CASE STUDY ANALYSIS
ARE YOU ONE OF “US” OR ONE OF “THEM”?
Ankita
Deepika. S
Manojkumar. M
Manoharini. T
Monisha. R
Mukesh. S
CASE STUDY
ARE YOU ONE OF “US” OR ONE OF “THEM”?
In the case study we have seen that there is a line between the labour and
management in such a way there is a situation in the case study which says there
is an employees called Gregory Armitage was facing a problem like he wanted
to be promoted to the position of supervisor but his plant manager told him to
move to another company because he would face discrimination from the other
employees as he was an assembly line worker ,in McDougal machine tools
company.
The "us vs them" mentality refers to a situation where two groups, in this case,
workers and management, develop a strong sense of separation and opposition.
This can lead to:
1.Polarization: Each group becomes increasingly entrenched in their own
perspectives, making it difficult to find common ground.
2.Mistrust and suspicion: Workers may view management as uncaring or
exploitative, while management may see workers as uncooperative or
unproductive.
3.Communication breakdowns: Information sharing and collaboration suffer,
leading to misunderstandings and errors.
4.Conflict and tension: The workplace becomes divided, with each side feeling
like they're in opposition to the other.
5.Decreased productivity and morale: The "us vs them" mentality can lead to
a toxic work environment, causing motivation and job satisfaction to plummet.
Is such a line between “them” and “us” a good thing to have in a plant or in
a society?
No, there should not be a line between them and us in both plant
and society. As, irrespective of their position, everyone should be treated
equally according to their performance in were place and in such a way there
should be no discrimination seen among the employees in the organisation and
also between the people in the society.
Humanity is nothing but treating everyone with empathy and
kindness rather than isolating them according to their position in work place and
society there is no such called humanity in the organisation being seen by the
higher authority to the lower authority, being noted in the case study.
Here, it can be concluded that everyone should get equal respect,
equal recognition and equal opportunity according to their performance
rather than level of work or position.
COULD A MANAGEMENT DO ANYTHING TO ELIMINATE IT IN ITS
OWN PLANTS OR ATLEST TO MAKE IT A LESS RIGID?
The management can try to eliminate the line between higher
authority and lower authority up to a certain point only. it cannot be fully
eliminated as their level of work differs from one another.
The organisation can take steps like:
➢ Foster open communication among the workers.
➢ Recognize their effort and contribution irrespective of their position.
➢ Address their issues of discrimination effectively.
➢ Organize team building actives to create understanding trust and
cooperation among themselves.
So, such steps like these can be taken by the management to an extent to
eliminate it in their plant and it can lead to a position work environment and a
positive mindset.
