Introduction Of The Treadway Tire Company Essay

Leaders are key to successful planning and implementation of change. Weiss (2016) noted, “To be effective in such a marketplace, it is essential to manage change. Companies not only need to manage change to survive, but to create a competitive advantage” (p. 4). In order to remain competitive in the tire industry, Discount Tire Co. leadership should focus on organizational change on the limited geographical locations in which they operate out of compared to its leading tire retailers such as TBC, Les Schwab Tire, Bridgestone Retail Operations, and Cooper Tire & Rubber; and large general retailers selling tires such as Wal-Mart, Costco, and Sears. Moreover, many of these general retailers such as Wal-Mart are expanding their retail operations in the replacement tire market.

Another problem adopting Roomis is that their ally in US Natex is unreliable as there were often delays and is not very efficient in carrying out the operation. Not being able to supply goods on time affects the goodwill relationship which the company has with its customers which can cause the company its market share. Once the company loses its market share then it will be difficult to regain it back. Also company policy of maintaining low inventory levels to free up capital would require a very efficient supply chain system to maintain the production process flow. So Roomis needs to revamp itself in terms of service levels to meet customer expectation and RMM has to figure out a way to do so.

Csikszentmihalyi discusses a study he and his students conducted on employees of a factory that assembled railroad cars. Csikszentmihalyi goes on to describe the workplace as “a huge dirty hanger where one could hardly hear a word because of the constant noise” (545). The general morale and attitude of the employees

Developing work attitudes is by reducing imprudence that was between the hourly workers and their mangers and increasing job satisfaction and organizational commitment. It is clear that workers at this motor company have the lowest job satisfaction in order of various negative influences that impact their life. First, mangers at this company did not treat their employees as a human, they treat them as machines, that should rich the demand by the end of the day, and called them by numbers not their name. Second, workers have intrinsic value, extrinsic value, and ethical values that ford would not respect. Third, Stressful work without any reward and the work environment that was not save, clean, or regulated at the plant. Finally, week bonds between mangers and workers that create week work energy and losing trust between employees as results the work has turned down frequently. In addition, at Ford Motor Company the physical and psychological

Poor leadership and communication are attributable to ineffective communication. For effective communication to occur The Communication Process must occur seamlessly. Communication at Cerner Corporation was perceived as ineffective because those at the receiving end were interpreting messages from managers that were not consistent with the goals of the company. According to Guffey, Rogin, and Rhodes (2010), “Predicting the effect of a message and adapting the message to a receiver are key factors in successful communication” (p.11). This explains the communication challenges at Cerner Corporation.

Hinrichs’s active management of change within the factory and focus on worker satisfaction and buy-in resulted in a lot of small victories that he used to win over the workforce’s trust and respect. In the process, Hinrichs transformed the plant from one that was resistant to change to one that embraced and was excited for change.

Riordan Manufacturing discovered some problems with their employees; such as an inability to motivate employees and how to reduce the high turnover rate within the company. This was discovered through the Riordan human resources department structure which does not allow employee empowerment and as a result is delaying potential growth due to the unbalanced profits, and reduction in sales.

Engstrom should provide a space in which workforce can communicate by having managers listen to them and asking them questions. People generally know the right answers if they have the opportunity to produce them. For Engstrom creating teams and committees with members from each production department to management is important. A committee can help improve the line workers morale with ideas such as improvement for production, and meeting delivery deadlines. A committee of managers from each department within the plant who will work with plant line workers to make suggestions and improvements for employee morale and improvement. The teams formed should be from all functions and staffed with members whose talents match team tasks. Committees are

The Treadway Tire Company has almost 9,000 employees in North America. Treadway Tire is one of the major suppliers of tires to the original equipment manufacturers (OEM) and replacement tire markets. The company sells under the brands Treadway Primo, Treadway Performance, and also manufactures private brands. Treadway Tire Company has eight manufacturing plants in North America. The Lima plant in Ohio is one of them and has a serious problem of high turnover (almost 50%) of foremen. This SWOT analysis is mainly focused on the Lima plant in Ohio.

These number will be used for predicting future financial statements later in this case study.

One of the valued but demanding customer, who had considered Engstrom as a certified supplier, was requesting a large order but Engstrom was unable to deliver on time due to the low productivity problem. The plant manager along with his assistant were already dealing with the troubling numbers when this happened. While the task was a tough bone and not easy to tackle, and there were a lot of factors needed to be taken in to consideration. The leadership started to analyze and break down the main causations other than the overall economic trend that dragged the company into the turmoil, as it turned out, it was the low, frustrated employee morale and diminished work satisfaction.

The problem in the case is the poor corporate culture at Lazier Industries. Although the company is performing well, there is dissent amongst managers, VP’s and employees which is spreading rapidly. The underlying issue is Bob Lazier who has not done a good job demonstrating his vision for the company and implementing a corporate culture that complements this vision. Therefore, in this analysis it will be recommended that Bob implement not only performance metrics that measure employee satisfaction such as quarterly surveys but also implement rewards such as employee of the month in order to increase morale. Further, LI will look to invest in its employees in order to increase productivity in the long run.

Construction of the new plant will also address labour and union concerns related the company’s future in Detroit. A greater focus on flexible skills training, better work environment, and a decreased transfer of profitable product lines out of the new Detroit plant, should increase worker engagement and motivation. A particular focus on the younger workers, as well as potential retirement packages for older workers, may help reverse worrying rates of absenteeism and turnover.

Community Wheels will focus on providing one main service; transportation. Despite being limited to one service; the organization will go about providing this service in a variety of ways. As previously mentioned, Community Wheels will partner with Uber to provide rides; however, the organization will also attempt to make use of volunteer drivers. The partnership with Uber will entail clients requesting Uber for their transportation needs, with their payment being categorized by their level of income, requiring them to pay in-between 10% – 25% of their total trip cost (See the percentage breakdown for income in the Appendix C). The remaining balance will be paid by Community Wheels, and the partnering organization via a financial model in which Community Wheels bears a majority of the cost. Should the need for transportation be higher than the number of Uber vehicles available, volunteers from Community Wheels will drive the client. Unlike with Uber, Volunteers will not be paid by the rider, instead volunteers will be reimbursed for their mileage at the current government established rate. When using Volunteers, riders will not be responsible for any payment.

Although production needs are being met, improvements in productivity are always at the forefront of management’s thoughts. Doing more with less is a constant effort for middle management and hourly laborers. Over all the