Treadway Tire Case Study Analysis - Job Dissatisfaction and High Turnover at the Lima Tire Plant

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Action Plan:

First, the training program should to be a top priority. The new training program should provide foremen formal and on-the-job training, so that it can make the foremen feel confident to accomplish their duties. And training cost is expensive, but the Human Resource advisor Wall should make a cost plan to reduce the cost of the training program as soon as possible with the manger Bellingham.

Secondly, according to the lack of communication with all level in the company. The supervisors should be more involved with the team and the foremen. Try to help them feel involved since they are the lower management.

Thirdly, Human Resources department should play a very important role in connecting with all the employees. The Human Resources advisor Wall can help to set up meetings with salaried workers. And the representatives can be chose from every department to the meetings to help discuss the general issues, problems and concerns. In addition, the foremen and the hourly workers’ opinions and suggestions are also important to help improve the organization structure. Their suggestions may help increase the productivity and decrease the cost.

Fourthly, the new hiring policies should be put to use like the one recommended by Ashley Wall. She suggested: 60% internal hires, 30% college graduates, and 10% company transfers. And I suggest the new foremen, which are hired, as experienced candidate still need to attend the training program. But for reducing the cost, they can attend a part of the training. For instance, help them to know about the history and operation model of the current company.

Finally, the foremen cannot see the opportunities on their careers. For example, in 2007, only one of foremen was promoted to be a general supervisor. For these foremen, the everyday goal is to meet the performance goal. Besides, they have no plan and no time for their promotion. For company, to improve the lack of the foremen position, they can set up an advisory board, it can share problems and issues with both salaried workers and hourly workers. It can also enhance the connection with all level, and help foremen accomplish the duties and issues quicker. Because of more hands make light work.

Conclusion

In conclusion, to increase the morale of the foremen and solve the problem of high turnover, they must put the recommendations in use as soon as possible. Production goals are important for an organization, but the personnel are the souls of the company. If the personnel lose the morale, and become dissatisfied with the company, the company will fail. As we know, the high quality of the personnel the company has, the high productivity they will have, and it can also save the unnecessary cost and lost.

References

Robbins, S., & Judge, T. (n.d.). Organizational Behavior (Edition 16. ed.).

Skinner, W. & Beckham, H. (2008) The Treadway Tire Company:

Job Dissatisfaction and High Turnover at the Lima Tire Plant. Source: Harvard Business School, Brief Cases. 2189