Marjane Satrapi s The Iranian Revolution Of 1979

One result of the Islamic Revolution of 1979 was that women were forced by law to wear the compulsory hijab. At first, not many people took this seriously and many peaceful protests were organized. Eventually, women began to suffer at the hands of the government for refusing to submit. In this novel, Marjane is an Iranian girl living during the turmoil of the Islamic Revolution and eventually the Iran-Iraq War. She is invested in the politics of her world even from a very young age, though her views are a little skewed due to lack of direct experience. As she grows, however, her loyalty to her religion and her country warps and fades as she comes face-to-face with the reality of the world rather than her simplified and romanticized†¦show more content†¦Since she must imagine them herself, her perception of the world around her can often be proven wrong. She has to learn this through her own experience rather than reading it in a book. Though she is not specifically re belling against anything, it was unusual for a girl her age to be so invested in the political scene of the country. Many of her friends were aware of what was going on, but Marjane had a much deeper dedication to learning everything she possibly could about the turmoil. She often expressed interest in wanting to join her parents at demonstrations around the city to protest the rule of the Shah. Marjane was not allowed, of course, but this desire to be a part of a change was indicative of her rebellious nature and political activism later in her life. During the awkward period between young child and teenager, Marjane explores new concepts like forgiveness and loss that begin to shape her viewpoint. She copes with people of opposing viewpoints and the death of her beloved uncle, Anoosh. As she grows, she becomes more and more reckless. One time she cuts class with some of her older friends and her mother gets very upset with her. In return, Marjane doesn t understand her moth er s reaction and gets mad as well. As a symbolic message, she smokes a stolenShow MoreRelatedPersepolis Is The Realistic Novel1476 Words   |  6 PagesPersepolis is the realistic novel about the life Marjane in pre and post progressive war in Iran and her transition in Europe. The novel explains Satrap’s development from young sge to defiant punk-cherishing adolescent in Iran. Importantly, its mostly it covered Satrap growing strains of the political atmosphere in Iran in during the 70s and 80s, with individuals from her liberal inclining family kept and afterward executed, and the foundation of the grievous Iran/Iraq war. This novel also explainsRead MoreAnalysis Of Persepolis By Marjane Satrapi1336 Words   |  6 Pagesthe veil in order to follow their religion. Marjane Satrapi as the narrator demonstrates how women were disempowered because they had to follow government ideals for society. Nevertheless after the revolution although women s possibilities were opened they were also controlled by the government. Women weren t equal compare to men due to Iran’s constitution passed on 1979. It all began on September 16th, 1941, when Reza Shah replaced his father s throne. Creating an â€Å"Ideal Revolutionary Women†Read MoreThe Feminist Movement By Marjane Satrapi2711 Words   |  11 Pages1900’s, conversely, has sparked a worldwide effort by women to fight for more freedoms equality, known as the feminist movement. The feminist movement follows the feminist theory, which provides an outline of the inequalities and oppressions women face. Women’s roles in the workplace, home and in society have vastly changed since this feminist push. It is the result of grassroots movements and individual efforts that has allowed w omen to gain more power and parity. In Persepolis, by Marjane SatrapiRead MoreIranian Education During The Islamic Revolution Essay1379 Words   |  6 Pages Iranian Education during the Islamic Revolution During the Islamic Revolution in the Iranian country, education was essential to the people. Shah wanted the Western education because he believed that it was best for the Iranian people. Most of the women were involved in the demonstration of wearing the veil has some western education. The Islamic revolution wanted things to go back to the original Islamic culture. BasedRead MoreThe Iranian Revolution And The Islamic Revolution Essay1330 Words   |  6 PagesDuring the Islamic Revolution in the Iran, education was essential to the people. Sha wanted the Western education because he believed that it was best for Iranian people. Most of the women were involved in the demonstration of wearing the veil has some western education. The Islamic revolution wanted things to go back on the Islamic culture. 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Shah wanted the Western education because he believed that it was best for the Iranian people. Most of the women’s were involved in the demonstration of wearing the veil has some western education. The Islamic revolution wanted things to go back to the original Islamic culture. Based on the Complete Persepolis, in 1979, a revolution took place and later called â€Å"The Islamic Revolution†. This is the periodRead More Marjane Satrapis Persepolis3668 Words   |  15 PagesIn the 1970s a great power struggle began in Iran, leading to a profusion of civil unrest and mass emigration. In 1941 Iranian monarch Reza Shah, was removed from power by the United States and replaced by his son, Mohammad Reza Shah Pahlavi, who Westernized the highly conservative and religious nation. He continued implementing the Westernized laws set by his father, which were known to discouraged democratic political expression in the public sphere and condemned Islamic fundamentalismRead MorePersepolis: perceptions of the veil1546 Words   |  7 Pagesï » ¿Persepolis; Perceptions of the veil [Satrapi, (b) p52] â€Å"And say to the believing woman that they should lower their gaze and guard their modesty...that they should draw their veils over their bosoms and not display their beauty...