This case study focuses on a predicament of an increased turnover .high standards are set in the organization regarding production and functioning , yet they could not retain employees.
The chain of command in the organization sets the line foremen in charge of monitoring the hourly workers. The lost elements of authority and respect between the two different positions forms a tense work environment .Bellingham mentioned ( as cited in Skinner, W.& Beckham, H (2008) ) " they feel that their contributions are undervalued and their concerns ignored "(P.4,para.7).
Problem:
The employed line foremen are not experienced enough nor trained sufficiently to monitor and supervise .The general advisor Herb Adams stated ( as cited in Skinner, W.& Beckham, H (2008) ) "They have to keep their eyes open for trouble makers and let them know who is boss"(P.5,para.4). Which clarifies the lack of required skills.
Opportunity:
Employees will know where they stand and what is expected from them . As cited in Skinner, W.& Beckham, H (2008),Bellingham stated that there are the two factors used by supervisors to judge the employees " their ability to meet or exceed forecasts, and how they manage and train their hourly workers"(p.6,para2).
Recommendation:
further training may not be effective immediately , yet their skills stretch to an extent that fulfills the requirements of the job in some time (Ekaterini Galanou, 2009). The trainee program will boost their knowledge, and will show enhancement once the employee gets a chance to apply (Anastasios D. Diamantidis, 2014).
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Reference:
Skinner,W. and Beckham,H.(2008) The Treadway Tire Company: Job Dissatisfaction And High Turnover At The Lima Tire Plant.Harvard Business School,Brief Cases.2189.