Click to learn more https: The constraint to this alternative is that training or hiring new management is time consuming and costly, and trust would have to be fostered between the new hires. Instead, the plant would assume that employees had put in their full shift. Nine months after removing the time clocks, Paul Sims met with union officials, who agreed that it would be better to put the time clocks back in. If he had communicated with his senior management team and employees about the time clocks and its possible consequences, perhaps he would have found a better approach. First and foremost, if possible, Simard should have communicated with the previous manager.

The problem stems from issues of competency and communication. With his revamped management staff, Simard would then address the underlying problems found through involvement with both the supervisors and employees. It is obvious that the removal of the time clocks led to more harm than good. In this process, a new relationship would be built between both parties and workplace productivity and happiness would increase. Leave your email and we will send you an example after 24 hours Home Papers Ancol Ltd. The problem had to be managed.

Sims was happy enough managing a small metal-stamping plant with another company, but the executive recruiter’s invitation to apply for the plant manager job at a leading metal fabrication company was irresistible.

case study ancol ltd

We’ll occasionally send you account related and promo emails. During lunch, Sims described the time clock incident to Liam Wu, Ancol’s plant manager in Christchurch. Case Study Option 3. A limited time offer! Moreover, the increased absenteeism levels were beginning to have csse noticeable effect on plant productivity. It is difficult to see any negative consequences of this alternative, as the removal of time clocks was a disastrous solution.


How about make it original? Simard and the rest of the organization in making such moves.

A couple of months after the time clocks were put back in place, Sims attended an operations meeting at Ancol’s headquarters in Melbourne. This action brought an onset of negative consequences that ultimately led to a further diminishing of relations between the employees and management, accounting issues due to lack of accountability, and problems between the union and Ancol Ltd; All of these issues decreased productivity in the factory.

If you contact us after hours, we’ll get back to you in 24 hours or less. The constraint to finding a holistic ptd is that it takes time and the right solution may not come into fruition. Employees resented the reprimands, so relations with supervisors deteriorated.

This was an obvious issue that Simard should have seen; having a management team that did not think the ltv to remove the time clocks was rash or unwise should have been a signal. cade

case study ancol ltd

This process would take another month. This process will take approximately a month or two. Study specifically for you.

case study ancol ltd

Instead, the plant would assume that employees had put in their full shift. At the onset of his work term, Simard should have sought to understand why there was a rift between the employees and management. Initially, the production employees at the Shepparton plant appreciated their new freedom.

As a result, a small percentage of employees took advantage of the situation, leaving a large number of employees feeling unsatisfied with the situation due to inequality at workplace. We use cookies to give you the best experience possible. Get custom essay sample written according to your requirements Urgent 3h anclo guaranteed Order Now.

Ancol Ltd. Study Essay

The symptoms of problems started when employees realized that they were no longer being monitored for their attendance, casr there was an incompetency amongst the supervisors to detect any misuse. Instead, a letter of reprimand was placed in the employee’s personnel file. Furthermore, if Simard had discussed the time clocks with other managers stufy to implementing his policy, he would have learnt the consequences through the instance at the B. I strictly believe, it is still Mr.


Ancol Ltd.

The problem had to be managed. In understanding the underlying issue, Simard would be able to effectively tackle the problem without uncertainty and then, Simard should have effectively communicated with his management team and his employees to find a solution that would benefit both parties and foster productivity, integrity, and trust back into the factory.

They ltr respected and saw this gesture as a sign of positive change from the new plant manager. Although this represented only about 5 per cent of the employees, others found the situation unfair. The constraint to this alternative is that training or hiring new management is time consuming and costly, and trust would have to be fostered between the new hires.

Ancol Ltd by Emily Sinclair on Prezi

Hi, I am Sara from Studymoose Hi there, would you like to get such a paper? But the supervisors had no previous experience with keeping attendance records, and many lacked the necessary interpersonal skills to discuss ltx matter with subordinates. In order to establish this, his first move was to remove the clock system for employees to record their shift reports.