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It was noted that the variation in the role and responsibilities of the negotiator towards others in different organization was responsible for the growing stress and mental illness on the basis of uncertainties experienced by the employees in their interaction and performance. It was also noted that the employees were asked and forcibly compelled to 'analyze the value of various partners' (Harris, 2002), this was of course considered to be risky practice, and the employees reflected their concerns towards the nature of responsibility, but of course were not able to veto because of the threat of the termination of their services was apparent. The technological revolution, in particular concentrated in the cellular and telecommunication technology was responsible for mental illness among the employees. The employees also complained of the mental stress due to the increasing expectation laid down by the employers without any provision of financial rewards, and access to the required information, and resources for the procurement of the targets, therefore the continuous improvement vision by the Vodafone, was another debacle for the mental illness among the employees. The administration of the Vodafone therefore adopted series of remedial measures and plans to counter for the growing complains of the mental illness among the employees, the major purpose of the implementation of the remedial measures was to avail possible financial gains in the going technological boom within Europe and Asian countries, and of course it was unpleasant for the company to experience internal conflicts and constrains during this crucial stage, therefore the company revamped all its previous execution and targeted mostly on such plans which were beneficial and productive for the employees, the well-being of the employees was associated with the economic prosperity and larger turnover of he company. The company trained its employees to deal with the 'new demands of working with a strategic supply chain', the designation and the services were defined in new manner, and any confusion with reference to their services and assignments were addressed, the company ensured that the performance and professional interests of the employees do not overlap. The company, for itself, introduced a process which was aimed at 'the identification and addressing of user issues before and after technological changes' (John Upson, 2007).
Ford was previously considered to be largest giant of the automobile sector, and has good number of units produced on daily basis, but due to the escalation of the automobile industry from Chinese and Japanese region, the company has reported reduced number of unit production on daily basis, the company has also reported financial loss for few consecutive years. The recession of the American automobile industry was responsible for the cases of mental illness among the employees, it was reported that the employees faced continuous threat of termination, and was therefore unable to deliver its utmost for the company. Surprisingly, the Ford Motors was able to combat the recession phenomena, however there were other internal concerns and malpractices which turned the employees unsecured about their job prospects, and that particular category of the employees worked under extreme mental illness. There were cases where the employees behaved in manner which can be regarded as 'out of character' (David, 2000), the employees were observed to suddenly shift towards excessive use of alcohol, and caffeine. The employees complained about their rising work hours, and their inability to relax and sleep well, the rising work pressure was responsible for the abrupt changes within the employees. The employees of the company were also identified with different health problems due to their abrupt changes in their social behavior, the employees were registered with different diseases of stomach ulcers, heart problems, allergies, skin disorders, migraine, arthritis, cancer, diabetes and depression. Apart from the health concerns which originated due to the recession of the company's standards, production and profitability. There were cases of cultural and social uprising which was also responsible for the further aggravation of the problems associated wit the mental illness of the employees. In some of the cases, the employees intentionally suppressed their mental illness, because of the common concern that the identification of the employee with a mental illness is withdrawal from the services, therefore the employees refuted the offer for diagnosis through stress management, and the personal mental illness of the employees further deteriorated. Ford experienced steady damage, because not only the competition from the Japanese, Korean and Chinese company was challenging, but also because the internal situation of the company was in doldrums. Therefore the company tried to share its communication in strategically manner, the company adopted a responsible course of action, and ensured that any irregularities are avoided; the company tired to achieve a situation can be best regarded as win-win situation for the employers and the employees. The company further took the initiative of trusting its management through their direct association and linkages with the supply chain partners. The company permitted the direct interaction and correspondence of its management with supply chain partners reflected its flexibility, and adopted certain contingent plans which were aimed at their direct dilution of the forces that were responsible for the mental illness within the organization. The Ford Motors also established a network, the purpose of which was to provide greater access to information to the local employees, the employees of the company previously expressed their concerns over the confidentiality of all the issues and matters related to the employees, their performance and services. The company also introduced 'corporate entrepreneurship through establishing a culture of change and creativity' (John Upson, 2007). It was observed that such practices and exercises were directly responsible for the improvement of the performance by the individual workers, the overall team performance of the individual department also improved, the working relationship between the employees and the departments also improved, and resultantly the overall production of the company got boosted (Susan, 2002).
Dell is largest computer and electronic good producer company of United States. The company has been successful to secure good fortunes and opportunities in Asian countries, and has considerable amount of market share not only also in United States, but Asia and Europe. Unfortunately the wave of success and expansion has put the company under pressure to achieve the local and international targets. Therefore the company has experienced excessive workload, and because of this different department of the company has experienced tedious and meaningless tasks. It was complained that because the Dell wanted a certified acclamation from International Standard organization, it had to adopt serious of unwanted operations, which it did, but the employees expressed their dissent on its adoption, the employees termed such measures good for nothing. The employees were not provided with required rest breaks, and complained of long working hours and low salary package. All these concerns were responsible for the increasing mental stress on the local employee, and this adversely affected the performance and standards of the company. The employees of the company also complained of the unreasonable performance demands, and therefore the quest to excel and perform as per the expectations of the management of the company was responsible for the increasing mental illness of the employees. Different issues with reference to the ergonomic problems, health and safety risks and the noise pollution were the major concerns that were revealed by the employees, and these concerns disrupted and affected their performance and concentration. Some of the employees of the Dell Computer expressed their displeasure over the non-systemic approach adopted by the management of the company; the employees expressed their ignorance about their responsibilities and revealed their ignorance towards the expectations associated with their services. The job demands were of the conflicting nature, and in some of the cases there were multiple supervisors for particular employee, this created a strange feeling in the employee and affected their performance. The employees were also discontent because their involvement and participation within the company affairs was limited, lack of autonomy and unwanted barriers were imposed on the employees, this made them feel strange towards the company, the employees were working for, their association with the company was always under scrutiny and therefore the employees never felt comfortable towards the continuous monitoring operations, the employees felt more like being victimized. On the other hand, the rising competition compelled the Dell to specialize it services, therefore the employees were under the threat of withdrawal of their services any moment, therefore the fear of layoff, and frequent personnel turnover also caused mental disruption and stress. The overall managerial system of the company was also disordered, therefore the employees had little expectations from the management, the employees complained and felt stressful when it was observed that there were limited opportunities to grow within the company, and that there were extremely poor chances for the advancement and the promotion, subjected to different conditions and bonds. Therefore to overcome the shortcomings on its part, and to resolve the mental illness and the stress experienced by the employees, the…[continue]
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