Job Dissatisfaction and High Turnover at LIMA TIRE PLANT
Sharing is caring!
The context of the Study
Reasons Behind Job Dissatisfaction and High Turnover
Lack of training
Hourly based employee’s careless tendency toward foreman
Impact of the limited power of foremen
As I have already mentioned above that foremen’s power is limited. They cannot go against union’s wish. When a labor is irregular or often late at work then foremen cannot take any effective action against him. Actually, they have less power to control them. So Most of the time foremen cannot reach expected target.
Impact of communication lacking
Impact of less organizational involvement
Impact of being less educated
Lack of role clarity
Impact of Long shift timing
Impact of learning environment lacking
Poor quality performance review
Impact of the poor relationship between management and union
Recommended Action Plan
MBO-Management by Objectives
Improved Recruitment Process
Introduction of formal training/mentoring programs
Workers must earn enough knowledge through formal training processes which supportive crucial industrial manufacturing processes such as tracking their hours and production runs. Formal training may be involved through the following phases
b) Designing the training, including identifying learning goals and associated objectives, training methods to reach the objectives, and means to carefully evaluate whether the objectives have been reached or not;
c) Developing the training methods and materials;
d) Implementing the training; and
e) Evaluating whether objectives have been reached or not.
Reduce shift hours for hourly workers
Performance Goals for line foreman
Use of the correct motivational methods
Introduce proper communication channels
Improve interpersonal relations
Introduce Employee Recognition programs
Establish a learning environment
To build a relationship between line foremen and other workers within the plant
To ensure working skills
Lead to proper communication channels
Job rotation and job sharing practices
Challenges in implementing change through the above action plan
- The major challenges faced while introducing the above changes are:
- The area managers and supervisors are traditional and may feel a loss of power if the foremen are empowered.
- Training the foremen incurs a cost for the management.
- Supervisors and area managers might show resistance towards participating in the social events meant for interaction with foremen. They have to be educated about the importance of such interactions and the benefit to the Lima plant as a whole.
- The foremen and supervisors may take time to get acquainted with and participate in knowledge transfer and participative goal setting procedures.
Sharing is caring!