Summary Of The Slade Company Plating Department

There are several problems at Slade. The major problem was the dishonesty among the Sarto’s group members in the Plating Department. They abused the “punch-in and punch-out system” for those who wanted to leave early or arrive late. One of the group’s members stayed late and punched the time cards of other members and helped gain them free time without pay loss. This operation of staying late rotated (Slade, 1995). They tried to do this in order to make more “overtime” salary.

Slade Company is a small but prosperous manufacturer of metal products located in central Michigan. It employs 500 workers who are engaged in producing a large variety of clamps, inserts, knobs and similar items. Despite the success of Slade Company, the manufacturer faces problems in the plating department. The production manager, Ralph Porter, is concerned about dishonesty among employees, abusing the clocking system for logging in the work hours. The typical workweek in the department is 60 hours, with the first 40 hours paid on a straight time basis while additional hours were paid 50% higher (100% higher for weekend work). Typical workdays

Consequently, he decided to take initiative and put it to an end by declaring “to stop the motor of the world.” It was as though the company were trying to embed evil practices into the worker’s monotonous workload. Galt’s pure genius helped him devise a plan to stop these wretched procedures, and what better idea for employees to

During shift change one morning, one employee arrived late to shift huddle. I noticed she was visibly agitated, and immediately prepared myself for her behavior. As expected, she started demanding things and barking orders. She assessed the daily schedule, and her agitation turned into frustration. Once she finished evaluating her assigned position, she slammed the

illustrate either effective or ineffective handling of a managerial situation. The authors may have disguised certain names and other

In the competition of capitalism, the highest factors for production have been the cost and time. For these goals to be met, management from the highest positions of the company rarely reflected their attention towards the laborers turning the screws, but the closest responsibility for these people were their supervisors. Employees that had to run machines during certain facility operations would be assigned extra

In this paper Team C will discuss a situation within a company that requires research, hypothesis and variable. We will also go over the ethics that need to be taken into account. The situation that is being faced is the employee turnover rate is too high. This is a significant problem because it is causing the company to lose money each time they have to train a new employee. This is a great situation to research and find out what is going on, and figure out how it can be changed. The research for this will figure out why the situation seems to be that there is a high

Employees are an important part of any organization and organizations need to treat them as thus. In the 21st Century, as a result of changes in the labor markets, organizations are more responsive to worker conditions and this might have resulted in the

This paper analyzes the reasons sales manager, Jim Reed, was unsuccessful in suitably motivating one of his top employees, Fred Maiorino, to remain a top employee at Schering-Plough. It will scrutinize Reed's role in contributing to Fred's sense of psychological contract breach—and eventually its violation. The paper will also look at the mishandling of employee appraisals and employee goals and discuss Reed's counterproductive leadership style, ending in the eventual de-motivation of Fred. This paper will also recommend different ways Reed could have gone about motivating and analyzing Fred when it came to employee reviews and performance, how goals were set and how Reed how have approached the situation in a different manner and how Reed

Business corporations are instituted for the primary purpose of economic gain. Often, as the pressure to show impressive profits in each financial quarter increases, it is the workforce who are put under undue stress. Ranging from unreasonably high productivity standards, to sub-standard and hazardous work environments, workers face several potential risks to their mental and physical health. The paradox lies in the fact that an unhealthy and burnt-out workforce is less productive than that which is relaxed and

Scenario: As the new clinical manager at St. Agastine Hospital, I have noticed that employees feel overworked and have low morality. After careful examinations, I noticed that there is low communication between staff, unsure if their workplace safety is taking seriously, high culturally diverse In the organization creating unintentional miscommunication, and employment grievance regarding their work schedule.

Management in Tim’s Coffee Shoppe are doing a good job at making sure that the restaurant is passing their inspections, but some of them have slacked on making sure that the employees fill out their time cards correctly. There has been one employee that has received four warnings throughout working at Tim’s Coffee Shoppe, this employees warnings involve being rude to the customers and to the other employees that also work there. Most of the employees enjoy working there and with their managers. However there is one employee that felt like she was not going to get anywhere by working so she is going to put her two weeks in so she can go work for one of the competitors. One employee suggests that they need to have better cash registers so they do not have to go through the paper receipts to make sure everything is accounted for at the ending of a shift.

Therefore, with a focus on teams and HR expertise on the topics mentioned above the problems encountered in the case can be alleviated through adequate training, conflict mediation and possible documentation of progressive discipline. In addition, proper personality testing of team members/managers can be applied during the recruitment and team compilation process to ensure healthy team dynamics. In respect to working conditions and deadlines, HR can recommend greater use of job design enhanced legal compliance of working conditions. Ultimately, what we see in this case involves issues of ethics and human relations. As Human Resource professionals it is our role to mediate such challenges and eliminate such barriers through facilitation of proper communication and healthy team relations (McShane, L. Steven, Sandra L. Steen, Canadian Organizational Behaviour (McGraw-Hill Ryerson, 2012), 246).

M. Marchington & A. Wilkinson, 2008, Human Resource Management at Work 4th Edition, London, CIPD

Organizations are established to fulfil various needs of the people. The organizational objectives could be achieved via the organization’s growth-oriented mechanism which is inevitable in today’s competitive world. However, the most important factor which needs to be taken into consideration towards achieving the objective is the people or staff members who directly have impact on the productivity of the product or services. Negative behaviour such as absenteeism and high turnover rates will increase the production cost and adversely affect the productivity, thus affecting the overall organisational growth.