A close look at Woody’s Veneer Factory reveals a number of irregularities involving lower management, employees, and middle class management. These issues require prompt attention particularly in the upper management. The major issues in this organization are vandalism and incidences such as workplace violence. There are other problems with management, employee, and lower management relations. In addition issues such as lower employee satisfaction, avoidable waste, lack of leadership skills, and lower production rates are rampant.
The possibility approach is comprised of path-goal theories which states that, from the interplay of the person, leadership is function. It further investigates the following situations; what behavior is likely to be affected, and who will be an excellent leader. Subsequently, employees at Woody’s Veer Factory actually find their jobs to be tedious, boring, and unplanned. As a result, they are uncertain of what to do. Both the quality control officer, Ken Howk and the factory superintendent, Max Barath, need to put into action a focused coherent style of authority. For instance, a directive supervisor will increase satisfaction and efforts of subordinates by instructing them to do the necessary. This suggests that, Woody’s Veneer Factory managers have a duty of ensuring a smooth operation in the organization with minimal drawbacks.
Management Employee Relationships
Notably, production profit suffers when employee and management relationships are not working properly in an organization. This is a similar case to that of Woody’s Veneer Factory; managers are viewed by floor workers as patronizing and rude. Some workers report that they the biggest change would involve bringing in an I/O psychologist to train managers various ways of treating employees, and to instill unity only contact managers by attaching a bulletin board. Such treatment is dehumanizing, and leads to stress among employees and managers, absenteeism of workers, and loss of production. However,.
Management versus Leadership
The difference between a leader and a manager is that a manager will be reactive instead of proactive, while a leader will be proactive. Taking inventory of his/her strong and weak points, as well as feelings, management would ensure good use of leadership. Managers should remain hopeful, flexible, communicate with workers, and coach employees.
- Adhering to OSHA regulations
This would take effect when reporting injury, and developing zero tolerance policy, for vandalism and workplace violence.
- Zero tolerance policy
Zero tolerance would serve two ideal purposes; it would create a safe violence free workplace, and protect the company from liability. Secondly, it would set coherent standards for regulating operations in the company.
Destruction of company resources and property is a crime which is quite costly. Therefore, placement of an effective policy such as zero would set grave consequences for individuals caught making destruction.
- Appointing floor leaders
Appointing floor leaders would bridge the gap between subordinate and management.
- Leadership Training
Leadership training skills such as; seminars and American Management Association would offer seminars and training courses to teach good and effective skills such as; strategic planning, team building, and decision making.