Get custom essay sample written according to your requirements Urgent 3h delivery guaranteed Order Now. Moreover, the increased absenteeism levels were beginning to have a noticeable effect on plant productivity. Taking a page from a recent executive seminar that he attended on building trust in the workplace, Sims ordered the removal of all time clocks from the plant. Simard; however, he overlooked some key measures to achieve his objective:. After just a few months, Ancol found it necessary to add another supervisor position and reduce the number of employees assigned to each supervisor. Case Study Option 1.
Although, this was a positive intention from Mr. Instead, the plant would assume that employees had put in their full shift. Failed to understand the competence level of the supervisors and their current roles and responsibilities prior to implementing the process Failed to discuss with payroll and understanding possible effects of operational decisions causing problems within other departments. Nine months after removing the time clocks, Paul Sims met with union officials, who agreed that it would be better to put the time clocks back in. He needs to implement a productivity monitoring system, which can track the production of each employee. The problem had to be managed.
Although the Shepparton plant was the smallest of Ancol’s 15 operations across Australia and New Zealand, the plant manager position was a valuable first step in a promising career. One of Sims’ first observations at Ancol’s Shepparton plant was that relations between employees and management were strained.
During lunch, Sims described the time clock incident to Liam Wu, Ancol’s plant manager in Christchurch. With regards to the issues that occurred after the removal of the time clocks, there were many alternatives that Simard could have implemented that would have decreased the damage done. At the onset of his work term, Simard should have sought to understand why there was a rift between the employees and management. This process will take approximately a month or two. The previous manager had left some time ago, but Wu heard about the time clock incident from a supervisor during the manager’s retirement party two months ago.
Ancol Ltd. Study Essay Example for Free – Sample words
This policy would have positive consequences and would create xase trust between the employees and workers. Productivity had dropped due to poorer attendance records and increased sttudy workloads. Case Study Option 2. Employees did not want these letters to become a permanent record, so they filed grievances with their labour union. This process would be ongoing until the solution was found and implemented. Get custom essay sample written according to your requirements Urgent 3h delivery guaranteed Order Now.
Throughout this time, Simard should have conducted research into the consequences of the removal of all time clocks and would refrain from doing so.
The constraint to this alternative is that training or hiring new management is time consuming and costly, and trust would have to be fostered between the new hires. We will write a custom essay on Ancol Ltd. Your Answer is very helpful for Us Thank you a lot!
Taking a stuey from a recent executive seminar that he attended on building trust in the workplace, Sims ordered the removal of all time clocks from the plant. He needs to implement a productivity monitoring system, which can track the production of each employee. There were many alternatives that Simard could have attempted such as talking with his senior management team and employees, or communication with other managers at plants in order to understand the consequences of removing the time clocks.
Although this represented only about 5 per cent of the employees, others found the situation unfair. Did not do enough research to identify if similar approach was taken in the past within the organization or elsewhere, and identify whether there was any business risks associated with his decision.
Ancol Ltd. Study Essay
How about make it original? Although this might be viewed as a negative amongst some members; however, if there are rewards associated with it i. There should also be examples made of the employees who have ancpl their liberty by either termination or suspension. He also lacked communication with the union, as well as higher management. Employees began leaving early, showing for work late, and taking extended lunch breaks that created distrust and frustration among management and other employees.
Simard should have attempted to understand the implications of removing the time clocks in the factory. Supervisors were burnt out from overwork. Simard did not have the insight to understand the situation he was placed in. Sorry, but copying text is not allowed on this site.
As a result, a small percentage of employees took advantage anxol the situation, leaving a large number of employees feeling unsatisfied with the situation due to inequality at workplace. The new manager should have tried to understand why relations between employees and management were strained in caze first place. Initially, the production employees at the Shepparton plant appreciated their new freedom. Employee—management relations had deteriorated below the level that Sims observed when he had started.