Suggest about how we can control Anger of employees, Manufacturing unit. Regards, Umesh
From India, Pune
3From India, Pune
"Anger of Employees" is a vague expression. If it is anger of all employees in groups?, then something wrong, there is a system failure and find out the root cause. It is a communication failure. The root cause should have to be identified, during the 'smoldering fire' stage it self, and correction procedure should have to be put in place, if the communication / interaction system between shop floor supervisors Managers and Workers were in place.
If it is between two employees, they are subject to disciplinary action and find out the cause and decide action.
From India, Madras
If it is between two employees, they are subject to disciplinary action and find out the cause and decide action.
From India, Madras
Dear Umesh,
This is in addition to what Mr. Babu Alexander has said. If there is conflict at the workplace then you need to first study the theory of conflict management. After studying this theory, you need to investigate and categorise the incidents of conflict into three categories, process conflict, task conflict and relationship conflict
Categorisation of the incidents apart, the following could be the reasons for the conflict:
a) Roles and responsibilities of the employees not defined properly
b) Quantification of the performance not done
c) Systems and processes defined, no measurement of the process turnaround time
d) Inadequate resources, there is a shortage of tools and other supporting material
e) Focus is on people rather than ratios or costs associated with the business
f) Employees have two bosses, and divergent instructions come from both the bosses
g) Lack of interpersonal environment in the company, management does not take efforts to foster a culture of healthy interpersonal environment
h) Inadequate skills of the employees. Management hires substandard staff because they wanted to reduce the wage bill. However, this in turn increases quality costs that they do not understand
i) Neither Cost of Quality (COQ) nor Cost of Poor Quality (COPQ) is measured.
j) Poor managerial skills amongst the managers. Rather than focusing on manager-like qualities, promotion is based on the length of the service.
k) Uncouthness of the staff. Staff is not refined.
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what Mr. Babu Alexander has said. If there is conflict at the workplace then you need to first study the theory of conflict management. After studying this theory, you need to investigate and categorise the incidents of conflict into three categories, process conflict, task conflict and relationship conflict
Categorisation of the incidents apart, the following could be the reasons for the conflict:
a) Roles and responsibilities of the employees not defined properly
b) Quantification of the performance not done
c) Systems and processes defined, no measurement of the process turnaround time
d) Inadequate resources, there is a shortage of tools and other supporting material
e) Focus is on people rather than ratios or costs associated with the business
f) Employees have two bosses, and divergent instructions come from both the bosses
g) Lack of interpersonal environment in the company, management does not take efforts to foster a culture of healthy interpersonal environment
h) Inadequate skills of the employees. Management hires substandard staff because they wanted to reduce the wage bill. However, this in turn increases quality costs that they do not understand
i) Neither Cost of Quality (COQ) nor Cost of Poor Quality (COPQ) is measured.
j) Poor managerial skills amongst the managers. Rather than focusing on manager-like qualities, promotion is based on the length of the service.
k) Uncouthness of the staff. Staff is not refined.
Thanks,
Dinesh Divekar
From India, Bangalore
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