TEAM INTERNATIONAL MANAGEMENT INSTITUTE NEW DELHI

Operation Rhinestone

TE connectivity+ RPG=Raychem RPG

EXPECTED RESULT 1. Higher customer satisfaction 2. Higher productivity ACTUAL RESULT 1. Lower productivity 2. Lower product quality 3. Dealys in delivery 4. Dissatisfied employees

Self Managed Teams

Raychem,Halol

NO TRAINING TO THE TEAM MEMBERS REGARDING SMT CONCEPT

On the job training at Bangalore plant was given rather than Nalagarh, where SMT concept was implemented No behavioral training (goal setting, work scheduling, basic management skills) required to implement SMT model

No training to make TMs understand the SMT concept

No information regarding the training of coaches

LACK OF ANALYSIS
No behavioral Critical success training (goal setting, work factors unknown (as to scheduling, why this basic business model management was a success skills) required to implement in Nalagarh) SMT model

What problems if any occurred at Nalagarh and their solutions.

Why was the business model a success at Nalagarh

SLOW LEARNING CURVE

Lot of time required in developing skills, practicing skills and accepting new responsibilities Expecting immediate results by applying a new business model was over enthusiatsic on part of the management

Heaping too many responsibilities initially over team members is making them overworked and leading to low productivity

EXPERIENCE OF FACILITATORS AND COACHES

No information whether the facilitators have ever worked in Self Managed Team business model Coaches were selected from the middle or high level management , while the criterion should have been that they should have had prior experience in working with self managed teams

ABSENCE OF GRIEVANCE HANDLING MECHANISMS

Grievances came up only when the management overburdened the workers

Handling of grievances on a timely basis was not done

GROWING DISSATISFACTION
No monetary benefits(since Promotion Lack of the workers also after 4 yrs were from a motivation(i.e. i.e. completion lower goal setting Focus only on of and handling economic diploma(how career of background development to keep and were expectations workers young people of workers motivated till was missing) who like then) rewards in the from of cash)

Not made to understand what benefit do they have from this business model

LACKASAIDICAL ATTITUDE OF COACHES

Since it is the duty of the coach to look into the day to day affairs , he should of made sure at what time the machine broke down i.e. whether in the first or the second shift One of the duties of the coach is to inculcate a positive environment, but the growing dissatisfaction and dipping morale of the employees , is indicator of the opposite.