Obhr 3310 - Group Project

1/27/2019 OBHR 3310 - Group Project - Google Docs
OBHR 3310.003 ANALYSIS
Riley Nguyen
Joshua Banh
Alejandro Huerta
Fiona Ajayi
https://docs.google.com/document/d/1V8B6svlREH0P9PIruDOIZCYkaqfVQDBkLHkfAzSBtqc/edit 1/19
Table of Contents
Section Page
Executive Summary……………………………………………………………………………...2
Ⅰ. OB Concepts & Problems……………………………………………………………………..3
Transactional Theory of Stress………………………………………………………….3
Task-Oriented Behavioral Approach to Leadership…………………………………..4
Role Overload…………………………………………………………………………….4
Continuance Commitment……………………………………………………………....5
Ⅱ. OB Concepts & Solutions………………………………………………………………….....6
Needs Hierarchy Theory………………………………………………………………...6
Equity Theory…………………………………………………………………………….7
Job Satisfaction and Factors Affecting Job Satisfaction……………………………....7
Value-Percept Theory…………………………………………………………………....9
Ⅲ. Actions & Plans……………………………………………………………………………...9
Needs Hierarchy Theory………………………………………………………………...9
Equity Theory…………………………………………………………………………...11
Job Satisfaction and Factors Affecting Job Satisfaction……………………………..12
Ⅳ. Potential Barriers & Obstacles………………………………………………………….…13
Money……………………………………………………………………………………13
Upper Level Management Refusal to Change………………………………………...14
Ⅴ. Risk & Consequences………………………………………………………………………..14
Increased Prices and Layoffs…………………………..……………………………....14
Conclusion………………………………………………………………………………………16
References…………………………………………………………………………………….....17
Executive Summary
Introduction
With a growing need for jobs in the U.S, many people have shifted over to heavy labor
jobs to support themselves and family. In the end, it is great that jobs are being supplied to
workers across America, but it becomes a problem when companies and factories try to exploit
or dupe their employees for an easy buck. This analysis is here to show one of its offenders,
Tyson Foods, on the immoral practices that plague the workers in this type of industry.
Background
OSHA announced on Tuesday that it was fining the company $263,498 for two repeated
and 15 serious violations. In response, Tyson said in a statement, “We never want to see anyone
hurt on the job, which is why we’re committed to continual improvement in our workplace safety
efforts. We fully cooperated with OSHA’s inspection of our Center plant and intended to meet
with OSHA officials in an effort to resolve these claims.” OSHA’s enforcement actions come as
part of the agency’s recent focus on the poultry industry. And it also comes after a number of
reports have exposed the gruesome conditions that workers must endure inside these plants.
Proposed Solution
In the Hierarchy Theory, Tyson Foods needs to understand that these workers have needs
beyond their paycheck and to focus on fulfilling needs. Following the Equity Theory, would
surely bring out happier and more efficient employees. Job Satisfaction Theory would avoid the
endless cycle of hiring and firing. To solve this problem, it would simply bring more satisfaction
to the workers if upper management didn’t see these labor workers as just cogs in a machine but
to see them as human beings.
OB Concepts & Problems
Tyson Foods is a food corporation that employs assembly workers to work at their
factories. Now a main concern or problem dealing with their company is that upper-management
is mismanaging their employees. So, an investigation was conducted to see if there was truth in
that upper-management was mistreating their employees, and unfortunately, that was the case.
Now one of the ways Tyson Foods is not properly treating their employees is by not giving their
employees the necessary resources to do their job. (Lowe 2017.) Other things like lack of
resources are also contributing to upper-management mismanaging its employees. In other
words, Tyson Foods is not meeting safety needs for the workers and failing to provide a healthy
work environment, so something needs to change. Using some OBHR terms, we will discuss
how upper-management is contributing to the problem.
Transactional Theory of Stress
The transactional theory of stress is the feeling some individual feels when something is
at risk, and they can’t deal with the situation with the current resources available. In the case of
Tyson Foods employees, they feel the stress when they were in a crowded fast pace environment
where they must do their job, and not enough resources to do it (Lowe 2017.) In other words,
Tyson Foods’ employees can feel overwhelmed with producing results in a short period, because
if they don’t produce results, they can lose their jobs. For some workers, losing their jobs can
mean that they can’t provide for their family, they can’t pay their bills, rent, and other important
payments. So, in this case, the flow of income is what is at risk, and the resources given from
management is not enough to produce proper results. Upper-management should understand that
the job contains stress, and once they understand the stress involved in the job, then they should
try to figure out ways to try and reduce that stress. One other thing that is increasing the stress of
workers is their safety. Research has shown that factory jobs like the ones in Tyson Foods are
some of the most dangerous factory jobs in the country (Lowe 2017.) In other words, Tyson
Foods employees also have the risk of potentially a limb or even their lives when performing
