Management AlternativesManagement AlternativesThe management needs to make disciplinary policies for the employees as well as take care of the shift timings. So the objective of this alternative is to provide management oriented solutions to Bridgestone which will help them in reducing absenteeism by enforcing strict policy while keeping overall costs as it is.Penalize employees if they are absent. Make a penalty system similar to driving penalty; scoring mechanism can be implemented, the more an employee is absent the more points from the employee’s work score would be deducted. Creating slabs on the basis of the number of days an employee is absent would be the best way to achieve this:Slab 1: All the employees with above average absenteeism would fall under this slab; if an employee falls under this slab then his promotion/salary hike for the next one year would be waived off.Slab 2: All the employees with severe absenteeism would fall under this slab; if an employee falls under this slab then suspend the employee before terminating him/her. After suspending the employee, schedule a one-one session and try to counsel them.  After the suspension period is over, put the employee on a probation period of 90 days with the following conditions:Any irregularities in the attendance will straightway lead to terminationCompletion of the probation period would be considered a success as long as the employee doesn’t show absenteeism again within the next 30 days after the end of probation. Any kind of absenteeism pattern will show that the employee is habitual and this should again begin the 90 day probation period. (“46 Tips for Managing Absence”,2016)PRO: This will send all the employees a very strong message that any kind of manipulation won’t be tolerated at Bridgestone. The employees will be more disciplined.
CON: Draconian policyAs written by Bruke and studied by his research team in his article- “Exploring the work and non-work interface” working overtime i.e. more than 8 hours per day is associated with poorer physical as well as mental health conditions that affects the overall performance of employees in a workplace( Ronald J. Burke, Teal McAteer, 2015). Also one of the first companies to adopt the 8 hour work schedule in 1914 was Ford Motor Company, the 8 hour work policy helped Ford’s productivity and increased their profit margins significantly (Douglas Brinkley, 2003). So the work shifts should be 8 hours long, so three shifts: MORNING (6AM-2PM), AFTERNOON (2PM-10PM), NIGHT (10PM-6AM) per day can be distributed among three teams. The existing employees distributed among four teams can be divided into three teams. These shifts can be alternatively distributed among each team for two weeks.TEAMSSHIFTSWEEKSMONTHTEAM 1MORNING 1,21TEAM 2AFTERNOON 1,21TEAM 3NIGHT 1,21TEAM 1AFTERNOON3,41TEAM 2NIGHT3,41TEAM 3MORNING3,41TEAM 1NIGHT1,22TEAM 2MORNING1,22TEAM 3AFTERNOON1,22As shown in the above table, each team has to work for a shift for two consecutive weeks and then swap the shift with the other team. This cycle will ensure proper rotation of the shifts among each of the three teams and all the employees will work for 40 hours per week as compared to the existing 36 hours. This will help Bridgestone reach their production targets without making the employees to work for long shifts of 12-48 hours and coming on two Saturdays. This policy will also ensure that the workers are working for 8 hours per day and it would not be a burden for them.
ROOT: Work by a four-man or eight-man team with four people sitting on opposite sides of the work counter. All the three members of the team are responsible for the movement of everyone in a row. Work will be done from 8am to 5:00pm daily and for each day the workers will be given 10 free hours of work in the morning and 10 free hours in the afternoon. To ensure that the quality of work is maintained as required, the workers will give a weekly salary of ÂŁ4.50 and each shift is assigned 6 hours of overtime, starting and ending at 11:00am. The final amount paid per hour is ÂŁ12.40 (including any travel costs). This makes the overtime paid per hour a higher quality, compared to all other shifts. If the hour of work is shifted to another position, this has the same effect of keeping everybody at the same hourly rate. However, the more that an employee has to shift due to illness, illness of a friend or partner, or other special circumstances (or no jobs, or a job without pay), the higher the overtime paid. It will increase the number of shifts and give the same time needed for the four other team members to work during those hours. The pay is paid hourly based on the shift work (hour, minute, hours):RATES of hours worked: The total amount paid for a 24 hour shift:RATES and any overtime it would take to perform on a 24hr shift. This ensures that workers with a high turnover rate and an underperforming workplace will take more time to work out of a shift, and pay for each extra hour. RATES of hours worked: Workers with two sick weeks or more. RATES of hours worked: Workers with two weeks or more. RATES and any overtime they would take to perform on a 24 hour shift. These values will vary depending on the specific need for the shift. For example. A 10-day holiday may take up to 15 hours each day to prepare the group, but on weekdays it would take an additional 15 hours for the group to get started and be completed on Wednesday morning. Work schedules for other groups are not affected by the 12-48 hour period.
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