As a result, a small percentage of employees took advantage of the situation, leaving a large number of employees feeling unsatisfied with the situation due to inequality at workplace. A limited time offer! 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. 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. Simard observed that relations were strained between management and employees and, through information from a seminar he had attended, ordered the removal of time clocks. 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.
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. There should also be examples made of the employees who have misused their liberty by either termination or suspension. There were hardly any communication between Mr. In my opinion, the problem was caused by lack of planning for such decisions. Two months later, however, problems started to appear.
Simard and the rest of the organization in making such moves. Discuss the consequences of the lte clock removal on Ancol’s effectiveness as an organisation, using any two of the perspectives of organisational effectiveness.
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. He also lacked communication with the union, as well as higher management.
Ancol Ltd. Study Essay
nacol First and foremost, if possible, Simard should have communicated with the previous manager. Employees began leaving early, showing for work late, and taking extended lunch breaks that created distrust and frustration among management and other employees. Want to get a price estimate for your Essay?
Sorry, but copying text is forbidden on this website! In order to establish this, his first move was to remove the clock system for employees to record their shift sutdy. Simard had not identified the root of the strained relations between the senior management and the employees. Not all ideas that come from seminars pertain to every situation and lyd system change should be analyzed to predict the outcome in every functional area, such as the payroll department.
Without time clocks, the payroll department could not deduct pay for the amount of time that employees were late. Conclusion To conclude, since the issues stem from a lack of insight and communication, the solutions should also pertain to areas of insight and communication.
This process would take another month. Instead, a letter of reprimand was placed in the employee’s personnel file. 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.
It is difficult to see any negative consequences of this alternative, as the removal of time clocks was a disastrous solution. Hi, I am Sara from Studymoose Hi there, would you like to get such a paper?
Problems and Symptoms of Problems: Sorry, but copying text is forbidden on this website. A couple of months after the time clocks were put back in place, Sims attended an operations meeting at Ancol’s headquarters in Melbourne.
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.
Accessed May 23, The constraint to finding a holistic approach is that it stydy time and the right solution may not come into fruition. But the supervisors had no previous experience with keeping attendance records, and many lacked the necessary interpersonal skills to discuss the matter with subordinates.
Ancol Ltd by Emily Sinclair on Prezi
Case Study Option 1. Simard joined Ancol Ltd. If he had communicated with sudy employees and management and previous manager in order to understand the issue at hand a much better solution could have been implemented.
Your Answer is very helpful for Us Thank you a lot! Instead, the caee would assume that employees had put in their full shift.
Ancol Ltd. Study Essay Example for Free – Sample words
Productivity had dropped due to poorer attendance records and increased administrative workloads. This process will take approximately a month or two. What changes should occur to minimise the likelihood of these problems occurring in the future?
The main idea behind removing the clocking system was to improve relationships between employees and management.
Click to learn more https: A competent manager would have created a more holistic and beneficial solution.