Tải bản đầy đủ - 0 (trang)
According to CIRCADIAN P12P, overtime can be beneficial for both staffs and company because it provide employees extra income and assist the company to cover the unexpected absences. However, high overtime levels will create many consequences such as ...

According to CIRCADIAN P12P, overtime can be beneficial for both staffs and company because it provide employees extra income and assist the company to cover the unexpected absences. However, high overtime levels will create many consequences such as ...

Tải bản đầy đủ - 0trang

the excessive hours of working time cause danger to health and conflict with family

responsibilities. This leads to the decision of resignation of the employees. Similar to

Alberta Institute, Beckers et al.15 indicated that overtime work affected negatively to

health because of less time for recovery after work. Beckers et al. 15 also expressed that

overtime work not only caused the health problems such as “high blood pressure,

increased risk of car-diovascular disease, and diabetes”, but caused mental fatigue.

Similar to the above opinions, in the real case of Parapex, because of the large orders, the

supervisor pushed workers to work more and more. This make them feel tired, stress and

have lack of time for family. Then, they decided to leave the company. This led to high

turnover rate and big decrease in profit of company. Through that, excessive hours of

overtime is a problem that needs to be solved to improve the turnover rate and the profit

of company.

2) PROBLEM 2: LOW SALARY

The salary is important factor which affect directly to the turnover rate of staffs. If the

other competitors are willing to pay the workers a significant higher salary, they may be

persuaded to leave the company. From that, low salary could be a reason for high labor

turnover for the business. Therefore, the company need to make sure that their pay rate is

competitive and in line with the industry averages. Even if the employers do not have a

good budget for significant pay raises or good benefit packages, they should consider

other ways for the compensation to the employees. For examples, the company may

provide the flexible time or paid time off to compete with their rivals. (Querrey 5)

In the same opinion with Querrey, the Overture Group 16 also stated that one of reasons of

high turnover rate is low salary or no salary increases. In the low growth years, the

budgets of the company may be cut to the bone and raises are too small in current jobs. In

this period, when other companies are committed to top grading and they are willing to

raise salary to attract new talent, the employees may be attracted to change their job.

However, although the salary is necessary, the intrinsic motivation seems to be more

important. The employees always expect their contribution to be evaluated by employers.

25



Sometimes, the employees may stay to assist the company in the difficult period, but they

will expect the company to recognize their efforts and provide them good compensation

when the economy picks up.

In Parapex case, the workers also said that they received not suitable salary compared to

their experience and their efforts. The low salary was also a problem that made them

decide to quit the job at Parapex and caused high turnover rate.

3) PROBLEM 3: STRICT PUNISHMENT POLICY

According to Vaden



17



discussed Casison’s opinion, strict punishment policy makes the



company to experience declines in productivity, high turnover rate, poor morale and lost

profits. Strict punishment policy causes a negative effect on employee job performance

and job satisfaction. Negative punishment may removes a reinforcing stimulus. In

addition, punishment is considered as a mistaken tool for motivation. This policy may

achieve the positive results in the short term but the main problem associated with it

because it breaks the positive relationship between the employees and managers. The

positive relationship is more sustained for the development of the company. Moreover,

“Using punishment as a control tool may foster an environment of fear in the workplace.

One side effect of using punishment inappropriately is that employees become afraid to

take risks. Risks allow companies to grow and gain competitive.” Vaden 17 also indicated

four types of risks that keep the employees to take chances such as “fear of failure”, “fear

of success”, “fearing what others think” and “fear of uncertainty”. Through that, strict

punishment policy will constrain the development of employees and the company.

In the real case of Parapex, strict punishment was also a problem that caused high

turnover rate. To illustrate, strict punishment policy caused negative influence on job

satisfactory of the workers. They felt depressed and did not want to continue to contribute

to the company.



26



C/ POTENTIAL PROBLEMS AND MAIN PROBLEM IS SELECTED TO

BE SOLVED

Through the interviews with the problem owners, the resignation workers, the supervisor

associated with the literature review, four potential problems are recognized that includes

Excessive working overtime, Low Salary, Strict Punishment Policy and the far location

of



the company. Within these potential problems, Excessive working overtime is



selected to be solved in this report because this problem is the most feasible for solving.

For the problem of location, company cannot be moved immediately to central of the city

because it will take a lot of costs and time. In addition, punishment policy was set up at

the beginning days of company’s operation so that it cannot be changed in the short time.

It needs to take time to discuss carefully to change the policy of company. Finally, the

salary cannot be increased too much because of the company’s budget. Also, the problem

owner believed that this salary is suitable for the employees. From the above reasons,

excessive working overtime is selected as the main potential problem that needs to have a

good plan for solving as soon as possible.

D/ INITIAL CAUSE AND EFFECTS MAP

Excessive working

overtime



Low Salary

High Turnover

Rate

Strict Punishment

Policy



Far Location of

company



27



Decrease in sale

performance



PART 3 - CAUSES AND EFFECTS OF THE REAL PROBLEM

3.1) Interview



1) Causes and effects from Vice Director perspective

The supervisors had lack of training -> lack of required skills -> poor decision

making -> receiving too much orders without consideration -> workers had to

work overtime -> they feels tired and pressures -> they leave company

Reasons of lack of training:

-



Employer believed in employee’s resume: the supervisor provided good

background of education and experience in the resume for the recruitment position



-



Avoid the training cost



-



Believed in training at real job: company believed that training in the real job was

more effective rather than studying theory in class.



