...Deep Smarts Situations Who is he? Another Situation Complex Situation Others could not diagnose Good Judgment Rapid Decision Is he Smart? Is he an emotional intelligent? Is he brilliant? Who is he? “Deep Smart” Smart” “Go To People” Dorothy Leonard & Walter Swap Authors William J. Abernathy Professor of Business Administration Emerita Harvard Business School Professor of Psychology emeritus and former Chairman of the Psychology Department of Tufts University Author: Dorothy Leonard • • • • William J. Abernathy Professor of Business Administration Emerita, joined the Harvard faculty in 1983 3 yrs of teaching at the Sloan School of Management, MIT Has taught MBA courses in managerial leadership, corporate capabilities, new product and process design, technology strategy and innovation management Also served as a Director of Research for the Harvard Business School and Director Journals Published of Research and Knowledge Programs for Harvard Business School's non-profit 36 organization, HBS Interactive Education Chapter Written – – – – M. A. Ph.D. M.A. B.A. Harvard University (Honorary), 1992 Stanford University, Stanford, CA, 1979 University of Virginia, Charlottesville, VA, 1968 Principia College, Elsah, IL, summa cum laude, 1963 • 20 • • Served as Board of Directors in – – American Mgmt Systems, Fairfax, VA – 1992-2004 Gannett Communications, 1997-99 Been in Advisory Boards of – – – – – Prod Dev & Mgmt Association...
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...feels when they experience loss through a divorce or death of a loved one. Unemployment carries an array of emotions ranging from stress, fear, anxiety, and depression. Unemployment contributes to low self-esteem and to family instability, decreased family relations, and in some cases family violence. Lessons can emerge from those who cope well with unemployment, but the immediate goal is to survive emotionally and financially until you have a clear direction for you and your family. In my research paper I will explore not just the individual directly, but the economical and psychological affects unemployment have on the family as a whole. Economic Effects of Unemployment Time to count the cost. How people respond to long-term unemployment varies depending on the stage of their careers, on their family situation and, most of all, on their financial resources. Those with working spouses, who have an income and usually health insurance, can generally get by longer than those without. And whether unemployed workers sink or swim can depend on how resilient they were to start with. Whatever your family situation may be, there is still a loss of salary. In taking a hard look at reality, it is time to study your financial situation. Most of the long-term jobless are finding ways to get by, though they're using more savings, home equity or family help than they would like. They are finding productive ways to use their time, taking classes, volunteering or exploring new careers -- even...
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...Sink or Swim – a case study for Employee Orientation 1. What are the key Differences regarding the first day of work for these two employees? The key differences regarding the first day of work between Jill and Ben is the good introduction of the manager for Jill, which it was very professional how the meeting was, she was introduced to her office, provided with computer, stock, and supplies, later was introduced to her colleagues, Jill was fully understand her task and proper Schedule for next coming weeks, followed by series of online Orientation courses and making her known about company's values, mission and consulting methodologies. While Ben his manager didn’t come to meet him on his first day, he was not introduced to his office and colleagues, Ben's office were missing of supplies and computer. He was given a huge paper work, and then large binders, later a list of 20 online orientation courses and tasks that he should complete them within the first two weeks. 2. Are these differences really important elements for recruitment and retention of employees? Explain Yes these differences are very important elements for recruitment and retention of employees, proper introduction to the company are the key essential for the employee for making him or her feel comfortable in the first day of the job, the employee should get familiar with his colleagues, company's mission and values, these elements are potential for determine long term relation in the company. ...
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...Comments on an article subtitled Job Dissatisfaction and High Turnover at the Lima Tire Plant, from Harvard Business Publishing, June 12, 2008, by Skinner and Beckham. This case study was of a tire manufacturing plant in Lima, Ohio and the study focused on the negative working conditions that existed for the line foremen and the consequent high turnover problem. Some of the Problems and Symptoms: Foremen were pulled in conflicting directions by hourly staff, management and union. They did not get respect from any of the three constituencies. Foremen had too many responsibilities yet not enough authority to effectively deal with them. They needed to do lots of juggling with daily personnel, resource and administrative issues. They felt unsupported by upper management and felt that felt their locus of control was external (which in large part it was). They had little disciplinary power and had to go through the union and often had no explanation of the union’s actions with regard to deciding to discipline or not. Lack of training. Foremen were thrust into a sink or swim situation with little guidance and little preparation. Most did not have college degrees and without training or educational background many probably lacked the skills necessary to navigate the job. The system all but set them up for failure. Emotions and attitudes are contagious. The symptom, dissatisfaction, of the foremen spread to other employees exacerbating and exponentially growing problems that...
