List all the problems;

1. The dispute between Syarikat Getah Bagus Sdn. Bhd and the National Union of Employees
Manufacturing Rubber Products (NUEMRP)
2. The issue between Managers and the employees; communication problems and lack of
awareness
3. Employees problem (absenteeism, malingering and production delay) and protesting
4. The unresolved complaints to the canteen; poor food supply
5. Uniform supply; The employees where promised 3 sets of uniform supply but only 2 sets where
given so far
6. Massive good rejects received by the Company
Discuss the problems within the case;
Based on the case, Syarikat Getah Bagus Sdn.Bhd is experiencing several problems in the Tyre
Division of the Company. One of the problems is the dispute between the Company and the National
Union of Employees of Rubber Goods. This started when the Tyre Division of the Company had received
an urgent order from the government which is the production of 10000 truck tyres. Thus, an official from
the Ministry of Labours Industrial Relations Department had met representatives of the Company and the
Union to discuss the importance of this order. However, the Union believes that the Company is
neglecting the welfare of the members of Union and they felt that the upper management is taking
advantage of their members. The employees who are members of the Union had been dwelling with poor
food and uniform supply since they signed the Collective Agreement the previous year. The Collective
Agreement was signed under protest as no conclusion had been reached with regard to a Productivity
Bonus Scheme. Therefore, the Joint Consultative Council (JCC) held an urgent meeting in order to
discuss solutions regarding this conflict.
Moreover, the Company also faced a series of actions by its employees who are members of the
Union. Since the signing of the Collective Agreement on December 2007, there had been protest
demonstrated by continued absenteeism, malingering and horse-play in the plant. The climax of this
picket was when the employees held a protest in the Operators Canteen and resulting in a somewhat
violence scene where the sound of a bottle breaking was heard.
The third issue is the issue between the managers and the employees. The Production Manager
improper way of communicating with his colleague has led to another conflict. He was being rude and
uses harsh languages when confronting his worker which was unprofessional and unethical. His behavior
had sparked the protest among the workers where they shouted the Production Managers name and
telling him to leave the Company. The upper management was not aware of this conflict until they have
received an anonymous letter calling the management all sorts of names. Moreover, the Managing
Director was being thoughtless and irresponsible when he left the Joint Consultative Council meeting to
return to his office.
The employees who are members of the Union had been dwelling with poor food and uniform
supply since they have signed the Collective Agreement on December 2007. They have been filing
complaints to the canteen supervisor yet no response was given. An anonymous letter was given directly
to the Managing Director stating the problems regarding the fish and old chicken being served. In the
anonymous letter, also written the word liar, that was meant for the management. This is because, in the

Collective Agreement, the members were promised 3 sets of uniform and they have been given only 2
sets so far.
Lastly, a massive number of rejects had been received for replacement as well as from the
Inspectorate Unit. This has caused a huge loss for the Company and also it will influence the image of the
Company. This is because Syarikat Getah Bagus Sdn. Bhd is a resource-based company producing rubber
goods and it has enjoyed a pioneer tax holiday in respect of its tyre-production division for seven year as
a local incentive and also for being rubber-based.

Differentiate symptoms from problems;

Problems
1. The dispute between Syarikat Getah Bagus
Sdn. Bhd and the National Union of
Employees
Manufacturing
Rubber
Products (NUEMRP)
2. The issue between Managers and the
employees; communication problems and
lack of awareness
3. Employees
problem
(absenteeism,
malingering and production delay) and
protesting
4. The unresolved complaints to the canteen;
poor food supply
5. Uniform supply; The employees where
promised 3 sets of uniform supply but only
2 sets where given so far
6. Massive good rejects received by the
Company

Symptoms
- Deteriorating
state
of
production
performance
- Decline in quality
- Failure in meeting production requirements
- Complaints from customers and dealers
- Decline in productivity

State your problem statement by integrating the problems and looking from a conceptual view;
Conflict is a clash of interests, values, actions views and directions (De Bono, 1985). Conflict is
initiated by the instant clash occurs and it is the outcome of organizational intricacies, interactions and
disagreements. In most organization, conflicts increase as employees demands for an increased share in
organizational rewards, such as position, acknowledgment, appreciation, monetary benefits and
independence. One of the problems is the dispute between the Company and the National Union of
Employees of Rubber Goods. This started when the Tyre Division of the Company had received an urgent
order from the government which is the production of 10000 truck tyres. Thus, an official from the
Ministry of Labours Industrial Relations Department had met representatives of the Company and the
Union to discuss the importance of this order. However, the Union believes that the Company is
neglecting the welfare of the members of Union and they felt that the upper management is taking
advantage of their members. The employees who are members of the Union had been dwelling with poor
food and uniform supply since they signed the Collective Agreement the previous year. The Collective
Agreement was signed under protest as no conclusion had been reached with regard to a Productivity
Bonus Scheme. Therefore, the Joint Consultative Council (JCC) held an urgent meeting in order to
discuss solutions regarding this conflict. This shows that the management from Company is pressured by
the Union to settle the employees needs and at the same time, pressured by the government to produce
10000 truck tyres.
Moreover, the Company also faced a series of actions by its employees who are members of the
Union. Since the signing of the Collective Agreement on December 2007, there had been protest
demonstrated by continued absenteeism, malingering and horse-play in the plant. The employees lack of
motivation has caused the decline in job performance. Based on Alderfers ERG Theory, existence is
defined as the needs satisfied by such factors as food, air, water, and pay as well as working conditions.
They felt that they are not receiving enough resources from the Company in order to perform well. The
climax of this picket was when the employees held a protest in the Operators Canteen and resulting in a
somewhat violence scene where the sound of a bottle breaking was heard.
The third issue is the issue between the managers and the employees. The Production Manager
improper way of communicating with his colleague has led to another conflict. He was being rude and
uses harsh languages when confronting his worker which was unprofessional and unethical. His behavior
had sparked the protest among the workers where they shouted the Production Managers name and
telling him to leave the Company. The upper management was not aware of this conflict until they have
received an anonymous letter calling the management all sorts of names. Moreover, the Managing
Director was being thoughtless and irresponsible when he left the Joint Consultative Council meeting to
return to his office.
The employees who are members of the Union had been dwelling with poor food and uniform
supply since they have signed the Collective Agreement on December 2007. They have been filing
complaints to the canteen supervisor yet no response was given. An anonymous letter was given directly
to the Managing Director stating the problems regarding the fish and old chicken being served. In the
anonymous letter, also written the word liar, that was meant for the management. This is because, in the
Collective Agreement, the members were promised 3 sets of uniform and they have been given only 2
sets so far.

Lastly, a massive number of rejects had been received for replacement as well as from the
Inspectorate Unit. This has caused a huge loss for the Company and also it will influence the image of the
Company. This is because Syarikat Getah Bagus Sdn. Bhd is a resource-based company producing rubber
goods and it has enjoyed a pioneer tax holiday in respect of its tyre-production division for seven year as
a local incentive and also for being rubber-based. Syarikat Getah Bagus Sdn. Bhd is not a new born
company, and they have this image that they need to maintain in order to get new customers and dealers
in the future.