their essential work duties. (especially the ones that work in slaughterhouses) Tyson Foods’
upper-management needs to figure out how to maintain a safe work environment to reduce stress
and increase work productivity.
Task-Oriented Behavioral Approach to Leadership
According to the PowerPoint slides, task-oriented behavioral approach to leadership is
when the leader decides to create specific roles for the others in the team to increase how
successful the unit performs. Now Tyson Foods also seems to have in place a behavioral
leadership system that is more task-oriented. For instance, Tyson Foods places more emphasis on
creating useful roles to produce more products (Ferdman 2016.) In other words, Tyson Foods
upper-management is not as concerned with their employee’s feelings and emotions but instead,
want to the company to produce results. Upper-management is the one benefiting because if the
company is producing results, then they get to keep their jobs and probably get a raise. However,
that doesn’t mean that the employees are happy with the way things handled in the company.
Some employees were so outraged that is one of the reasons why an investigation was done to
try and figure out why the workers were so unhappy with upper- management. Thus, the
behavioral approach of task-oriented style doesn’t seem to be working for Tyson Foods and
perhaps would benefit them if they change the type of behavioral approach style to
people-oriented. (The behavioral approach where the leader considers the feelings and emotions
of the employees)
Role Overload
Another issue that employees are dealing with is that upper-management is assigning
them duties and roles beyond what they can produce with the currents resources at their disposal.
For instance, upper-management wants Tyson Foods employees who work in the
slaughterhouses and meat plants to process the meat products at speed so fast that it is causing
them health problems. (Lowe 2017.) In other words, Tyson Foods upper-management is not
considering that the employees are human, and don’t have supernatural abilities that will allow
them to work at extreme speeds to produce more products. Another way that Tyson Foods
upper-management is mismanaging their employees is by not having enough workers working
during shifts. For example, some of the employees working in the assembly lines can’t even get
bathroom breaks when they most need them because they must sometimes wait more than an
hour to switch places with another employee (Ferdman 2016.) In other words, Tyson Foods
doesn’t have enough workers during shifts, so it is delaying when the employee’s turn ends, and
they are not taking care of safety needs for the workers. Upper-management wants to get things
done faster and produce more products, but currently, do not have enough resources or the
workforce to do it now.
Continuance Commitment
One other thing that upper-management should try to change is that a lot of the workers
are still at the company, because of continuance commitment. According to the lecture notes,
continuance commitment is when a person decides to stay of an organization because they feel
negative consequences will follow them if they leave. For instance, as we mentioned earlier,
Tyson Foods employees have bills to pay, need to support their family, and other things that they
might not be able to do if they quit their job. Now the reason Tyson Foods employees want to
leave the company is that of the unsafe conditions mentioned above that could potentially harm
them. In other words, when Tyson Foods employees are offered another similar job, then they
will take more than likely take it because the reason they didn’t leave before is that they didn’t
want to be without a job. Now, upper-management should investigate how they can change the
continuance commitment of employees to affective commitment. (wanting to stay.) The next
section will talk about what Tyson Foods can do to address the problem.
OB Concepts & Solutions
Needs Hierarchy Theory
A well-known and popular concept, Maslow’s needs hierarchy theory is a simple idea in
which it ranks certain wants that an overall person would need to continue. These needs range
1`from basic survival to the more complex human idea of self-actualization. The reason why
Tyson Foods is being connected to this concept is that on several essential levels, this massive
corporation is failing to support their employees properly. The two massively important needs
that employees are missing is the basic idea of both food and safety. It is ironic that these factory
workers that surround themselves with food that millions of United States citizens eat are unable
to eat lunch themselves during grueling their work hours. The reason why this happens is that the
factory workers are paid in a “gang system” in which they are only paid while working on the
assembly line. This causes lunch breaks to be either nonexistent or scarfed down in a small
amount of time to keep their work hours at acceptable levels. The other basic need that fails to be
addressed is the concept of safety within the workplace. As Tyson Foods had been reported on
having several safety violations within the workplace which include no safety training in using
highly hazardous chemicals, no safety equipment for the use of heavy equipment, and unsafe
levels of carbon dioxide building up within factories. So, both of these unmet needs to decrease
