Treadway Tire Case Study

The best solution to this problem would have to be for Ike to change his style of management. He will have to work on being more kind and friendly to the employees and make sure he listens to what they have to say. By Ike doing all this it will make the employees a lot happier which will result in them being more productive and efficient at work and they will want to give it their best because soon realize that their boss is putting in an effort to make

Ross Stores, Inc. is an American chain of discounted department stores. Ross Stores Inc. is known for their famous slogan “Ross Dress for Less.” This organization offers many job positions including administrative assistant, buyer, merchandise planner, sales associate, and many more. Unfortunately Ross Stores Inc. made it on the list of Fortune 500 companies that have the highest turnover rates. Employee turnover is the number of workers who leave an organization. According to a PayScale report, the average employee tenure for Ross Stores Inc. was approximately 14 months (Giang 2013). High employee turnover rates can have many negative effects on the organization including but not limited to decreased performance, unfulfilled daily functions,

Try to stop all the employees from leaving the company because when staff retention is poor when we also higher new employees they are taking time to learn about the company and whenever a new staff comes in must get proper training before they start doing the

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

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.

Tire City, Inc. has petitioned MidBank for a loan in order to expand their business, and build a new warehouse. Through the financial statement reporting and the numbers that have been presented to me, I believe that this is a sound investment. The growth percentage of 20 percent per year is conceivable, if business stays as it currently is. The amount of debt that would need to be financed for this expansion is palatable, and well within the normal ranges for these sort of projects. Moreover, the company has very solid net working capital and leverage ratios. All of these factors lead me to believe that this will be a profitable investment for the bank. The one issue that I had was in 1996 when Tire City capped their

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

Alvarez, a mechanic in Canalven, has been with the company for 25 years and is five years away from retirement. He is good at his tasks and has a good understanding of the machineries, displayed by his ability to develop high quality machines for the plant use. He is very energetic and very proud of his job and his capabilities, so proud that he inscribes his name in bright yellow to every machine that he developed and assembled. This caught the attention of Stone, a young but experienced engineer who was new to the company and was assigned to supervise the skilled workers, including Alvarez. Alvarez did not believe in the leadership and abilities of Stone, who made mistakes and delays in

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.

The solution to the problem in this case is to develop a strategic plan that will modify the employee behavior, redefine the roles and responsibilities of management, and manage the organizational culture while reducing production costs and gaining a competitive advantage. The solution will require management to examine and modify the current leadership style. In addition, management should address the issue of valence within the motivation equation and establish well-defined goals that will enhance the employee’s perception of their role within the organization. Reformation to the overall morale and culture is critical in order to terminate the work stoppage, reduce costs, and get the shipments back on schedule.

According to my analysis, the problems are distrust between the managers and employees and unfairness of rewards between the employees and supervisors. In order to keep productivity and profitability of the plant, it should resolve the issues urgently before the situation deteriorated further. I recommend the option two is better for Bent to deal with these problems for the plant. Firstly, communication is the most important factor that affects the relationship between managers and employees. If the managers could listen advices of the work in time from their employees, it not only will be more easier to handle the existing problem in the company, but also will improve the relationship between managers and employees because the staff feel the company takes, to respect and to trust them, feel oneself is in enterprise's one, and they can have the confidence and the sense of responsibility for the development of their company. Secondly, it is to give the appreciation by managers to employees frequently that will improve the employee morale because they will feel more attached to their company. As the result of this, employees will devote to their work without any complaint. Consequently, because of the improvement of relationship and employee morale, the efficiency and productivity of company will improve with the efforts of all staff and give them corresponding reward. Although the first option is probably to resolve the crisis

What once was a staff member's problem, now belongs to the manager. Think of that

In construction industry employee turnover is always expensive. Not only, employee turnover is expensive in terms of money, but also it is expensive in terms of time due to the exit of a talent, it costs a project time delay, lost of knowledge, and over work to other employees. Mismanagement of human resource can convert a turnover to the disproportionate level. US Bureau of Labor Statics states that, “turnover can cost an organisation about 33% of an employee’s total compensation, including wages and benefits”. When a employee quits it affects other employees adversely and lower down their morale and low morale not only impacts the organisation financially but also it impacts the effectiveness and the efficiency of

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

According to Bloomberg, the retail sector is experiencing staff turnover rate of roughly 5% per month. In following the trend, Wal-Mart would lose 60% of employees on average (Mayer & Noiseux, 2015). Employees site multiple reasons for leaving voluntarily or termination due to lack of job training, and employee recognition Lieb & Lieb, 2013). Companies currently have less than stellar strategies retaining employees resulting in the high turnover rates, which affect profitability (Das, 2015).