Treadway Tire Company Causality Analysis

I'm writing to expand upon the current issues affecting the high turnover rate of line foreman at the Lima tire plant. After analyzing the plant and the working relationships of its shareholders, I have found three main problems that are a linked with high turnover rates of line foreman. First, the support systems established for line foreman are not useful for overcoming the obstacles they face every work day. Second, the training line foreman receive does not adequately prepare them to fulfill their duties successfully. Finally, there is a dysfunctional company culture that is an overarching cause for the high turnover of line foreman. In the following memo I will explain these points in more detail and examine their effect on the organization as a whole.

Lack of Support for Line Foreman

There are many problems contributing to the high turnover rates of line foreman, none are more fundamental than the lack of support they receive from the company and their peers. A line foreman illustrated his position in the company as being "between a rock and a hard place." Meaning that his position requires immense responsibility, but little to no support is given to aid in his success. Line foreman have many duties to perform that are essential to the successful operation of the Lima plant. Yet many factors hinder the success of the foreman, and none are more fundamental then the lack of support they receive.

Some of the contributing factors to the lack of support are:

* There are very poor lines of communication between foreman and general supervisors.

* Daily performance reports are provided, but there is little to no help given to help foreman improve.

* The culture of Treadway has instilled a "sink or swim" mentality around the foreman position.

Brandon Bellingham, a plant manager noted that "Foreman feel isolated from the rest of the plant, and that their contributions are undervalued and their concerns ignored." The consequences of this isolation have directly related the amount of turned foreman each year.

The consequences of lack of support include:

* Unproductive working relationships between foreman and hourly workers.

* Lower morale among foreman.

* Lower productivity.

* Stagnant performance growth of foremen.

In summary, the lack of support foremen receive at Treadway contributes largely to the amount of foreman that choose to vacate this position each year and it will continue to be an issue in the years to come.

Insufficient Training of Line Foremen

Line foreman have many job responsibilities that encompass a wide range of duties throughout the company. In an internal survey, over 75% of foremen