the motivation and morale of these workers which in turn causes them to be less effective in the
workplace. A simple solution to solve this problem is for Tyson Foods to understand that these
workers have needs beyond their paycheck and to focus on fulfilling these either current or
emerging needs. Doing so would surely bring out the better parts of their workers, and bring out
happier and more efficient employees.
Equity Theory
The equity theory is a model of motivation that explains how people strive for fairness
and justice in social exchanges or give-and-take relationships. Within a work environment,
employers do expect a certain task to be completed when they hire their employee, but in the
same vein, employees expect to be paid and treated fairly for their work. This give-and-take
relationship can be wonderfully beneficial for both parties, but the way Tyson Foods is managing
this relationship is actually very poor. As employees being mistreated with meager pay while
their supervisors and higher-ups gain from their tired hands can attest to this unhealthy
relationship. The main point is that this theory provides that when the workers are putting in their
inputs they expect an equal amount of outputs, but in this case, employees are receiving lower
outputs than they are putting in. This causes a chain reaction within the workers that in the end
cause them to put in fewer inputs to match the productions their employers give them. This
decrease in work is terrible for both parties in which low-value workers are merely fired and
replaced, but these replacements come at a cost. These new workers with little to no experience
enter these dangerous factories which need to be taught a plethora of new tasks else more safety
and health risk occur within the factories. This loss of productivity and money in training these
recruits could all be avoided if Tyson Foods treats their current employees better by things like
better safety and pay. Avoiding the endless cycle of hiring and firing seems to be the most
beneficial and efficient for both parties in the end.
Job Satisfaction and Factors Affecting Job Satisfaction
There are many factors when considering how well employees find satisfaction within
their job. Naturally, when increasing job satisfaction in workers it also improves other factors
like productivity and wanting to stay with the company. For the sake of simplicity, this will be
focusing more on three major factors that affect the satisfaction of factory labor workers. These
three factors are payment, work itself, and supervision.
Payment is a more straightforward idea that most people will think of when considering
job satisfaction. In general, the average salary for line workers at Tyson Foods is $11 an hour.
Many of these hard work hours, however; are merely not counted when their paycheck arrives
due to the aforementioned “gang system” which only pays them when they are directly working
in their respective assembly line areas. Even if they do work, things such as overtime are not
counted towards their pay which sounds unreasonable to the average worker. These two
examples bring out major discussion within the workforce which needs to be amended to find a
just payment like removing the “gang system” and paying for overtime.
The work itself is a rather important factor in the human body when considering the
assembly line. Day in and day out, one stands at an ever-going conveyor belt all day doing a
single task until their hour's end. That single task is reproduced probably over 1000 times or
more in a single workday. Moreover, with the ever-increasing population of the U.S., it appears
that they need more and more foodstuffs which means more and more work. The entire process
that these factory workers go through is pretty dangerous considering the average worker is
handling large mincers, sharp blades, and hazardous chemicals with a heavy workload on their
shoulders. Bodily harm and general degradation of body parts is a widespread thing amongst
these workers, and the best way to keep the job satisfaction high is to change some vital stuff.
These would be to establish better safety measures previously stated and better health care for
the workers to keep them in better condition which in turn makes them feel greater and stay
longer in the workforce.
Supervision is another major problem affecting the workers in which that supervisors
don’t treat the workers as humans. Simply put, to increase profits or reach certain quotas for the
company, supervisors can increase the assembly line process to the detriment of the workers. If
you increase the tiring and dangerous operation of the assembly line, it can only increase more
health and safety risk both physically and mentally. To solve this problem, it would merely bring
more satisfaction to the workers if upper management didn’t see these labor workers as just cogs
in a machine but to see them as human beings.
Value-Percept Theory
Factoring in everything, do these assembly line workers value what their job brings
them? The basic formula of the theory states that Dissatisfaction = (Vwant-Vhave) x
(Vimportance). Everything said in this section is relatively essential to a worker, and so will be
reasonably high as well for these important factors but what does Tyson Food give them? Poor
