If he had communicated with the employees and management and previous manager in order to understand the issue at hand a much better solution could have been implemented. The additional responsibility of keeping track of attendance also made it difficult for supervisors to complete their other responsibilities. Simard did not have the insight to understand the situation he was placed in. Throughout this time, Simard should have conducted research into the consequences of the removal of all time clocks and would refrain from doing so. Simard could have researched and inquired about such methods and perhaps learnt the consequences from the instance at the B.
Simard, and his staff, lacked the insight to effectively find a solution that would provide a holistic approach in solving the already apparent strained relations between the supervisors and employees. Click to learn more https: Case Study Option 3. It is difficult to see any negative consequences of this alternative, as the removal of time clocks was a disastrous solution. A constraint to this alternative is that it can be assumed that Simard does not have a management team that can communicate well, and hiring and training is costly and time consuming.
Ancol Ltd. Study Essay
This policy would have positive consequences and would create more trust between the employees and workers. But the supervisors had no previous experience with keeping attendance records, and many lacked the necessary interpersonal skills to discuss the matter with subordinates.
Simard should have attempted to understand the implications of removing the time clocks in the factory. At the onset of his work term, Simard should have sought to understand why there was a rift between the employees and management. Simard could have been more strict on how many times an employee could be late, leave early, or take an extended lunch break.
We will write a custom essay sample on Ancol Ltd. Click to learn more https: During lunch, Sims described the time clock incident to Liam Wu, Ancol’s plant manager in Christchurch. Simard and the rest of the organization in making such moves. Simard would then ensure that the new management has the appropriate skills to effectively communicate with the employees and him to create a more accountable working environment.
If he had communicated with the employees and management and previous manager in order to understand the issue at hand a much better solution could have been implemented. With his revamped management staff, Simard would then address the underlying problems found through involvement with both the supervisors and employees.
Case Study Option 2. 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.
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A competent manager would have created a more holistic and beneficial solution. Essentially, there should have been an open solution from the beginning. Simard could have researched and inquired about such methods and perhaps learnt the consequences from the instance at the B. Instead, the plant would assume stud employees had put in their full shift. Nine months after removing the time clocks, Paul Sims met with union officials, who agreed that it sttudy be better to put the time clocks back in.
Simard, and his staff, lacked the insight to effectively find a solution that would provide a holistic approach in solving the already apparent strained relations between the supervisors and employees. 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.
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Sims asked supervisors to observe and stjdy when the employees came or went and to discuss attendance problems with those abusing their privileges. Simard; however, he overlooked some key measures to achieve his objective:. Home Papers Ancol Ltd. He needs to implement a productivity monitoring system, which can track the production of each employee.
I strictly believe, it is still Mr. These solutions have obvious pitfalls as the former only creates an adversarial environment and the latter relies on bribery rather than integrity and trust. The problem had to be managed. If he had done this, many of the issues would not have occurred and the factory could have taken a step forward.
Leave your email and we will send you an example after 24 hours 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. This action brought an onset of negative consequences that ultimately led to a further diminishing of relations between the employees and management, accounting issues due to lack of accountability, and problems between the union and Ancol Ltd; All of these issues decreased productivity in the factory.
Case Study Option 4.
Although less costly, training the existing staff may not be the best option due to the fact that that the strained relations may be in part due to personality traits. This process would take another month.
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