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Seita

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SEITA
The Production site:
Three categories of personnel present in the production site: 1. Supervisors: In charge of the production, maintain supply of workers and raw materials. 2. Production workers: Under supervisors, either machine operators or manual work. 3. Maintenance engineers: Reporting to an external engineer. Do minor repairs of 3 machines.
The tasks of the 3 categories are clearly defined. All rules followed, no personal interpretations and no chance of personal negotiations. Little exchange between categories, no special preference given to anyone, all based on seniority.
Problems shouldn’t have arisen in such a case as everything is defined but nonetheless it does.

Relationship among groups: 1. Production workers and supervisors:
Relationship has little to no value. Production workers know their position in the hierarchy and what work they have to do. The relationship is cordial, friendly and tolerant. And it works because nobody gives much importance.
Problem when supervisors are younger than the production workers. Both less happy. 2. Maintenance agents and Supervisors:
Tense relationship, they don’t like each other. Two additional remarks have to be made:
1. The more maintenance agents are openly aggressive towards supervisors, the more satisfied they are with regard to their personal situation.
2. The satisfaction of the supervisors with their work situation varies in direct proportion with their acceptance of maintenance agents’ behaviors.

3. Production workers and Maintenance agents:
They are not really in contact at work. Maintenance workers consider Production workers as subordinates. Vague answers for getting along together.

Production workers give mixed answers as well. Machine operators (directly linked with machines) complain less than warehouse workers. Complaining machine operators have higher productivity than the non-complaining ones.

1. Why is there such resistance?
Bureaucratic environment prevails in the company as a result of which: * Supervisors are not interested in the variable part of the salary as it will force them to do more work. * People in bureaucratic organizations expected a fixed salary, settled job and limited job function. The quality of job is not given much importance here and as such the supervisors do not want this variable salary. * On the other hand, production workers also resist this change because this will enable them to work with better precision and scrutiny. Their job will be regularly checked by supervisors and this will create more problems on both sides. As both this groups of people are less attached, things could get messy.

* The production workers are resistant to learn and develop skills in the field of maintenance because they are low skilled and it is not their job. * It will increase their workload. * There are no incentives for the production workers by learning the skills. * The tasks are clearly defined among different categories and people don’t jump between categories. * Also, the majority of the workers are satisfied by the work done by maintenance guys and therefore there is no need for them to learn the skills.

2. Suggestions to the director: * Let maintenance agents report directly to the supervisors. * This will help supervisors understand the maintenance issues in the workshop and make sure things are maintained and functioned on time. The agents on the other hand, will get a chance to be more personal with the supervisors and get to know their job better which might help improve their perception about the supervisors.

* Build a friendlier environment among different categories. * Organize social events and gathering for all group so that they meet and talk.

* Construct a more varied growth opportunities in the firm. * If a production worker is good at maintaining machines and if he wants to be a maintenance agent then let there be a possibility to so. People should be a given a chance to jump the categories and not stick to just one category.

* Allow representatives from production workers to be part of the union leaders. * This would increase the satisfaction level of the production workers and make them think that their voices are heard. * This will also enable maintenance agents not think them as subordinates which will restrict them from intervening in their work directly. * Vacancy should be filled by competency and not by seniority. * A more talented should fill the gap rather than the senior most. This would allow to increase productivity.

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