and unfair pay, grueling working conditions, various safety hazards, and unempathetic upper
management. When factoring all this into the formula, it would suggest that the dissatisfaction
among workers would be on a reasonably high level. Every single point brought up is relatively
important in its own right, and solutions have been given to every one of these points. It is up to
Tyson Foods to act on this significant problem within their workforce, and hopefully, with these
changes make it so that these workers would willingly stay because of company loyalty and
value their job.
Actions & Plans
Needs Hierarchy Theory
A simple solution to solve this problem is for Tyson Foods to understand that these
workers have needs beyond their paycheck and to focus on fulfilling these either current or
10
emerging needs. Doing so would surely bring out the better parts of their workers, and bring out
happier and more efficient employees.
How Tyson should come about this issue is upper management should start from the
bottom up, so that way management can obtain the trust and listens to their employees. Team
members spend many hours each year training to work safely and to have a clear understanding
of possible health and safety hazards related to their jobs. Managers in operations train regularly
throughout their career in health and safety processes, and best practices and Tyson will continue
to support the professional education and development of their safety and health managers. “New
team members receive awareness-level training regarding the health and safety hazards and
procedures applicable to most jobs and work areas in their facility. Approximately 30 health and
safety topics are discussed during this training.” (Tyson Foods). By increasing the number of
safety topics, Tyson employees can ensure that Tyson as a whole care about their employee's
safety.
Also, The timing and frequency of rest breaks provided team members at Tyson poultry
plants vary due to several factors including the type of operation, state law requirements, and the
preferences of the USDA inspectors and our team members. In general, some plants have one
30-minute unpaid break or more per shift; others have two breaks of more than 20 minutes. “Our
production supervisors are instructed to allow team members to leave the production line if they
need to use the restroom.” (Tyson Foods). By allowing them to do this gives a level of freedom
of the employees themselves, this will not raise any more concerns for both the employees and
upper management.
Another concern that Tyson has is injuries that are occurring during operation hours, If a
team member gets hurt on the job, Tyson should request they report it, regardless of how minor
they believe it to be. Tyson needs do this because we believe in early intervention to reduce the
11
frequency and severity of injuries. We want workplace injuries, and illnesses detected early so
they can be immediately addressed. Tyson needs to follow a systematic approach for the early
reporting, intervention, evaluation, and conservative treatment of injuries and illnesses. “It
begins with an initial evaluation by facility-based occupational health nurses and progresses
through a series of steps, including medical provider referral when necessary.” (Tyson foods).
Equity Theory
This loss of productivity and money in training these recruits could all be avoided if
Tyson Foods treats their current employees better by things like better safety and pay. Avoiding
the endless cycle of hiring and firing seems to be the most beneficial and efficient for both
parties in the end.
Tyson needs to implement a more and improved motivation program, in a way that the
employees are doing the desired work that upper management is looking for. For example, a
point system by having a point system at Tysons poultry plants that are designed to encourage
attendance as well as communications between production supervisors and hourly team
members. The policy, which aimed to monitor absenteeism. It’s essential because Tyson needs to
know what their staffing levels will be to operate effectively. There are multiple ways for team
members to identify their attendance points (kiosks at some plants, HR office, postings). At some
locations, programs are set up to reward Team Members who have good attendance by taking off
points.
Also, a pay increase would be great Many of Tyson employees, whom Tyson call team
members, are compensated at an hourly rate for production or maintenance work in the
processing plants. To make sure Tyson pay is competitive, “Compensation Department conducts
wage surveys and regularly reviews cost-of-living indicators and community norms.” (Tyson
Foods). Tyson will be offering the highest-paying entry-level jobs in many of our plant
12
communities and pay more than most companies in the poultry business. “In fiscal 2017, we
implemented varying levels of pay increases at all poultry plants. This takes the average hourly
pay for Tyson’s poultry team members to $12.88-$20.50, depending on their role.” (Tyson),
Some hourly production workers make more than $16 an hour, while some maintenance jobs pay
as much as $23 an hour and some refrigeration jobs earn $26 an hour. With this fix, Tyson
employees will far much happier as well as motivate the employees to work harder.
Job Satisfaction and Factors Affecting Job Satisfaction
