Conflict In Manufacturing Unit Between Employee & Head Of Department

Dear All,
I require your valuable suggestion. There is no respect shown towards HOD. The employees are not answering properly to HOD. This is affecting the production efficiency. When I spoke to HOD personally, he said that no one is obeying, no one is answering properly, every one is behaving as a king. This is affecting production output. When I spoke with the employee, they said that the sir is not speaking with them properly. Every one is speaking in a loud voice with them.
Please give me the solutions that what steps should be taken to solve this issue.
Thanking you in advance for your co-operation.
Regards,
Preeti

Dear Preeti,
Are you the owner of the company? Are you from HR?
Convene a meeting of all the persons together. Listen the viewpoint from both the sides. Tell them to concentrate on issues but not on persons.
Lastly tell the HOD that he must maintain the prestige of everybody (do this in private) and tell the juniors that he enjoys the authority. Therefore, his position must be respected.
This problem has happened because owner did not give attention to fostering positive interpersonal environment in the company. Many times owners think that if they have money then that is sufficient to run the business. Otherwise owners are too obsessed with marketing and they neglect to build the organisation's culture. By the time they realise that it is the company's culture that is holding the growth, it is too late. Once the culture is moulded, it becomes very difficult to change it. However, with the willingness of top leadership it is possible.
Ok...
Dinesh V Divekar

employee are valuable resource of any organization, if there is an conflict so their i will solutions..also. Do one thing.
conduct get to gather party.weekly.discuss the progress or status of manufacturing and loss due to employees behavior or HOD behavior.
tell them in this speed we can not get achieve goals.please don't discuss about any one name. Just use "we".
after that if that type of issue arise again take disciplinary action.we can not tolerate any one down the speed of manufacturing for single one.

Dear Preeti,
Personal ego, Union, forming of groups etc are some of the quality of all the human beings, especially in shop floors the union or petty groups influence the work culture, some times it may be result of as mr. Dinesh said or non- acceptance of the new one to lead them, or had good faith in the old leader who was moved out.
At the same time, HOD is also responsible to lead the team, building the team, developing a reach to the bottom line and achieve control over the department and confidence among his pupil.
For all these, as a HR we may need advise the HOD to conduct interactive sessions on regular basis, a few team meetings, training sessions on both soft and technical skills. Even sports, weekend outings, get-together would also help.
As a HR, you make a every day visit to that department, analyse and use a strategic management theory.
Disciplinary actions at this stage would boomerang, have a cautious approach,
regards
srinivas

It is a culture issue and adopting a disciplinary approach to deal with it, may misfire. It is necessary to inititae a culture that promotes mutual respect and free flow of communication in the organisation and the onus to initiate such culture squarely lies on the senior leadership of the organisation. Kindlya ddress the issue from this angle.
B.Saikumar

Dear,
as above reference we have to maintain good harmonoious industrial relationship between workmen and employer, we need to fill up gap between workmen and employer, we need to achieve more production level with optimum utilisation of all the material,manpower etc.,,, so in this regard we have to conduct training programmes in the shop floor for workmen - how to maintain relationships, how to change industrial change, etc.,
so in the part of HR, we have to do like that diffinetly we will get it best result.
thanks,
Rajesh Kantubhukta

Dear Preeti,
What are the issues of workers and those of HOD, for such a behaviour. Chalk them out on paper and think it over, then only a problem can be found. If still there are rowdy behaviour on the part of the staff other avenues need to exercised.

I would like to putforth my
openion for guidance:
While expressing such
problem, it is always better
to mention the strength of
the persons working in the
organisation, whether it is-
unionised or not. The total
play of the industry depends on these two factors.
1) Generally in an industry
Head of the unit should
talk to the HOD and find out the reasons for such an adament attitude of the workers. He should also know the grievances of the workers if any which have not been brought to his
knowledge so far as a result
they are not giving any importance to HOD.
2) Unit Head/HOD should work
out the production on hourly
basis based on the installed
capacity of the plant and fix up the breakeven point.
3) As early as possible a
meeting with the workers/
union should be convened and HOD should start the
discussion highlighting the
loss of production and cation them to maintain the
disciplene and productivity
in the over all interestt of
the organisati

The point No. 3 of my earlier
posting may please by ignored
and continue to read as...
3) As early as possible a meeting with the workers/union
should be conveyed and UNIT
HEAD should start the discussion highlighting the loss of production and caution them to maintain the disciplane and producti-
vity in the overall interest
of the organisation and also
they should give due respect to HOD. The Unit Head also inform the workers
in the meeting that after
improvement is seen, their
grievances if any will be looked into.
Monitoring is very much necessary after the Meeting.
After the above steps are taken, definetely improvement in the situation
can be seen.
Eswararao Ivaturi.