Problem of Turnover At a Ford Plant

The purpose of the proposed study will be to identify human resource strategies that will enable manufacturing organizations to improve retention rates of first-line supervisors. Major causes of turnover among first-level supervisors will be identified in the pursuit of this objective.

The research setting for the proposed study will be a manufacturing organization. Specifically, the setting will be an assembly plant of the Ford Motor Company.

The organizational sub-unit that will provide the focus for this study employs 65 first-line supervisors in a three-shift production operation. The rate of turnover among these first-line supervisors has been at undesirably high levels for the past three years. There are no signs indicating that the situation is likely to improve in the foreseeable future in the absence of effective action by senior management at the plant. Management within the target organizational sub-unit has not applied consistent human resource policy in

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ers that stress outcomes may not be always controllable by individuals exposed to stressors. Ramaswami, Angarwal, and Bhargava (1993, pp. 179-193) found that role ambiguity and role conflict was major antecedents of alienation. Formalization, job codification, and rule observation also were found to contribute to alienation. Job "Burn-Out" and Job Satisfaction A concept closely associated with occupational stress is job "burn-out" (Lee & Ashfort, 1993, p. 16). Job burn-out frequently is mentioned with respect to police officers, air traffic controllers, and professional nurses. The term also is mentioned frequently in connection with other so-called high-pressure occupations. Job burn-out, however, has been found to be present in all occupations, regardless of whether or not the occupation is a so- called high-pressure occupation. Job burn-out is held to result from the combined effects of work-related factors which create unrelieved work stress, which, in turn, leads to a generally debilitated psychological condition in individuals (Lee & Ashfort, 1993, p. 17). Certain behaviors associated with job burn-out have been observed in a wide variety of occupations. These behaviors include the following: (1) a tendency on t
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Some common words found in the essay are:
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Approximate Word count = 7315
Approximate Pages = 29 (250 words per page)

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