To solve this problem, it would merely bring more satisfaction to the workers if upper
management didn’t see these labor workers as just cogs in a machine but to see them as human
beings. To fix this problem, Tyson needs to offer better benefits to their employees. Tyson needs
to provide affordable health, life, dental, vision, and prescription drug benefits to our team
members and their families. We require all team members who have been employed for 59 days
to have health care coverage through either the company-sponsored health plan or through a
family member’s program. This means, 100 percent of the company’s eligible team members
have access to health care coverage. Other benefits include paid vacations and holidays,
eligibility to participate in a 401(k)-retirement savings program and an employee stock purchase
program, short and long-term disability and educational assistance.
Keeping the lines of communication open between team members and the more massive
corporation is not just important; it’s a vital part of how we operate. Whether it’s a rights issue, a
safety issue, or even a personal issue, our goal is to make sure that concerns are easily heard, and
if need be, addressed. Our human rights practices are grounded in our Code of Conduct, Core
Values and Team Member Bill of Rights. These documents outline the many rights, benefits, and
responsibilities enjoyed by and expected of team members. These programs and our policies
13
support the principles contained within the United Nations Universal Declaration of Human
Rights and the International Labor Organization’s Fundamental Principles and Labor Standards.
Potential Barriers & Obstacles
Money
Although the recommendations address the lack of management and safety in Tyson
Foods’ work environment and propose suggestions that can mitigate those issues regarding
management and safety, numerous obstacles may prevent these potential solutions from coming
to fruition.
Money plays a critical factor in the operations, financing, and investing of a company.
When a company encounters problems, everything is affected. In Tyson Foods’ situation, the
employees are dealing with management and structural errors. All the proposed solutions are
concrete, but they have monetary limits. If Tyson Foods’ implements increase pay, pay for
overtime and give full pay for when workers clock in, this will cost Tyson Foods’ negatively. An
increase in pay means there must be an equal increase somewhere else in the cash flow of the
company. As a result, increasing pay will have a significant negative impact on the profitability
of Tyson Foods’. Although it will improve the morale of the workers, many workers will lose
their jobs because now the company must balance the amount of money they are giving the
workers, and the amount of money they are using on operations such as production and price of
the products. It will have an “inflationary impact due to the ripple effect in the entire economy”
because Tyson Foods would have to increase prices to maintain profit margins (Imanet). Also,
adding pay for overtime and full pay when workers clock in will result in more workers losing
their jobs. Suppose, Tyson Foods’ decides to disregard these obstacles, Tyson Foods’ will lose a
tremendous amount of money. For that reason, an increase in pay has a direct negative
relationship to profits, staffing, and productivity levels of Tyson Foods.
14
Upper-Level Management Refusal to Change
Both money and upper-level management pose as potential barriers and obstacles to our
recommendations; however, upper-level management refusal to change affects the workers’
morale and job satisfaction more than money. To support this statement, further analyzation of
this obstacle is necessary.
There is concern regarding upper-level management’s hesitancy or refusal to change. In
some companies, C-level or supervisors positions do not want to change what is broken. In fact,
according to Indeed, employees who reviewed Tyson Foods stated that management is one of the
cons for working at Tyson Foods. One employee claimed that many of the workers who are
“advanced are kiss ups instead of the ones who earned it” and “managers are not leaders, they are
bosses.” Also, there is no room for promotion, and the pay is “no difference between the first day
or 15 years by pay. No respect!!!!” (Indeed). From these statements, one can conclude that Tyson
Foods’ does not care for their employees’ needs and has not made any indication that they will
improve their management. The upper-level management has the power to decide if they want to
change strategies completely or sweep these issues under the rug, and it seems that their thinking
that is not addressing these issues will get rid of them. Additionally, the reviews not only show
Tyson Foods’ inability to solve these problems, but it also shows that there are numerous Tyson
Foods’ workers who are not satisfied with their job. If C-level, supervisor, or managerial
positions do not address this quickly, it will result in the detriment of Tyson Foods and their
workers.
Risk & Consequences
Increased Prices and Layoffs
Increased prices and layoffs serve as two of the major risks and possible unintended
consequences of our recommendations. Although increased prices were mentioned above, it was
15
explained briefly, and it was analyzed as a result of increased pay not independent of it. To fully