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...Transcript of Case study 2: The Treadway Tire Company Case Study 2 The Treadway Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plant -The IT company in this movie has a terrible employee organization, as well as over pressured managers who tend to hassle lower employees, which causes main Character Peter Gibbons to be highly unsatisfied with his job and sabotage the company -Retail and Restaurant industry has some of the highest turnover rates. But the retail stores and restaurants that fully train their employees, are flexible and institute a culture that fosters loyalty are the ones that most overcome job dissatisfaction - Balance hiring policy by adhering to 60% internal hires, 30%college graduates & 10% company transfers - Implement rotating 8 hour shifts instead of 12 hour shifts - Re-institure the month long rotational training program for foremen - As they learn new task they gain higher pay so this month long training doesn't cost company too much - Start an internship program that brings in potential employees without having to pay them unless they are offered a full-time job -Assign area managers as formal mentors to expose foremen to the key processes in the plant as well as inform them on authority and Union issues -Then routinely assess job satisfaction and be ready to change plan when necessary Works Cited How to Keep Your Best Employees: Developing an Effective Retention Policy [and Executive Commentary] Terence R. Mitchell, Brooks...
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...This case study examines the Lima Tire Plant of Treadway Tires, specifically the high turnover rate and expressed job dissatisfaction of the plant’s line foremen. The Line foreman supervise 12 hour shifts and are responsible for a wide variety of the day in day out functions of the manufacturing line. They are also responsible for the work of the hourly waged, unionized workers. The line foreman are the lowest ranked management position in the company and are held directly responsible for meeting quotas over which they have no control in setting. The line foreman also lack control in being able to set and enforce work standards due to union interference, and lack of support from management. There is almost no training given to the line foreman and many of the people holding this position lack formal, college educations. Ashley Wall, Director of Human Resources, is charged with solving this problem. Ashely acknowledges that a problem exists and had developed a training plan for the line foreman that would allow them to observe in the Payroll and Human Resources department in order to become more familiar with time sheets, paychecks, union contracts and disciplinary issues; however this program was never funded due to a cost cutting mandate. There are some big problems in Lima. Among the most urgent to be solved in order to reduce turnover and increase job satisfaction are to mend the schism between workers, middle management and executive management, and to develop a system of...
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...This case study examines the Lima Tire Plant of Treadway Tires, specifically the high turnover rate and expressed job dissatisfaction of the plant’s line foremen. The Line foreman supervise 12 hour shifts and are responsible for a wide variety of the day in day out functions of the manufacturing line. They are also responsible for the work of the hourly waged, unionized workers. The line foreman are the lowest ranked management position in the company and are held directly responsible for meeting quotas over which they have no control in setting. The line foreman also lack control in being able to set and enforce work standards due to union interference, and lack of support from management. There is almost no training given to the line foreman and many of the people holding this position lack formal, college educations. Ashley Wall, Director of Human Resources, is charged with solving this problem. Ashely acknowledges that a problem exists and had developed a training plan for the line foreman that would allow them to observe in the Payroll and Human Resources department in order to become more familiar with time sheets, paychecks, union contracts and disciplinary issues; however this program was never funded due to a cost cutting mandate. There are some big problems in Lima. Among the most urgent to be solved in order to reduce turnover and increase job satisfaction are to mend the schism between workers, middle management and executive management, and to develop a system...
