The document discusses job dissatisfaction and high turnover at Treadway Tire Company's Lima tire plant. It identifies several issues contributing to unhappiness among employees, including long work shifts, a lack of training and role clarity, and poor performance reviews. The author recommends an action plan to address these problems through management by objectives, formal training programs, reduced shift hours, conflict resolution processes, and improved communication. Implementing changes may face challenges from resistant managers accustomed to traditional methods and from the time needed for employees to adjust to new procedures.

1. The Treadway Tire Company:
Job Dissatisfaction and High Turnover at the Lima Tire Plant
Prajjawal Upadhyay
MBA II
MBA17H27
Prajjawal Upadhyay

2. Prajjawal Upadhyay
Values
Service and
expertise
Strong
Partnership
Client
Responsiveness
Trusted Advisor
Sustainable
Practices
Fresh Thinking

3. Prajjawal Upadhyay
Long shift timings
Impact of using the wrong "motivational"
methods
Lack of Role Clarity
Analysis of the work elements contributing to job
dissatisfaction
Lack of formal training
Managing people and working with the union
Lack of a learning environment
Poor quality performance reviews

4. Prajjawal Upadhyay
Recommended Action Plan
 MBO-Management by Objectives
 Recruitment process
 Introduction of formal training/mentoring programs
 Reduce shift hours for hourly workers
 Conflict resolution methods
 Performance Goals for line foreman
 Introduce proper communication channels
 Improve interpersonal relations

5. Prajjawal Upadhyay
Challenges in implementing change through above action
plan
The major challenges faced while introducing the above changes are:
 The area managers and supervisors are traditional and may feel a loss of power
if the foremen are empowered.
 Training the foremen incurs cost for the management.
 Supervisors and area managers might show resistance towards participating in
the social events meant for interaction with foremen. They have to be
educated about the importance of such interactions and the benefit to the
Lima plant as a whole.
 The foremen and supervisors may take time to get acquainted with and
participate in knowledge transfer and participative goal setting procedures.

6. Prajjawal Upadhyay