understand the significant impact increased prices and layoffs, play holistically to Tyson Foods’,
further analyzation is necessary.
Since Tyson Foods’ is not actively trying to resolve these issues, increased prices will occur. If
Tyson Foods’ continues to pay their workers in the same inadequacy such as vagueness of work
hours, not paying for overtime, and not giving full pay for when they clock in for work, prices
will increase because the turnover rate will increase. Meaning Tyson Foods’ employees will quit
their jobs. For example, the Indeed users who are Tyson Foods’ employees left a review on their
workplace experience at the company, and some of them left their jobs and gave less than a
three-star rating on Tyson Foods. With the potential increase in the turnover rate, this will
produce an increase in prices of Tyson Foods products, which may decrease consumer demand.
In a company, every level of the institution must balance itself out and combat any issue that
happens to it. For that reason, if turnover rate increases, productivity decreases because there are
not enough employees to work, so then prices of Tyson Foods’ products will increase to combat
the decrease in productivity and the increase in the turnover rate. Not only will people quit, but
loyal employees may be laid off. For instance, some of the employees who left a review on
Indeed acknowledged the issues of Tyson Foods workplace environment but remained
employees. The reason for staying an employee was not disclosed; however, these loyal few
employees may be laid off in the future despite how faithful they are currently. Furthermore, if
Tyson Foods’ decides to increase pay in employees, how many workers will receive that salary
increase? Tyson Foods’ cannot afford to pay everyone at a high amount, so the problem becomes
do workers want to keep their salary but work in horrible conditions increase their salary but
some of the workers would have to be fired to substantiate the loss.
16
Conclusion
This analysis may seem a bit overwhelming with all of this information, but it is our goal
to help spot and fix the problems affecting these underpaid and overworked employees. So while
Tyson Foods may perpetuate these unfair acts, they aren’t the only companies that exploit their
workers like this. Other large name companies often treat their employees poorly, and many of
these companies have been called out and sued for these actions, but the majority of these
employees stay silent to their conditions. Hopefully, if fixes said in this analysis or other
supportive activities are taken in Tyson Foods, it would fair better for these workers and more
outside the company. If more coverage is done and more actions take place within these large
corporations, it could get others to start speaking and show the wrong behaviors that many
companies are doing to their employees. The fixes don’t even have to be significant changes to
policy as long as fundamental rights are supported for U.S citizens. The basics like giving people
bathroom breaks, regular lunch breaks, and a decent salary are great strides in the right direction.
However, we can’t expect change to happen neatly under a year when the problem is brought up.
It takes time and dedication to this sort of policy change, and it all depends on the people
supporting it to get these changes done though everyone must always keep in mind the
unintended consequences of evolution as it brings out both bad and good things from it. In the
end, people must keep in mind of how companies try to exploit employees for a quick buck. It
also takes an extended amount of dedicated change to get things done, but both good and bad
things can happen during these changes. Even, through using organizational behavior, you may
not get every problem out there that a company does, but it can get the essential basic
foundations that can be built upon in the future for employee rights and benefits.
17
References
Safety. (n.d.). Retrieved from https://www.tysonfoods.com/sustainability/workplace/safety
Covert, B. (2016, August 17). Tyson Foods Fined $263,000 Over Unsafe Working
Conditions In Poultry Plant. Retrieved from
https://thinkprogress.org/tyson-osha-fine-7779fedc763d/
Ferdman, Roberto A. “'I Had to Wear Pampers': The Cruel Reality of Processing Cheap
Chicken.” Chicago Tribune, Chicago Tribune, 11 May 2016,
www.chicagotribune.com/business/ct-poultry-processing-workers-inhumane-conditi
ons-20160511-story.html.
Norris, D. (2017, August 22). The Cloud DBA: Role, Activities, Salary. Retrieved from
https://www.stratoscale.com/blog/dbaas/cloud-dba-role-activities-salary/
Raising Minimum Wage: Is it Bad For Business. (n.d.). Retrieved from
https://www.imanet.org/insights-and-trends/business-leadership-and-ethics/raising-
minimum-wage-is-it-bad-for-business?ssopc=1
Tyson Foods Incorporated. (n.d.). Retrieved from
https://www.indeed.com/cmp/Tyson-Foods-Incorporated/reviews?start=20
18
Lowe, P. (2017, April 26). Tyson Foods Promises Better Conditions And Safety For Meat
Workers. Retrieved from
https://www.npr.org/sections/thesalt/2017/04/26/525736888/tyson-foods-promises-be
tter-conditions-and-safety-for-meat-workers
Hinckley, S. (2015, November 11). Why Tyson Foods keeps getting sued by its own
employees. Retrieved from
https://www.csmonitor.com/Business/2015/1111/Why-Tyson-Foods-keeps-getting-su
ed-by-its-own-employees