† SÃ… «rah 24:31 The autobiographical novel â€Å"Persepolis† depicts the early stages of its author, Marjane Satrapi’s life. It shows her growing up in Iran, to her studies in Vienna, and her return. In an interview in 2008, she stated that she composedRead MoreThe Women Behind The Veil2291 Words   |  10 Pagesa symbol of obedience, respect or modesty which is otherwise an example of an oppressed patriarchal society. Author Marjane Satrapi’s novel Persepolis, exposes the regime behind this oppression of the Iran woman and compares western cultural expectations to that of Iranian culture. Yet, even behind the confinements of the veil many women are finding ways to rebel against the Iranian society’s oppression and find their own individual identities under strict conformities. By design the veil is meant

The Leadership Styles That Ball My Attention - 823 Words

From all of the readings in the course thus far, the two resonant leadership styles that caught my attention were from the book Primal Leadership: realizing the power of emotional intelligence. The first is the visionary leadership style, which is strongly reminiscent of the charismatic style discussed in my leadership article review. This style of leader focuses on future possibilities and considered to be exceptionally positive and transformative in nature. The second leadership style is the democratic style which embodies collaboration, positive influence, and encouragement of ideas. Key strengths of the democratic style include communication and listening. Both of these styles are decidedly positive in their base elements and rely on strong emotional intelligence. The visionary style focuses robustly on the future, innovation, and possibilities without defining the process for getting there. â€Å"Visionary leaders help people to see how their work fits into the big picture, lending people a clear sense not just that what they do matters, but also why† (Goleman, Boyatizis, McKee, 2002, p. 57). The visionary leadership style seeks meaning in the work accomplished and that it is moving the organization closer to the vision articulated. It is also a style where talent in an organization typically stays. While, the democratic style differs in that it is principally about the process for achieving the vision provided. It works through the implementation of a projectShow MoreRelatedReflection Paper On Leadership1318 Words   |  6 PagesLeadership is the ability for one person to successfully and confidently lead a group of ot hers who want to follow them. 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He was described by his friends and family as a mathematical prodigy; Buffet completed his studies at the University of Nebraska and acquired his master’s degree from Columbia Business School under BenjaminRead MoreReflective Essay on Negotiation1071 Words   |  5 Pagesdiscuss a raise with our manager, we try to agree with a stranger on a price for his goods . Everyone negotiates something every day. This paper discusses my natural preferences for influencing tactics, my views on negotiation compared to my prior knowledge, my future work on negotiation and some opinions about the role play activity. My natural preferences for influencing tactics At the preparing time I read over different types of influence tactics and the ‘Exchange’’Rationality’ is whatRead MoreLsi Evaluation1667 Words   |  7 PagesUniversity MGMT591 Leadership and Organizational Behavior Dr. Matasha Murrell-Jones Table of Contents Personal Thinking Style†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 Impact on Management Style†¦.......................................................................................5 Genesis of Personal Style†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.6 Conclusion and Reflection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...6 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦7 According to Human Synergistics International (2016), The Life Styles Inventory (LSI)Read MoreBrent. The Second Interview1436 Words   |  6 Pagesfor sixty minutes, but it was cut short due to a pressing issue that required Brent’s immediate attention. Brent is a twenty-five-year company veteran who started his career as a sales associate in a Lowe’s store while he completed his degree. He has since risen through the company ranks to the position of Senior Vice President. During his long career at Lowe’s, Brent has held numerous leadership positions, the majority of them in the store operations area of the company. Although I had workedRead MoreBusiness Management Essay1181 Words   |  5 Pagesneed differing levels of management and decide on a management style that works best for both my store and me. In this paper I would develop a plan that will cover all these things so that I may open a successful business. I would begin the planning process by determining what recreational activities are available in the particular geographical location. 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These examples have demonstrated to meRead MoreManagers Of Virtue : Public School Leadership3350 Words   |  14 PagesManagers of Virtue In the book, Managers of Virtue: Public School Leadership in America, 1820-1980, the authors address the difficulties of today’s American public school system in light of the role played by school leadership in the building and reconstruction stages of public education in America. The book provides the reader with a historical visit to public education and, particularly, to the lives of those who created, managed, led, shaped, and reshaped the American public school system. The

Work Place Relations Business Operations

