CASE STUDY ANCOL LTD

He also lacked communication with the union, as well as higher management. Employees resented the reprimands, so relations with supervisors deteriorated. Therefore, perhaps Simard could have trained the existing management, or replaced them with more competent staff to create a more insightful staff and a healthier work environment for the employees. The problem stems from issues of competency and communication. The problem had to be managed. Furthermore, Simard could have rewarded those who stay longer and later to incentivize those who consider abusing their privileges.

If you need this or any other sample, we can send it to you via email. Simard did not have the insight to understand the situation he was placed in. There is no evidence of a productivity monitoring system for each employee, which could have also assisted in reporting any misuse. Did not discuss his decision with higher management, or the workers union. If he had communicated with his senior management team and employees about the time clocks and its possible consequences, perhaps he would have found a better approach.

Therefore, perhaps Simard could have trained the existing management, or replaced them with more competent staff to create a more insightful staff and a healthier work environment for the employees. Nine months after removing the time clocks, Paul Sims met with union officials, who agreed that it stufy be better to put the time clocks back in. 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.

Throughout this time, Simard should have conducted research into anckl consequences of the removal of all time clocks and would refrain from doing so. 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. He wanted to bridge the gap and pull both sides together for a better communicative understanding between them.

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case study ancol ltd

Literature Review Dissertation chapter: Wu looked surprised, then chuckled. He then could move to understand the needs of the management and workers to develop a solution that would benefit the whole factory. He needs to implement a productivity monitoring system, which can track the production of each employee.

case study ancol ltd

This process will take approximately a month or two. 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.

In understanding the underlying issue, Simard would be able to effectively tackle the problem without uncertainty and then, Simard should have effectively communicated with his management team and his employees to find a solution that would benefit both parties and foster productivity, integrity, and trust back into the factory.

How to cite this page Choose cite format: If he had communicated with his senior management team and employees about the time clocks and its possible consequences, perhaps he would have found a better approach. This led to an uneducated and rash decision to order the removal of time clocks from the factory that led to negative consequences.

One of Sims’ first observations at Ancol’s Shepparton plant was that relations between employees and management were strained. We use cookies to give you the best experience possible. Instead, a letter of reprimand was placed in the employee’s personnel file. We will write a custom essay sample on Ancol Ltd. Moreover, the increased absenteeism levels were beginning to have a noticeable effect ltf plant productivity.

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The number of grievances doubled over six months, which required even more time for both union officials and supervisors to handle these disputes. Accessed May 23, It is obvious that the removal of the time clocks led to more harm than good. 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.

Ancol Ltd. Study Essay

We use cookies to give you the best experience possible. The idea behind this was that employees will be able to work much freely; realizing management has andol certain level of trust in them. Case Study Option 3.

case study ancol ltd

In this process, a new relationship would be built between anvol parties and workplace productivity and happiness would increase. There were hardly any communication between Mr.

Ancol Ltd. | Free Essays –

The central issue at the Jonquiere Ancol Ltd. 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.

I strictly believe, it is still Mr. The problem stems from issues of competency and communication. Employees did not wtudy these letters to become a permanent record, so they filed grievances with their labour union.

Although this represented stuy about 5 per cent of the employees, others found the situation unfair.