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...But in reality the whales that are captured for this company are very capable of living with their pods in the ocean, once they enter the tanks is when mental and physical problems start to occur. Less than 1% of wild orcas have a collapsed dorsal fin, and all the males and about 50% of females in captivity have collapsed dorsal fins. Orcas in captivity do not have enough space to swim around which can cause their fins to fall and they are fed an unhealthy diet of dead thawed fish. The chlorine amount in the pool also hurts their skin and the trainers have seen mucus come from the orcas’ eyes. Trainers have also reportedly had problems with the chlorine levels in the pool. According to a trainer, he was directed to not open his eyes for at least 7 days or he would risk going permanently blind. Being transferred from the ocean to the chlorine filled pool, the orcas have a hard time adjusting to a drastic change like this because their skin and eyes are so sensitive. People can also say it is a good learning experience to see these beautiful creatures up close. In reality, the orcas you see in the tanks are not the magnificent...
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...Treadway Tire Company Case Study Background Treadway Tire Company is a major North American supplier of tires to original equipment manufacturers (OEMs) and replacement tire markets. They currently manufacture Treadway Primo, Treadway Performance, and other private tire brands. Treadway’s Lima Tire Plant, based out of Lima, Ohio is considered one of the company’s top plants for productivity and quality ratings. A continuous operations plant – operating 24 hours a day, seven days a week with four rotating shifts – the Lima Plant produced approximately 25,000 tires per day in 2007 alone. There are over 1100 employees at the Lima Plant location – 970 hourly and 150 salaried. The hourly employees are unionized by the United Steelworkers (USW) and are directly supervised by the salaried line foremen. The foremen possess a large bulk of the responsibilities at Lima, supervising all phases of production and quality assurance work as well as dealing with a variety of personnel, resource and administrative duties. They are often pulled in conflicting directions by the hourly employees, the union regulations and upper management. According to Brandon Bellingham, the plant manager at Lima, “Meeting performance goals is the most important duty of the line foremen.” However, the lack of proper training does not allow the foremen to successfully handle situations causing them intense pressure and a feeling of inadequacy. In the past year, the Lima Plant has experienced a...
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...------------------------------------------------- HR Case Study Misdirection and Disorientation: A lasting First Impression April 21, 2015 university of Aruba Prof. Dr. Scott J. Smith, Ph.D., C.M.P. April 21, 2015 university of Aruba Prof. Dr. Scott J. Smith, Ph.D., C.M.P. Author: Andre Letang (143561) Author: Andre Letang (143561) Table of Contents 1. Introduction 2 1.1 Carlos Silver (The new recruit) 2 1.2 Candice (The leader) 2 1.3 Mandy (The assistant catering manager) 2 1.4 SWOT analysis case study 3 2. The Case Study Analysis 4 2.1 What went wrong? 4 2.2 Would it have gotten better after a few days? 5 3. Recommendations 6 Reference 8 1. Introduction The case study is about Carlos, a newly recruited individual with no work experience arriving for his first day of work. Carlos a fan of the Golden Moon Resort and Spa was thrilled when two days after his interview with HR, the resort’s catering director, Candice, called asking him to start the following Saturday. As a fan and young man, Carlos showed great enthusiasm and willingness to learn in order to ensure the company remains successful. At arrival, because of lack of communication, training and clarity Carlos experienced several awkward encounters. These encounters lead to Carlos feeling confuse, discouraged and frustrated, which stimulated him quitting on his first day of work. 2.1 Carlos Silver (The new recruit) Carlos is a freshman at the local university...
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...Case Study Unit 5: The Treadway tire company: Job dissatisfaction and high turnover at the Lima tire plant Strategic Human Resources Management April 20, 2014 Case Study Unit 5: The Treadway tire company: Job dissatisfaction and high turnover at the Lima tire plant Case Study Unit 5: Prepare a case analysis on the topic of Traditional versus Strategic HRM and Its Effectiveness for Organizational Success. Case Analysis Criteria: Your Case Analysis should consist of: * A brief analysis of the situation and pending-decision problem, as presented in the case, and as relevant to your answer. This should be exceptionally brief and you should assume the person reading the Assignment is familiar with the details of the case. * Identification of the major issues surrounding the organization or individuals involved with the organization. * Identification of alternate courses of action to address the issues identified. * The decision or recommendation for action, with the appropriate supporting arguments. * The Case Question is designed to guide the direction of your analysis in the case. Your analysis should address and ultimately answer the question. Analysis: The tire plant in Lima is going through some rough time as its profits and margins are declining due because of the rising cost of raw materials and also due to intense global competition. Not much can be done with the increasing cost of raw materials but to reduce the overall company’s cost,...
