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Unions can play a significant role towards supporting the rights of different workers. Labor Unions ensure every employee gets “the best remunerations, allowances, compensations, and equal representations” (Mello, 2014, p. 29). This fact explains why such unions have been on the rise. However, labor unions can affect the productivity and performance of different workers. Every company that bargains with labor unions disorients its business performance.
Such negotiations can result in poor employer-worker relationships. Many American companies have been using appropriate strategies and procedures in order to ensure their working environments are union-free. According to Mello (2014, p. 59), “proper remunerations, medical covers, insurance policies, and provision of proper working environments can support the needs of different workers” (Mello, 2014, p. 78). This essay examines the major issues affecting Tread-way Tire Company.
Identifying the Major Issues Surrounding Tread-way Tire Company
Tread-way Tire Company has been closing down some of its plants. To begin with, “the tire manufacturing industry has continued to face new challenges such as skyrocketing prices for raw materials and increased global competition” (Skinner & Beckham, 2008, p. 2). The cost for raw materials has increased due to the changing oil prices. Every Line Foremen has been playing a critical role towards supporting the company’s objectives. The company supports its Line Foremen in order to achieve its goals. The declining number of these supervisors affects the company’s performance. The company expects its Line Foremen “to tackle different issues affecting the company’s goals” (Mello, 2014, p. 83).
A new tension has emerged at Tread-way Tire Company. Every Line Foreman uses inappropriate strategies to deal with different issues affecting every worker. These people lack the required power to deal with most of the issues affecting the company. This situation has resulted in adversarial relations between managers and employees. The company also fails “to support its employees using the best incentives” (Skinner & Beckham, 2008, p. 4). This situation has forced every Line Foremen to focus on the best organizational goals.
The company also expects such individuals to empower and support every worker. However, these Line Foremen do not have the relevant powers to execute various policies. At the same time, many workers do not respect these Line Foremen. This situation explains why such individuals have been unable to support the changing expectations of different workers. Poor relationships and training strategies “have become common thus increasing the level of turnover” (Skinner & Beckham, 2008, p. 5). The company hires a new worker after “someone has been promoted” (Skinner & Beckham, 2008, p. 5). The company’s HR practices have reduced the level of productivity and morale.
Alternative Courses of Action to Address the Above Issues
The supervisors at the company “have been unable to achieve their targeted forecasts” (Skinner & Beckham, 2008, p. 5). These individuals “encounter numerous counterproductive interactions with area managers and supervisors” (Skinner & Beckham, 2008, p. 5). The company should hire employees who portray the best competencies. This practice will support the firm’s objectives and goals. Most of the Line Foremen at the company lack the required skills. This situation makes it impossible for them to address the issues affecting their workers. This gap explains why new methods are relevant towards training every employee at the company. Formal training will play equip these supervisors with appropriate skills and competencies.
The above strategy can support and empower every worker at the company. The firm can use cost-effective training programs to achieve most of its goals. The managers should also “monitor and address most the challenges affecting the employees at the company” (Mello, 2014, p. 104). The company can recruit competent individuals with the best skills in Human Resource Management (HRM). This effort will play a significant role towards supporting the changing expectations of different workers.
Recommendations for Action
The above situation has made it impossible for Tread-way Tire Company to achieve its goals. The levels of job dissatisfaction and employee-turnover affects the company’s goals. Brandon Bellingham should be ready to implement new recommendations and strategies. Bellingham should identify new strategies to address the challenges affecting different employees. The manager must hire competent HR leaders who will increase the level of employee satisfaction. New “training programs will empower more Line Foremen and make them more productive” (Mello, 2014, p. 87).
Another good approach is the use effective managerial strategies. Many companies promote the concept of work-life balance in order to support the demands of their workers. Employee satisfaction is a powerful practice towards promoting the performance of different employees. The company should promote positive interactions between different supervisors and their workers.
The strategies adopted by many U.S. corporations can be essential towards reducing the effects of different Labor Unions. This company can begin by creating new teams. Such teams will focus on the most appropriate goals. The practice will “support the changing needs of different members” (Mello, 2014, p. 132). The manager should ensure every supervisor possesses the best skills in order to support the needs of his or her workers. The manager should encourage her workers to be part of the company’s decision-making process. This strategy will play a powerful role towards supporting the firm’s goals.
Reference List
Mello, J. (2014). Strategic Human Resource Management. Boston, MA: Cengage Learning.
Skinner, W., & Beckham, H. (2008). The Tread-way Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plant. Harvard Business School, 1(1), 1-12.
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