According to the interview with Vice Director, the supervisor of the 3rd factory had lack

of required skills such as forecasting and planning because of lack of training. This led to

making wrong decision of receiving too much orders from customers without

consideration of the human resources and capability of production. Vice Director stated

that “the main problem was from lack of forecasting ability and planning skill of

supervisor which leads to the wrong decision making in receiving the large orders even

though we have lack of human capability. This causes too much overtime working and

high pressure for workers.”

When the old supervisor (Mrs.Yen) got maternity leave, Mrs.Nguyen (the current

supervisor) was promoted to this position. The new supervisor had many experience in

production and had many contributions for company. Besides that, she was so hard

working and had a business management certificate of Institute for Asian Studies so that

she was considered to promote to this position. However, she still had lack of training on

forecasting and planning skills. The Vice Director mentioned “I think that the main cause

28



is lack of training so that I asked you to make the plan for training the supervisor

because I believe that she needs to be trained more about soft skills.”

She also stated “at the beginning, when Mrs.Yen (old supervisor) took a maternity leave,

Mrs Nguyen was promoted to this position because she had many experiences in

production, had many contributions to company and work hard. Also, in the resume, she

had business management certificate of Institute for Asian Studies.”

In addition, The Vice President said that at the beginning, the company thought that

training through working directly in the real job was more effective than training at

school. Also, it assisted to save time and cost for training.

Through the interview, it could be recognized that the supervisor had lack of skills

because she did not obtain enough training in all aspects of her job. The reason of lack of

training was that the employers believed in the employee’s resume or application and

employers thought that training through working everyday was more effective than

training at school and saved time and cost for training.

2) Causes and effects from Human Resource perspective

Supervisor of factory had lack of training -> lack of skills in planning -> receiving big

orders although lack of workers for production -> workers work overtime too much ->

the workers feel pressures and quit job

Main reasons of lack of training

-



Company considered carefully the education background and working experience

to select the candidates for recruiting position.



-



Save cost of training



-



The boss believed that training in the real job was more effective rather than

studying theory in class.



According to Mrs. Trang (HR officer), the main problem was that the supervisor did

not have enough experience in management and lack of necessary skills such as forecast

29



and planning skills. She said “Nguyen did not have enough experience in management,

did not make the good production plan so there were lack of workers for production.

When she received big orders, she had to ask our boss to recruit more workers or

planned to move the workers from other factories. Lack of workers was a serious

problem. Then, workers would be stress and pressured if they worked too much.”

Similarly to the Vice President, Mrs. Trang also mentioned that the main cause of

problem was that Nguyen had lack of training. She stated “Nguyen was not trained

enough so this led to lack of necessary skills such as forecast and planning skills.”

The reasons of lack of training was that company considered carefully the education

background and working experience to select the candidates for recruiting position.

The boss also believed that training in real job would be more effective and save cost

than training in school. Mrs. Trang expressed “Until now, our company usually

encouraged the old staffs to train the new ones. The new ones would catch up the work

when they worked in the real job. The employees may just know the theory rather than

the real job when they were trained by joining in a course. Also, it would take more cost

for training.”

3.2) Literature review

1) Receiving too much orders



In the above opinion of W.Blog 10, when a business is developed, there are more

customers, more orders and more work. From that, working overtime is a quick

solution for company to increase output with low cost.

There are many reasons of long working hours such as increase salary, the

increase volume of work, culture of long working hours, occupational

commitment, and career enhancement (IES 13)

In the case of Parapex, the supervisor of the 3rd factory received too much orders

without consideration about the capacity and number of workers. Then, she

selected working overtime as a solution for producing on time of orders.

30



2) Effects of poor decision making



According to Edmunds



18



, decisions managers made might address a specific



problem in a department or the main goal of the company. Profitability is one of

obvious influences of business decisions. If the manager made a poor decision, it

may cause a serious problem on the profit of company.

In addition, Edmunds 13 mentioned that the poor decision may cause effects on the

human resources or production. Edmunds



18



also stated “If you overburden your



staff, you might start losing key employees.”

3) Decision making skill and reasons of poor decision making.



According to Alton19, the role of “decider” is one of crucial roles in business.

Alton 19 mentioned that decision making is like any other skills that need to be trained

and practiced. If people did not have experienced in decision making, their

performance would be suffered.

There are many reasons to make the poor decision.

The first reason is lack of doing research. The manager should spend enough time and

effort on research such as the potential cost, the potential risks, the current human

resources or the potential outcomes or what impacts have arisen as the result of

similar decisions in the past before making decision on receiving the large orders.

(Alton19)

Alton 19 also stated that the second reason was “going on instinct”. It means that some

managers made decisions based on charisma and intuition.

The other reasons were that some managers made decisions too fast without thinking

carefully because of the pressure of time. They were worried if they got a long time to

make decision, it may cause some bad influences. However, when they made the poor

decisions, it would lead to the more serious effects.

Overall, decision making was considered as a necessary skill that needs to be trained

for the better working performance.

31



Tài liệu bạn tìm kiếm đã sẵn sàng tải về

According to CIRCADIAN P12P, overtime can be beneficial for both staffs and company because it provide employees extra income and assist the company to cover the unexpected absences. However, high overtime levels will create many consequences such as ...

Tải bản đầy đủ ngay(0 tr)

×