Ancol Ltd.

1. What be the vertebral columnground facts, problems and symptoms of the problems that suggest that something has bygone wrong?Background Facts As Mr. Simard coupled Ancol Ltd., he initially observed that at that place was a bitter relationship mingled with employees and oversight. He wanted to bridge the cracking and pull both sides together for a better communicative registering amidst them. His belief was that, if a certain euphony of trustingness could be built amongst employees and come throughment, whence it would create a better on the job(p) environment, reduce the stress level at work, as well up increase productiveness amongst employees due to job satisfaction, which would lead to greater growth for the placement. In order to defecate this, his first move was to remove the time agreement for employees to record their shift reports. The intellection git this was that employees will be up to(p) to work much freely realizing management has put certain l evel of trust in them.Problems and Symptoms of Problems The main idea behind removing the clocking system was to improve relationships betwixt employees and management. Although, this was a positive intention from Mr. Simard however, he overlooked some key measures to secure his objectiveDid not do comely research to identify if similar turn up was taken in the past deep down the organization or elsewhere, and identify whether in that location was some(prenominal) business risks associated with his decision. Did not argue his decision with higher management, or the workers union. Failed to understand the competence level of the supervisors and their current roles and responsibilities prior(prenominal) to implementing the process Failed to discuss with payroll and arrangement possible effects of operational decisions causation problems within other departmentsThe symptoms of problems started when employees realized that they were no longer being monitored for their attenda nce, and there was an incompetence amongst the supervisors to detect any misuse. As a result, a small percentage of employees took reward of the situation, leaving a large subjugate of employees feeling unsatisfied with the situation due to inequality at workplace.2. In your opinion, what caused these problems and whose righteousness is it to solve them? What solutions can you suggest?In my opinion, the problem was caused by deficiency of preparedness for such decisions. There were hardly any communion between Mr. Simard and the rest of the organization in making such moves. He in any case lacked intercourse with the union, as well as higher management. There was lack of training available for the supervisors to track and manage attendance of their employees. There is no recite of a productivity observe system for each(prenominal) employee, which could have also assist in reporting any misuse.I strictly believe, it is still Mr. Simards responsibility to puzzle out the m, by educating his supervisors on how to track attendance, and also by maintaining a clear communication with the employees that an organization can only good by filling in the porta between employees and management through trust, aboveboard and hardwork. There should also be examples do of the employees who have misused their liberty by either termination or suspension. He should also keep an open communication with the Union and report those employees that have misused.He call for to implement a productivity monitoring system, which can track the production of each employee. Although this might be viewed as a negative amongst some members however, if there are rewards associated with it (i.e employee of the month, or incentives), then that might also create employee satisfaction. I honestly dupet believe that going back to the clocking system will do any good, the decision that Simard made was a positive one however he just needed to plan it better.