Question: Discuss about theWork Place Relationsfor Business Operations. Answer: Areas in Industrial Relations Law that Affect Business Operations To begin with, the workers' compensation act stipulates the remunerations that organizations are supposed to give to their employee's failure to which litigation costs may be incurred. It is imperative to note that that the working conditions act also affects the smooth running of the operations of the company(Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samar did, A., Mc Lean, P., Plimmer, G., 2015). The law demands that the working conditions should be those that are favorable so as to boost the morale of the workers. It is also crucial to identify that the employee protection act also affects the way the business deals with the health and safety of the employees. Also, the employee liability act deals with the accountability strategies of the employees(Fossum, 2014). Employees are called upon to practice due care in their duties, and this affects the way business operations are carried out. Moreover, there is the discrimination act that dictates that no worker should be treated differently from another because of his race, country of origin or culture. Lastly, traineeship act dictates that employees should be trained in their areas of specialization from time to time this affects the business operations for it is a major determinant of the expected performance. Alignment of Organizational policies and the Strategic Objectives For an organization to be guaranteed that its objectives blend with its policies it must carry out continued reviews of the objectives and the policies so as to me assured if the policies are helping the organization to meet its objectives(Farndale, E., Pai, A., Spaarrow, P., Scullion, H., 2014). Also, the set objectives should be those that are measurable so that at the end of a specific duration, the level of achievement can be quantified against the policies implemented. For instance, if the objective of the organization is to have competent employees and has the policy of ensuring that they should always be high performing to be retained then, to validate this company can involve an analyst who can use say the MBO methods in measuring the performance of the employees. In another scenario, the company can quantify the sales to ascertain if the company is in pursuit of its goals. Implementing of Risk Management The implementation of the most viable risk management will involve the incorporation of the interests of the potential groups such employees. For instance, the company may choose to ensure that it adheres to the provisions of the Equal Employment Opportunities where every employee is given a fair chance in factors such as salaries, training, and promotion (Poole, 2013, p. 211). When implementing the act, the company should also ensure that the employees of the company are not discriminated in regards to factor such as their race, gender or religion. When such factors are implemented the strategies are aligned with the objectives of the parties incorporated. How an Organization can Attract, Retain and Motivate Employees The first stage for the organization would be to provide a conducive working environment which will automatically attract employees to the business because they are guaranteed of say health and safety(Rebelo, M., Santos, G., Silve, R., 2016, p. 101). The next step is to identify and reward performance. At this juncture, employees are promised that their hard work will be fruitful. It is also a sign of motivation to the employees. The last step is to incorporate the employees in the decision making process. When employees are involved in coming up with the policies and the objectives of the organization, they tend to own the strategies, and thus most of the employees can easily be retained. The Induction and Orientation Timeline First Week before the 1st Day Making sure that everything that the employee will need regarding the equipment is present. Such as desks, protective garments, gadgets Before First Day Availing of company information to the employees Communicate the expectations of the company during the employment session. Disseminate information to the head of the department and the members of the department regarding the job description of the new employees. First Day Identifying the new employee to the colleagues in the department. Communicating the job specifications of the employees Dedicate a mentor to each new employee so that the employee can be guided in aspects such as the mission, vision and the objectives of the company. Within the first two weeks Orientation of the just recruited employees to the work surroundings Explanation of the mission, objectives and the business structure of the organization. Discussion of the health and safety regulations that apply to the organizational setting. To familiarize the employee with the policies of the specific department that the will be engaged in. The offering of documents that contain all the information concern the orientation process. Finalizing of the orientation process with the new employee. In a period of 9 Months The introduction of training programs and the credentials that are required for one to qualify for the development programs. Adding the new employees in coming up with their specific learning plans. Provision of the precise feedback. Evaluation of the performance of the process. Identification of how employees are fairing and recognize their achievements. The induction schedule aimed at aiding in making the employees to be conversant with the operations of the company and its specific objectives that aids in a universal move towards achieving performance both in the long and short term(Saeed, I., Arif, M., Gul, H.,Ayaz, B., Khan, Q., 2013). The effectiveness of the induction process is that new employees will be assimilated into the company within a very short period. In the bid to abide by the employee rights the organization will ensure that the employees are availed the most conducive working environment and that they are aware of all the policies that