HRM Case Study 2
HRM Case Study 2
HRM Case Study 2
Watson Public Ltd Company is well known for its welfare activities and
employee oriented schemes in the manufacturing industry for more than ten
decades. The company employs more than 800 workers and 150
administrative staff and 80 management-level employees. The Top-level
management views all the employees at the same level. This can be clearly
understood by seeing the uniform of the company which is the Same for all
starting from MD to floor level workers. The company has 2 different
cafeterias at different places one near the plant for workers and others near
the Administration building. Though the place is different the amenities,
infrastructure and the food provided are of the same quality. In short, the
company stands by the rule of Employee Equality.
The company has one registered trade union and the relationship between the
union and the management is very cordial. The company has not lost a single
man day due to strike. The company is not a paymaster in that industry. The
compensation policy of that company, when compared to other similar
companies, is very less still the employees don’t have many grievances due to
the other benefits provided by the company. But the company is facing a
countable number of problems in supplying the materials in the recent past
days. Problems like quality issues, mismatch in packing materials (placing
material A in the box of material B) incorrect labelling of material, not
dispatching the material on time, etc…
The management views the case as there are loopholes in the system of
various departments and hand over the responsibility to the HR department to
solve the issue. When the HR manager goes through the issues he realized
that the issues are not relating to the system but it relates to the employees.
When investigated he come to know that the reason behind the casual
approach by employees in work is
The newly hired employees are placed with higher packages than that
of existing employees in the same cadre.
Questions:
1. Narrate the case with a suitable title for the case. Justify your title.
In the above-said case, even the company provides and stands by the
concept of employee equality when it fails to recognize the potential talents of
existing employee they felt dissatisfaction towards the organization and they
showed in the way of quality issues and slow down production.
Related HR concept.
Slow down Production:
The concept of slow down production is a type of strike done by an employee.
The Industrial Relations sates that when the employee wants to show their
dissatisfaction to the management but don’t want to go for strike they follow
slow down strike. The impact of which will be understood after a particular
time period
Employee Recognition:
Human beings can be easily motivated by Rewards and recognition than that
of money. In this case, also the employee is not satisfied even after all
facilities just because of the reason that they are not recognized.
Hawthrone Experiment:
In the four types of test conducted by Elton Mayo, the remarkable hike in
production is recognized in the stage when they consulted the employees for
the management decisions regarding them. The same thing was missing in
Watson Ltd. Before the new hires if the management consulted the
employees both management and employees would have avoided this issue
Hygiene Factor:
The theory of hygiene factors states that there are certain factors related to
employees the presence of which will not create a major impact but the
absence of such things will lead to a de motivation to the employees.
Employee Recognition is one such factor when the management fails to do so
it will Detroit the employees to a great extent.
3. Help the organization to come out from this critical issue. If you are in
the role of HR manager what will be your immediate step to solve this
case.
If I was in the post of the HR manager I will try to discuss the issue and ask for
the reason from the management for new recruiting rather than considering
available potential talents. I will personally analyse the reasons provided by
management and if acceptable I will discuss the same with the employees.
Everything is possible when a discussion is done. So I will discuss and
convince the employee that this won’t happen again in the organization. I will
also initiate the collective bargaining process for reasonable salary hike for the
existing employees.