Ancol Ltd.

1. What are the background facts, enigmas and symptoms of the problems that suggest that something has gone wrong?Background Facts As Mr. Simard joined Ancol Ltd., he initially observed that there was a sulphurous relationship amongst employees and management. He wanted to bridge the open and tear both sides together for a better communicative understanding among them. His belief was that, if a certain measure of trust could be make amongst employees and management, indeed it would create a better working environment, reduce the filter level at work, as well increase productivity amongst employees due to job satisfaction, which would lead to greater growth for the face. In order to piss this, his first move was to remove the clock governing body for employees to record their sacking reports. The idea behind this was that employees will be able to work oft freely realizing management has put certain level of trust in them.Problems and Symptoms of Problems The main idea behind removing the clocking system was to improve relationships between employees and management. Although, this was a positive intention from Mr. Simard even, he overlooked some strike measures to achieve his objectiveDid not do enough research to light upon if similar approach was taken in the past within the plaque or elsewhere, and identify whether there was all business risks associated with his decision. Did not converse his decision with higher(prenominal) management, or the workers union. Failed to understand the competence level of the supervisors and their true roles and responsibilities prior to implementing the process Failed to discuss with payroll and understanding possible personal effects of operational decisions causing problems within other departmentsThe symptoms of problems started when employees realized that they were no time-consuming being monitored for their attendance, and there was an incompetency amongst the supervisors to detect all misuse. As a result, a small percentage of employees took advantage of the situation, leaving a vast number of employees feeling unsatisfied with the situation due to inequality at workplace.2. In your opinion, what caused these problems and whose responsibility is it to solve them? What solutions can you suggest?In my opinion, the problem was caused by lack of planning for such(prenominal) decisions. There were hardly any communication between Mr. Simard and the rest of the organization in making such moves. He also lacked communication 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 evidence of a productivity monitor system for each employee, which could have also assisted in reporting any misuse.I strictly believe, it is still Mr. Simards responsibility to resolve them, by educating his supervisors on how to track attendance, and also by maintaining a clear communication wi th the employees that an organization can only benefit by filling in the gap between employees and management through trust, honestly and hardwork. There should also be examples made of the employees who have misused their liberty by either upshot or suspension. He should also keep an open communication with the labor union and report those employees that have misused.He needs 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 dont 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.