appertain to them. The organization will still be able to achieve its goals of having competent staffs that are aware of its operations and the culture. Strategies that Promotes Diversity At the Workplace Training and Development It is imperative that the organization should embrace the training and development programs that impact employees with skills that give them a competitive edge in the market and also make them operate effectively(Guillaume, Y.R.,J.F.,Otaye-Ebede,L.,Woods,S.A.,West,M., 2015). It also aids in making the employees robust when it comes to the dynamics of the market more so those appertaining to the changes in technology. Mentoring of Employees Belonging to Minority Group It is evident that the organization world is now diversified regarding the employees that work in them. There are different categories of employees that may be viewed as inferior, and thus they may fall victim to discrimination that makes their working environment to be unbearable. Mentoring of the employees will make the minority groups more conversant on how to handle themselves in the face of vices inflicted upon them. Managing Conflicts Emerging from Diversity The best way to manage conflicts is to create an avenue where employees can report the problems they have concerning diversity problems. Also, the organization should have policies that address the diverse cultural issues that may face employees at the workplace. Employees should be encouraged not to conceal their problems whenever they occur but instead report them. Addressing Grievances There should be policies in the organization that addresses various expected grievances that may emerge in the course of business. Also, the employees should be conversant with policies and the procedures of the organization so that they are more informed on powers of the management(Bond, M.A. Haynes, M.C., 2014). The organization should have a platform where the employees can access every time that they have an issue of concern. The management should ensure that the instructions that are given to the employees are clear and projected through the most effective media. Bibliography Bond,M.A. Haynes,M.C. (2014). Workplace diversity; A Social-Ecological Framework and Policy Implications. Social Issues and Policy, 8 (1), 167-201. Farndale, E., Pai, A., Spaarrow, P., Scullion, H. (2014). Balancing individual and organizational goals in global talent management: A mutual-benefits perspective. Journal of Business, 49 (2), 204-214. Fossum, J. (2014). Labor Relations. Mcgraw Hill Higher Educat. Guillaume, Y.R., J.F., Otaye-Ebede, L., Woods, S.A.,West, M., (2015). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity? Journalof Organizational Behaviour. Poole, M. (2013). Industrial Relations: Origins and Patterns of National Diversity (Vol. 4).Routledge. Rebelo, M., Santos, G., Silve, R. (2016). Integration of Management Systems. Journal of Cleaner Production, 127 (2016), 96-111. Saeed, I., Arif, M., Gul, H., Ayaz, B.,Khan, Q. (2013). Employee Induction and Orientation at public sector Organization: A case of Pakistan. IJCBS. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samar did, A., Mc Lean, P.,. Plimmer, G. (2015). Managing Employee Performance Reward: Concepts, Practices, Strategies.Cambridge University Press.

Treadway Tire Case Essay Example

Treadway Tire Case Paper Treadway Tire Case BY rocker0815 6N212: Management in Organizations Case: The Treadway Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plant Harvard Brief Case: # 2190 Oune, 2008) Case Analysis Questions: 1 . Briefly describe the situation today at the Lima Tire plant. Treadway Tires plant in Lima, Ohio must confront strong Job dissatisfaction and high turnover among its line foremen. The foremen are caught in the middle of an adversarial relationship between the union and management, and they must cope with the needs and interests of both. They also perceive limited opportunity for areer advancement. Solving the problem requires rethinking the philosophy that guides workforce management and changing the Treadway culture that has grown up around that philosophy. Facing mounting pressure to reduce costs and increase productivity, director of human resources Ashley Wall must work quickly to analyze the root causes of the problem and provide an action plan to reduce turnover of the line foreman segment 2. What is the relationship between line foremen at Treadways Lima Plant and other groups within the plant: general supervisors and area managers, top management, he union, hourly workers, each other? Why do you believe the relationships are as they are? 3. How do you feel line foreman feel about their Jobs and why? Be specific about their sources of dissatisfaction. How engaged are the line foreman? How would they respond to Gallups 12 Questions of a Strong Workplace? Expand on your position. 4. What are the consequences of those feelings? What is the ripple effect of having disengaged line foreman? 5. What are the costs of turnover within the Lima plant? Direct? Indirect? How would you calculate the cost of turnover if you were We will write a custom essay sample on Treadway Tire Case specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Treadway Tire Case specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Treadway Tire Case specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Ashley Wall making a presentation to top management? (Hint: Look at number of hours worked per month, salary plus benefits, and how long it takes to come up to speed in the role) What is the magnitude of the turnover problem? Here is a formula for calculating the direct cost of turnover: Average Hours Worked/Month x Wage/Hour (including benefits) x Number of Months for Learning Curve x Productivity during Learning Curve x Number of Positions Turned Over = Direct Cost of Turnover 6. Discuss the elements of the current work system that are contributing to the problem. How does each