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anhbasino
14-03-2015, 06:44 PM
Mình đang làm cái case study group 4 người, mới tranh luận 1 buổi thôi mà cãi nhau ỏm tỏi rồi. Vậy để cho chắc ăn, mình đem cái case ra đây mong bạn nào bỏ chút thời gian lược dịch giùm mình. Mình chân thành cảm ơn. :)

This Case Study is based in the same company used in the book, on personality and individual difference. Therefore, you should read that case to refresh your memory of some of the details. In that case it was indicated that John as the production manager was seeking to negotiate new terms and conditions of employment with the trade union representing the factory employees working for the company. As indicated, there was a lack of trust among all levels working at the company and so the negotiation of a new deal was proving very complex and slow progress was being made

One of the major problems to be addressed was the issue of how easily employees could manufacture overtime for themselves, and hence additional earn**ings. This was in addition to the productivity bonus scheme which also paid additional money if work was produced more quickly than the previously negotiated targets. Over the years, various production managers had made numerous concessions on these targets and they bore no real relationship to the actual time needed to undertake the work required. This provided some employees with an opportunity to inflate their earnings without too much difficulty. Essentially it was the older products that allowed the earnings levels to be inflated and so it was only a part of the workforce (those with longest service) that could benefit from these weaknesses. This inevitably caused friction and argument between employees, as everyone wanted the lucrative jobs, but once achieved they were not given up willingly or quickly.

This situation led to difficulties for the negotiators from both sides as they sought to deal with the prob**lems. There were essentially two groups within the fac**tory workforce, both of which were represented by the same trade union. One group had the opportunity to inflate earnings quite easily as a result of the slack work standards and also to manufacture the need to work overtime if they chose to do so. This group of employ**ees tended to be the older, longer serving employees and they also had considerable influence in the trade union group within the company. This group was also the largest number of employees within the factory

The other group had some ability to inflate earnings by delaying orders and working overtime. The work standards for their jobs tended to be more accurate and so it was necessary for employees to find ways of delaying work without sacrificing bonus earnings in the process. In doing so they had to balance the addi**tional money earned from overtime, with any potential loss of production bonus, never an easy calculation to make accurately. The number of employees in this group was smaller than the other group and they gen**erally had shorter service with the company. Equally, they were not in such a prominent position within the trade union branch, so it was more difficult for them to get the trade union to take their case seriously and act accordingly.

So the basic position of the parties in the nego**tiation was that management wanted to develop a new incentive scheme which was consistent and fair to all employees and which would encourage higher productivity. The trade union group had a majority of members on the negotiation committee who had something significant to lose by any changes to the bonus arrangements. But, it also had on it a smaller group who would have liked to see an improved bonus scheme implemented which would provide an opportunity to earn more money without needing to manufacture the overtime as the means of doing so. It was against that background that the management and trade union negotiating committee was seeking to find solutions.

emyeukhoahoc
16-03-2015, 10:45 AM
Bạn dịch trước, và đưa vào Hỏi đ́áp nhanh sẽ có người sửa bài.

http://tratu.coviet.vn/hoc-tieng-anh/dich-van-ban.html