Treadway

Abstract

The Treadway Company needs to come up with plan to keep its plant from catastrophic failure. New HR Director Ashley Wall has been tasked to solve several problems, such aspProblems in the line Forman area, which are continuing to hamper production, leading to missed quotas, and continued pressure on mid level leaders to up production. Complaints from the foreman about things like” 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.” This is a serious issue, upper management who don’t listen to subordinates are doomed to failure. Obviously these are in the area of Jim Collins leadership hierarchy level two or at most level 3 leaders. Another problem that needs to be addressed immediately which could provide upward benefits, both to morale and production would be an initial leader training program. With over 50% of the foreman coming from the production floor and having little to no leadership training, a training program would benefit the company as a whole. Dispute and problem solving training should be at the forefront. It would be in company’s interest to provide this training as a first step to solving some of the management issues plaguing the company.

Treadway

As Ms. Wall begins to analyze the problems the company is having, she notes that in the comments from employees, during an internal survey that line foremen received only informal training, and are ‘put on the line before they have enough knowledge, that many supervisors do not understand their legal rights as supervisors or how to work with the union representatives. Wall concludes that these items suggest that training and education are some of the issues which need attention within the organization. Plant manager Bellinger’s system of employee effectiveness measured by productivity has created an environment in which productivity weighs more heavily than the process, yet Mr....