negatively impact engagement and Job satisfaction? Out of a total of 50 foremen at the Lima facility, 23 of these positions have turn over. and resolve a variety of personnel, resources, and administrative issues in a 12-hour shift. On top of this, line for felt often pulled in different, often conflicting directions by management, the workers, and the union. Meeting performance goals is the most important duty of the line foreman. Every day a break out report of the previous days actual performance vs. orecast was circulated to all line foremen, general upervisor, area managers, and the plant operating committee. The report detailed such metrics as labor hours per unit, units completed, and units rejected owing to quality issues. If the results fell below forecasted levels, the foreman was subject to a severe tongue lashing and usually threatened with poor performance review. Responsibilities A foremans top priority was to start the tire production line each work day a nd ensure that no technical issues would stop production during the shift. Due o the Strenuous nature of long shifts, the scheduled hourly workers often came ate to work or called in sick, causing foremen to scramble for last minute substitute workers and assign them spontaneously to appropriate task. Morale No Matter what happens, were expected to meet or exceed targets, which get higher every year. Feel powerless to discipline the employee due to the union. They dont feel like they have authority, but yet they have all the responsibility. Hiring process-ok Training-Foreman did not receive formal training. The company did not want to invest in the training. Goals As long as you meet targets without aggravating the union or management too much, oure fine. Promotion Line foremen Just dont see any way to move up at Lima. No room for advancement. Survey The company did not offer clear opportunities for advancement Conclusion Morale and productivity were imperiled. The plant was not satisfactorily developing new managers. Relations between management and the union were threatened. Management is sensitive to employee problems. Did not feel prepared to accomplish duties Immediate supervisor is not a positive role model. Tone at the top Training 7. What action plan should Ashley Wall recommend? Be specific in describing your ecommended actions. 8. What key lessons will you take away from this case relative to building an engaged work culture and being an effective manager? Discuss the elements of the current work system that are contributing to the problem. How does each negatively impact engagement and Job satisfaction? In this case, there are many elements of the current work system that are contributing to the problem. The problem can be attributed to the inefficient training system in place, which resulted in undertrained foreman. The current training process was a sink or swim mentality forced upon the foreman. Due to the lack of proper training, the line foreman did not have the proper tools to do the Job right or run things properly. This lack of training has lead to a low Job satisfaction and low employee engagement among foremen. Another element contributing to the problem was the constant pressure from managers to meet or exceed targets no matter what happened in the factory. The foremen were under constant pressure and Judged on a daily basis on their production results. The bosses often threatened the foreman to get results. This type of leadership style caused tension between the supervisors and the foreman. The constant pressures on targets lead toa high stress environment, low employee morale, and low Job satisfaction among foremen. Foremen were also faced with long shifts and very substantial workload. These long work hours increase the stress and fatigue on foremen, which will lead to a less productive employee. Even if foremen are able to handle the long shifts and substantial workload, they are face with few opportunities to move up within the company. The long shifts, substantial work load, and the lack of opportunities have lead to low employee engagement, higher stress, and low Job satisfaction. What action plan should Ashley Wall recommend? Be specific in describing your recommended actions. Ashley should recommend a training program for new and current foremen that will prepare them on how to effectively do their Job adequately. This would be a good long term investment for the company. This training program would enable these foremen to have better experience and results in the workplace. Providing appropriate training and information will make employees feel more valuable and will result in better Job satisfaction. The company should have hiring process to promote from internal candidates. This process accompanied with the appropriate training and employee development will lead to employee retention. These steps will show the foreman that the company is loyal to qualified employees. satisfaction. The company should put less pressure on the foremen for immediate result on things that are outside their control, for example sick employee. The results should be adjusted based on the head count for that particular day. Introduce a productivity measure per employee, not per department. Ashley should also propose shorter shifts. Shorter shifts would improve the productivity of the plant. The longer the shifts lead to less productive employees at the end of a long shift. The current length of time for each shift could be reduced so that it causes less stress on the individuals and help with work life balance. People can work strong for a time, but once they reach fatigue, they begin to make more mistakes and theyre more irritable. The shorter shift will increase employee morale and Job satisfaction. 8. Empower your employees, treat them with respect, and be someone your employees would follow, Train. Empower your employees, treat them with respect, and be someone your employees would follow.