Case study: Ingham’s Cardiff Plant Closure

Part I

Question 1

In my opinion  the  manner in  which the  company’s  management  consulted the employees  and the union  in the closure  announcement  is inappropriate. The  parties as required  where not  consulted  by the management  while the  decision was been designed  since they  were  only exposed  to the  announcement  of the closure. The news was devastating both to the union and the staffs  as the  closure  of  the  plant  unemployed around 350 workers  thus  destroying the involved  families and the community  within (Connel, 2016).  It is not worth to state that the employee’s obligations will be met after giving a direct announcement that did not engage the parties in negotiations.

The management acted in inconsiderate way when it called for the employees an hour prior to the end of their shift thus informing them about the destructive decision.  It is  quite  obvious that the plant  is  one of the most  expensive ones  to run  based on its  production  capacity, number  of employees  and activities  but the consultation  was  wrong.  The announcement astonished the workers since they stated it as a comprehensive surprise which was not anticipated (Connel, 2016). Even after  the caused distraught the  company  attempted  to  direct the staffs  back to their shifts  by the  directory was  withheld after facing much opposition.  The  union  should have been informed  prior  which would have  facilitated prior  negotiations  since the employees rights  were being  violated.  The directive was only developed by the management with zero consultation which can be categorized as wrong. The workers and the union were simply placed on the dark side about the closure preparations despite the fact that it seems clear in regard to the designing of the decision.  The decision  must have been  generated  from extensive evaluation  which led  to the option of dumping the staffs who  have generated  billions  for the  plants in the 40 year operation period (Watt, 2016).

Question 2

Social  call  implies to  a visit to  an  acquaintance  with  pure social  intentions that are not  related  to business.  This is a traditional expression strategy that is made in order to make announcement of some decisions (Aquinas, 2010).  In this case  it means that  the announcement made to the employees of the Cardiff  plant  by its management  is  one that  can be  categorized  as social  rather  than connected  to business.  This consultation with the employees was only intended at accomplishing the pleasure intention of the corporation since its business relations with the staffs had to end.  In the case since the corporation has been a professional giant it can simply imply that the company had the ability to run and overcome its issues since they already own the market and its chain is well equipped (Watt, 2016).  The call  for the closure  is just an  inappropriate  one  that  only  generates  pleasure  rather  than  any of its  business relations  charges. The call should have been based more on business rather than pleasure since the company was benefiting from the efforts of the employees.  Employees are the most essential item in business and should always be accounted while decisions are being made (Aquinas, 2010).

Question 3

The union and the plant’s management settled for the advisory of the employees by assuring that the management would meet their obligations (Smyth, 2016).  In addition the union argued that the  assertion that the company  would  stay committed  to  a close working with the staffs to assist them in establishing  fresh opportunities  inside or  within the  sector  was irrelevant (Smyth, 2016). This is  because  the union  said that  giving them opportunities within the firms would not  be effective since the  other  plants are  located far  meaning that accessibility  would be an issue for  them. In  addition,  most of the workers are  over the age  of 45 which means that  it would be  challenging to secure them opportunities outside the organization  since they  will  be categorized  as less productive. The  management  stated  that is  appreciate  the efforts made  by its loyal  staffs  for the corporation and  it would  help them through  the  tough period.  In addition the decision  was well  reviewed  and  its  impact on the community  and the employees was highly recognized and  closure  is their  only existing option (Cook, 2016).

Part II

Reflection

Apparently, it is clear that the decision made by the plant’s management directly caused harm to the loyal employees as well as the community in general.  The plan should have been communicated earlier enough to prepare all the involved parties who are the employees and their respective unions. The late consultation was in appropriate as it caused more disappointments and opposition to the dedicated staffs. This therefore, makes the call to be a social one that was only objected at fulfilling the needs of the company without much consideration of the staffs.  According to Secord & Secord, (2003), Employees must always be considered as the productive and separate entity that adds much value to the wellness of the company.  Despite the fact that  the company  was facing  a decrease  on  its production  the needs of the staffs  should have been aligned  with  those of the organization  as  a part  of  responsibility. Dumping such a heavy  workforce generally  calls for  increased  negotiations  amid the  organization and the union  to settle for  more  beneficial decisions.  However,  this  was  not there since  the management  made  an intensive evaluation  of its general plans while  the other  parties  remained in the  dark. This  is something  that  benefits only  the corporation  as the larger entity  while neglecting  the  necessities  of  the employees but  its  commitment to meeting all their obligations  can be appreciated.

 

 

 

 

 

 

 

 

 

 

 

 

 

            References

Aquinas, P. G. (2010). Human resource management. New Delhi: Vikas Publishing House Pvt. Ltd.

Connel, T. (2016). Union Slams Ingham’s For Wrong Call to Close Cardiff Plant. Retrieved from http://www.theherald.com.au/story/3959424/inghams-wrong-on-plant/

Cook, T. (2016). Australian Poultry Processor Ingham to Close Cardiff Plant. Retrieved from https://www.wsws.org/en/articles/2016/06/23/ingh-j23.html

Owen, B & Connel, T. (2016). Ingham’s To Close Cardiff Plant, More Than 200 Jobs  To Go. Retrieved from http://www.theherald.com.au/story/3956246/inghams-to-close-cardiff-plant-more-than-200-jobs-to-go-photos-poll/

Secord, H., & Secord, H. (2003). Implementing best practices in human resources management. Toronto: CCH Canadian.

Smyth, G. (2016). Ingham Thought Long and Hard About Cardiff Closure. Retrieved from http://www.nbnnews.com.au/2016/06/08/ingham-thought-long-and-hard-about-cardiff-closure/

Watt, A. (2016). Ingham’s Closing Plant in Australia, Invests in Others. Retrieved from http://www.wattagnet.com/articles/27254-inghams-closing-plant-in-australia-invests-in-others