Q.

As Ashley Wall, analyse Foremen's issues at Cognitive, Affective and Conative Levels and
explain what you will do to reduce turnover and improve productivity.
Problem statement
How to decrease employee turnover and job dissatisfaction?
Challenges

 Employees, especially foremen, are experiencing high workload leading to a high

stress environment.
 Supervisors are using foul language with the foremen when the targets are not met.
 There is low job satisfaction amongst employees.
 Employee motivation is low.
 Shift timings are long and tedious, with less time for breaks.
 Employees do not have sufficient levels of autonomy.
 There is lack of career advancement opportunities.
 Employee absenteeism is high and more often than not, they arrive late.
Attitude based analysis

Cognitive Affective Conative

High workload Low job satisfaction Quit

Subjected to use of foul Feeling disrespected

Foreme language
n Less authority to Less encouragement
employees
Lack of appreciation
Less growth
Long shift timings with Stress Employees turn up late
less time for breaks
No formal training Feeling helpless Increasing tendency to quit
Hourly
Lack of appreciation Hourly workers develop
Workers
negative attitude
Lack of respect Low employee
motivation
Lack of empathy No affection/loyalty Employee absenteeism
for the company
Solutions/Suggestions
 We recommend changing the shift duration from 12 hours/ 3days a week to 9 hours/
4 days a week. This would reduce the daily work load leading to reduced mental and
physical burnout caused by long working hours. This would also help in reducing
employee absenteeism.
 There will be uniform distribution of work load among the employees which would
not only increase the productivity of the foremen but also make them more efficient.
 Dedicated work hour shifts for administration work for foremen which includes
marking attendance,
 We recommend using positive motivational techniques as follows:
 Appreciate high performing achievers daily for example use of scorecards
mentioning the number of tyres manufactured and updating the list
frequently per worker.
 Organising recreational activities frequently to boost morale such as cultural
events this will encourage friendly relations between foremen and
supervisors while maintaining business etiquette.

 The foremen's suggestions and advice will be taken into consideration while setting
up daily and weekly manufacturing goals. Once they realize they are a part of the
decision-making process, they will develop a sense of belonging with the company,
and the same amount of work will then seem a little less tiring. 
 Strict guidelines will be implemented in order to maintain a culture of respect and
politeness, defiance of which would lead to serious consequences. This will be done
by hosting sessions to reinforce a better culture and allowing hourly workers to
submit grievances via complaint box etc.
 We will take frequent inputs and feedback from the employees themselves as to
what challenges they face and how the culture could be changed to increase
motivation and job satisfaction. We will be implementing it by holding sessions to
address the employee problems and acting on their suggestions diligently.
 The employee review process will not only include whether targets are met or not
but also several qualitative aspects like employee attitude, the respect shown
towards fellow co-workers, behavior during a conflict, handling of tough situations,
etc.
 We will reduce the micro-managing of workers and giving them mental and physical
space to function. This will develop a sense of autonomy within the workers and
boost their morale.
 We will engage with former employees and encourage them to join back.
 We will try our best to address every problem mentioned in the exit interview and
try to retain the exiting employees.
