Question

HT Corporation, a manufacturer of heavy trucks had a long, sad and bitter history of employee relations. The company openly practiced "management through terrorism". Engineers and technicians dominated the culture. One of the company's assembly plants devoted major resources to statistical process control. An entire department staffed with engineers and Quality specialists justified its existence by keeping control charts. The engineers collected and stored data on a computer and posted the charts in every production department once each week. They also posted lists of problems and defects attributable to each department. Another department kept itself busy with "work redesign" and "assembly line balancing". The plant was highly product focused. Material moved smoothly from one operation to next. Subassemblies flowed into assemblies like the tributaries of a river, all moving toward the final assembly line.

Despite this effort, quality was mediocre at best. HT Corporation devoted more factory space to rework and repair operations than to the original assembly. The individual and social aspects of the system were largely ignored. People lacked interpersonal skills, common goals and trust and they could not hope to attain these qualities under the existing power structure and reward system.

Answer the following Questions with 150-200 words each.

1. What are your comments on the human resource management of HT Corporation?

2. If you take over as the Quality Manager of HT Corporation, what changes would you make?

not more than one page answer for each question

Answer 1

Answer 1= As in the given question, it is stated that the different departments are involved in carrying out their own activities without having any involvement or taking any interest in the operations of the other departments of the firm, this is a clear indication that the Human resource department of the firm is not effective in making the different departments to work as a common unit, or to create the feeling of oneness or a united team that has a common and mutual goal of accomplishing the organizational objectives and goals. The organization clearly lacks mutual coordination, assistance, and corporation. Although the organization was operating effectively but the lack of mutual assistance and interest would create a lot of problems and conflicts among the different departments. They would try to let down the other department in order to show the superiority of their own department and it could result in poor efficiency and clashes among the departments of the organization.

Answer 2= The biggest issue in the organization is the lack of feeling of being a part of the team. So as the quality manager of this organization, my first attempt will be to create mutual interests among the different departments. This can be done when the members of the different departments are made to work together as either a team or as part of the project.

Secondly, in order to create mutual harmony and improved coordination, the rewards provided to these members must be connected to the performance or output of the other team members or the overall profit of the organization. This will force the team members to help each other so that the overall performance of the different teams and departments improves and thus hey can get the higher bonuses

The third action that should be taken is to boost the interpersonal among the different members and this can be done by facilitating various opportunities where the members of different departments can come together and share their thoughts and opinions.