Recommended Action Plan

Recruitment process Conflict resolution methods

Behavioural interviews to be incorporated FIRO-B tool to be used Representative participation for line foremen in the grievance committee Introduction of proper communication channel Positive KITA to be used, provision of fringe benefits MBO to be introduced for performance Formal training/mentoring programs Formal career advancement programs Improve interpersonal relations through events Employee recognition programs Job rotation, reduction of shift hours

Motivation and Performance

Training/mentoring Initiatives by management

Challenges faced
Traditional mindset of area managers and supervisors

Training incurs cost to management

Dislike among hourly workers for inclusion of line

foremen in the grievance committee

Increasing young graduates were perceived as invading the older foremen turf

Recommended Action Plan

From our analysis, following are the recommendations to be made by

Ashley Wall:
Revamp the recruitment process Behavioural interviews to be incorporated

Better conflict resolution methods Representative participation

for line foremen in the grievance committee Using motivational methods like positive KITA Introduction of formal training / mentoring programs

Recommended Action Plan

Revise the performance goals from daily to weekly or biweekly Adopting Management by Objectives (MBO) for

managing performance
Reduction of shift hours for hourly workers Introduction of proper communication channels Improving interpersonal relations