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...assessed the situation of traveling to New York state’s CDC in July to find a cure for zombie-ism by co-teaching a proposed zombie evasion training program, especially for the 10 out of 50 scientist who had no training and would be traveling with Carol Montega. This training class had two goals: 1. Scientist would know how to hunt, build a fire, and to find edible plants to eat. 2. Generally survive in the wilderness With the nature of this training program that should begin on June15th, certain stipulation have to occur such as trainees must arrive with their own rifles and camping equipment, and lastly, all trainees must have undergone a 10-day quarantine to ensure they have not been infected with the zombie virus. However, the brief study finds the prospects of the training program in its current state are not positive. The major areas of flaw require further investigation and remedial action by the co-trainers. Recommendations include: • Discussing with co-trainers about why 3 of 10 scientists haven’t been quarantined • Improving/increasing scientists learning how build fire without matches and surviving in general • Increasing the usage of rifles of scientist who did not have rifles with them, including ammunition or camping supplies The training program has successfully identified key solutions to avoid being eaten by zombies, through a training program to prepare the scientists on their travels to New York State’s CDC, but other areas will need improvement before...
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...Bilingual education should continue to be an option in the United States because of the many benefits such as: aiding non-English speakers stay on track, giving natives the opportunity to learn other languages, and helping preserve the cultures of non-natives. Bilingual education is the key to increased high school graduation and college success rates. By offering non-natives the opportunity to learn another language while learning in their native language eliminates the pass or fail, sink or swim aspect of English. When students unfamiliar with the language are put into classes without assistance, both the teacher and student are being cheated. The teacher’s performance will be judged for not being able to teach a non-English speaker the curriculum and the student will also be penalized for not understanding. Bilingual education bridges the education and knowledge gap between natives and non-natives. How can bilingual education not be an option in certain states when “…hundreds of scientific studies over the past half century have shown that bilingual education…is an effective approach for teaching second...
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...Something Nobody Knows About Me It was another summer holiday and after a year of studies. Personally I had more to look forward to, than just the holiday. I was the winner of a fully paid trip to the southern coast. Everyone envied me and wished they would be in my shoes for a moment. But as for me, it was a different case. Unlike the excitement and joy that people celebrated for my win, I really regretted for participating in the competition, because I had a problem with the prize. My course instructor was excited very much, since she was to accompany me for the trip. I knew she was particularly eyeing the huge sum of money that would be allocated to us on the day of the trip start. Word went round the school and the neighborhood about my achievement. I approached the school authorities and expressed my desire not to take up the trip. They argued that it will be an insult to their sponsors and that I had to go regardless of the situation. Personally I did not want anything to do with water. I was water phobic. I had attended psychiatric lesson to try and end my fear for water. Everyone talked of how fun a holiday at the coast will be, but the single thought of having water around me freaked me out. I came to learn that we had been booked a hotel suit on one of the islands. This was getting even worse. The reason why I believed water was only safe in a glass was the story my mother narrated to me about how we lost my dad in the sea. She told me how I fell out of boat when...
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...In this case, there were many problems within the Treadway Tire Lima factory plant. All of the problems were caused by the inefficient system that was in place. Most of the lower level leaders within the company were either under trained or not trained at all. Three things that could have been done to fix the system would be an organized training system within Treadway Tire, less pressure on the foreman and supervisors for immediate results on things that were outside their control, and shorter shifts. If Treadway Tire implements an organized training program, the supervisors and managers won’t have to come up with everything on their own. It will eliminate the sink or swim mentality forced on the foreman and supervisors. The training should have the following important aspects: 1. Plant operations 2. Interactions between Treadway Tire employees and Union Workers 3. Proper disciplinary actions for employees 4. Areas for personal management education and advancement In starting an organized training program, the initial training would have to happen right away for all management from foreman to managers. The initial training would help all of the leaders to be on the same page. After the initial training, it would be important to have a refresher training course every six months to a year so that the leaders would know what they could and couldn’t do. As the training program continued, the foreman and supervisors would be asked for feedback and the training program could...
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