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1/27/2019 OBHR 3310 - Group Project - Google Docs

OBHR 3310.003 ANALYSIS

to see them as human beings.

OB Concepts & Problems

resources are also contributing to upper-management mismanaging its employees. In other

how upper-management is contributing to the problem.

Transactional Theory of Stress

and increase work productivity.

Task-Oriented Behavioral Approach to Leadership

According to the PowerPoint slides, task-oriented behavioral approach to leadership is

upper-management is mismanaging their employees is by not having enough workers working

continuance commitment of employees to affective commitment. (wanting to stay.) The next

OB Concepts & Solutions

Needs Hierarchy Theory

happier and more efficient employees.

and justice in social exchanges or give-and-take relationships. Within a work environment,

beneficial and efficient for both parties in the end.

Job Satisfaction and Factors Affecting Job Satisfaction

three factors are payment, work itself, and supervision.

longer in the workforce.

in a machine but to see them as human beings.

value their job.

Actions & Plans

Needs Hierarchy Theory

happier and more efficient employees.

parties in the end.

attendance as well as communications between production supervisors and hourly team

Job Satisfaction and Factors Affecting Job Satisfaction

eligibility to participate in a 401(k)-retirement savings program and an employee stock purchase

program, short and long-term disability and educational assistance.

Potential Barriers & Obstacles

relationship to profits, staffing, and productivity levels of Tyson Foods.

Upper-Level Management Refusal to Change

recommendations; however, upper-level management refusal to change affects the workers’

this obstacle is necessary.

There is concern regarding upper-level management’s hesitancy or refusal to change. In

Risk & Consequences

Increased Prices and Layoffs

further analyzation is necessary.

some of the workers would have to be fired to substantiate the loss.

Safety. (n.d.). Retrieved from https://www.tysonfoods.com/sustainability/workplace/safety

Conditions In Poultry Plant. Retrieved from

Chicken.” Chicago Tribune, Chicago Tribune, 11 May 2016,

Raising Minimum Wage: Is it Bad For Business. (n.d.). Retrieved from

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