The training should have the following important aspects: All of the problems were caused by the inefficient system that was in place. In addition to the training, it would be important to put less pressure on the foreman and supervisors for things that are outside their control.
Pressure for results should only be applied when the employees are given the proper resources to succeed. The training would help to empower the leaders to be able to make the proper decisions.
Most of the lower level leaders within the company were either under trained or not trained at all.
The initial training would help all of the leaders to be on the same page. Interactions between Treadway Tire employees and Union Workers 3. If Treadway Tire continues to add more and more pressure to the foreman and supervisors with out providing the necessary resources, the company as a whole will fail because there will be higher turnover rates and the production will decrease.
I am not an expert in the manufacturing processes that occur at Treadway Tires, but I don know that natural fatigue occurs after a period of time. With the reduced stress, the company will see less turnover and higher production.
As the training program continued, the foreman and supervisors would be asked for feedback and the training program could be further developed to meet the needs of the organization. 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.
The current length of time for each shift could be reduced so that it causes less stress on the individuals.
Upper management can increase pressure when there are inefficiencies within the system, but they should not increase the pressure without additional resources once the system has reached a high level of efficiency because it will lead to failure.
By implementing a few of the changes mentioned, Treadway Tire will see an increase in the morale of the employees and a better relationship with the unions. 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. In addition, the stress on the foreman and supervisors will be reduced.
They were seeing an increase in pressure each year and the increase in pressure was reducing the quality of the performance due to stress. It will eliminate the sink or swim mentality forced on the foreman and supervisors.The Treadway Tire company plant in Lima, Ohio is the companys one of the biggest plants and most important.
It has been plagued with high employee turnover at. Treadway Tire Company Implementation Plan To the Director of Human Resources: Ms. Ashley Wall, We are pleased that you enjoyed our analysis of the current situ. Appoint a mentor/ review groups Case Study The Treadway Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plant Theoretical Survey.
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Only at mi-centre.com". Running Head: Case Study Analysis: The Treadway Tire Company 1 Case Study Analysis: The Treadway Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plant Dennis Stovall Kaplan University GB Strategic Human Resources Management April 22, Case Study Analysis: The Treadway Tire Company 2 Abstract This analysis focuses on the Treadway Tire Company.
Treadway Lima Tire Plant_Case Analysis By Vishal Joshi - Free download as Word Doc .doc /.docx), PDF File .pdf), Text File .txt) or read online for free. Employee dissatisfaction at Treadway Tire's Lima, OH plant3/5(2).Download