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Iemployee Turnover

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Submitted By bernardt
Words 515
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I. Overview: After a company-wide diagnosis led by a team of our consultants from JD consulting, we have identified the main issues Lima Tire Plant is currently facing: high turnover rate along with serious morale issues with the line-foreman segment. Almost 50% of the foreman positions had turned over in 2007, which significantly escalated the recruiting cost and inevitably led to lost productivity during the transition period. The survey collected from line foremen indicated their dissatisfaction with their jobs and the low morale issues have been affecting the entire plant based on our interview results with management and hourly workers.

II. Analysis: The root causes that account for current high turnover/low morale issue lie in several areas:

A. Tremendous Responsibilities yet no authority: Foremen at Lima plant are held solely responsible for meeting performance goals. This leads them to work under extremely high pressure to ensure no technical/human issues would stop production. Their crude management style driven by the need to meet production targets has created tension between them and the hourly workers. Apart from this, they are also tasked to manage various union and administrative procedures. While having all these responsibilities, they are not involved in any disciplinary decisions. As one of the interviewed foreman pointed out, “We just don’t have any authority anymore and yet still have all the responsibility. No one listens to us as foreman, no one acts on our requests.”

B. Lack of support
a. Lack of managerial support Area managers and general supervisors believe the old management style of whipping employees into shape would still work nowadays and push foreman to simply adopt it; they do not see the need to provide any kind of support for communication or network
b. Lack of technical training

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