persons. Conclusion The purpose of this study was to summarize the key issues faced by the Treadway Tire Company and to analyze any mistakes made by Ashley in the identification of the problem. There is a sense of urgency in understanding the problem from the different viewpoints of leadership and the line foremen position under study. The data collection will be the key to understanding the problem and will uncover reoccurring themes that can be addressed immediately. When the leadership of companies fails to look beyond what is to what could be, the company as a whole suffers and is not living up to its full potential. At Treadway, its leadership will have to look beyond where they currently are to see what a great company they can be by acknowledging its problems and taking steps to correct them.
Gobias Industries is a company that is seeking to promote diversity amongst the organization and strives to be the best. However, it is seen that the company lacks certain criteria that may negatively impact them to the extent where they would need to shut down their facilities. The main issues Gobias Industries has faced is the harsh conditions employees have to work in that are most definitely safety hazards, Sexual harassment, and low retention rate. It is clear that Jim, Maria, Tracy and most of the employees are not satisfied with their experience with the company indicating that Gobias Industries must do something about it as soon as possible before they decide to leave as well. For this, we have analyzed the three main problems with
Employee motivation and rewards are effective means to retain employees. When an employee is motivated, his or her needs are being met. When an employee is unmotivated, his or her needs are not being met which results in a high employee attrition rate. Riordan Manufacturing is experiencing a high attrition rate. Riordan Manufacturing has 3 plants and employs 550 people. Recently, Riordan hired Human Capital Consulting to perform an analysis on the underlying issues that are causing the decreasing employee satisfaction and to recommend courses of action that will address the underlying issues. Research has been done to identify the issues and opportunities, the stakeholders and ethical dilemmas, and the end state vision. A gap analysis has also been performed to determine the gap between the current situation and the end state goals. Riordan Manufacturing will use this information to determine the best way to proceed towards improving its working environment for the employees.
In 2009 when Sergio Marchionne took over one of the Chrysler plants had around 200 workers and by the end of the summer over 4500 people were employed; at that location alone. During his 60 minute interview Mr. Marchionne gives a lot of acknowledgement to his employees crediting them for the successful turnaround in the company. This shows us that he is the type of leader who would motivate through the positive reinforcement theory because his positivity in the comments to his employees shows that he isn’t taking full credit for all the work that was done and the success that has happened. When Mr. Marchionne became CEO of Chrysler he moved his office down where the engineers work on the 4th floor. “No need for a top-floor penthouse, which sits empty where a chairman and three vice chairmen used to be, when a fourth floor office will suffice.” (Allpro.com). This was one of his first step in creating change of direction in a company which was used to being lead by leaders who didn’t fully engage with the employees. Another point to mention, and a result of his close contact with the engineer, is that the engineers were performing for him and were able to get a brand new car model designed and produced in less than a year; which proves his leadership style works. In order for a great leader to get this kind of effective cooperation from his employees shows his skills in leadership. By giving them positive reinforcement and being a motivational leader with high hopes with an optimistic vision for the future he was able to get them to perform and meet his standards and goals in a short allotted amount of time. This constrictive timeframe was strategic in reentering the automotive industry with a new product to boost sales and pro...
According to the text, “Control is defined as any process that directs the activities of individuals toward achievement of organizational goals. It is how effective managers make sure things are going as planned (Bateman, pp 520, 2007).” The combination of these two concepts, leadership and control help formulate an ideology that becomes an integral part of the success or failure of any business entity. This paper will give Team D an opportunity to delve into Sears Holdings’ leadership and control mechanisms. The focal point of this paper will be to identify the current CEO of Sears Holdings, and gain insight on his background, i.e., training, education, and previous employment. To identify his style of leadership, evaluate the effectiveness of this leadership style based on Sears Holdings’ performance, and to explain the various control mechanisms used in the organization to determine the effectiveness.
The main problems that are affecting the company were the high level of labour turnover, below target production rates, high levels of scrap, the employees had little input in the decision making, therefore resulting in low motivation and job satisfaction, and didn't have enough feedback on there performance. Added to this was the conflict between the supervisors and employees in the production and packing areas, and the grading and payment levels wasn't satisfactory to the employees.
This case study demonstrates a young woman leader, Toby Johnson, who used to serve in the military as a pilot and attended Harvard Business School, joined PepsiCo’s Leadership Development Program (LDP), and was working in the management team at the Williamsport plant. She determined to forge ahead, and led the plant to achieve the Level 3 CI and also won the Doolin Award, which the Williamsport plant had never achieved before. The problem that Johnson encounters currently is that if the plant should continue to forge ahead and achieve the ultimate Level 4 CI, which will cost huge amount of money and efforts with the risk of her sudden leave of plant.
In this paper, we have examined our company of choice, TM Berhad, utilizing each of these four frames as a “spectacle” to determine the leadership approach of its management, and then detailing the more prominent of the frames used.
The company’s approach to motivate employees has been working in a positive way. The employees are satisfied with the family style community, and the productivity has increased as well. The company’s style of treating employees as important partners has been successful in other manufacturing companies too. For example, when Honda opened its first factory in the U.S., the CEO and employees shared the same cafeteria, just like Lincoln.
Harley Davidson’s remarkable success and turnaround from a company nearing extinction to a business model of success (James & Graham, 2004; Johan Van & Brian, 2000; Teerlink & Ozley, 2000) is secured by the environment developed at Harley-Davidson through the organizational changes led by former CEO Rich Teerlink. Mr. Teerlink fundamentally changed the structure of Harley-Davidson from a command and control, top down leadership company to one of collaborative organizational design (Teerlink & Ozley, 2000). This paper will describe the organizational structure at Harley-Davidson, how the organizational structure evolved, evaluate how the structure responds to environmental factors, and conclude with this authors opinion on efficacy. The organizational structural change at Harley-Davidson resurrected an American icon to a global leader in motorcycle manufacturing.
leadership teams fail to plan for the human side of change. Levi’s should ”cultivate their
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
Company XYZ currently experiencing a high turn-over of front-line employees. Based on exit surveys, the findings show that employees feel that “management doesn’t care about them as a person, are overbearing, lack of training, unappreciative of staff, and are overpaid”. Determining which method would work for this business will depend on management behavior and the results from a qualitative and quantitate research.
The purpose of this analysis is to intimately review the Strengths, Weaknesses, Opportunities, and Threats of Ford Motor Company and recommendations for changes in culture, leadership, and/or structure at Ford Motor Company as and when they unfold. In a nut shell, this paper is comprehensively SWOT analysis of Ford Motor Company.
(5) Liker, Jeffrey K. The Toyota Way: 14 Management Principles from the World's Greatest Manufacturer. New York: McGraw-Hill, 2004. Print.
More often organizations are getting into bigger risks in the market with their leaders in nowadays economy. The resistance to change is a reason why organizations trying harder to keep earlier recognized reputation within clients and community. The theme of leadership is relevant for each person as it occurs almost to everyone during the lifetime or to those who at least were a part of a team.