Management Fundamental Case Study Example | Topics and Well Written Essays - 1250 words

Management Fundamental - Case Study Example This organisation is facing considerable pressure meet a deadline for a military clothing contract, or suffer severe financial penalties. Should production stop at any time the delay could cost up to AUD$500 per minute. This manufacturer specifically produces outdoor and work wear. Currently, there is significant discontent amongst workers. There are three maintenance fitters who are salaried, and are eligible for overtime payments. Each fitter is responsible for the machinery in 5 production lines. The line of report is direct to the foreperson. Currently this group of fitters is unable to meet maintenance scheduling commitments without working overtime, and repair jobs are taking longer than in previous peak operating periods. A production manager has responsibility for the operations of these lines, and reports directly to the managing director, who is a major shareholder in the company. This production manager is salaried, not entitled to overtime or productivity bonuses, although a company car is included in this individual's remuneration package. Ostracism of workers from lunchrooms and tea breaks, and vandalism to personal property, including motor vehicles in the employee car park. This is currently limited to the shop floor personnel and is not apparent at management levels. The production manager however, has exhibited a higher than usual requirement for sick leave and often arrives up to 45 minutes late each day and takes extended lunch breaks before departing exactly on time at the close of business. You have also been asked to advice on the treatment that should be issued to this person. Suggestions and solutions Taking these concerns into cvonsiderrat9ion a site visit was conducted. These solutions or means to a solution were formulated, Significant equity comparisons being made between workers regarding rates of pay on the same production lines. It is suggested that due to this piece rate system that is in use in the factory. There are obvious concerns by management regarding the productivity of parts of the production line. Problems appear around speed and feed issues in the lines. Under equity arrangements, within the enterprise bargaining agreement, all workers are paid at the same piece rate.It also needs to be taken into consideration that sewing buttons and zippers on to clothes is time consuming. Seaming, looping and cuffing are very quick processes. A seamer, looper, or cuffer may perform at a rate of 3 units to 1 in comparison to the button and zipper hands.Factors of a toxic culture should be identified and addressed. These factors include demographic and social factors. Rapid urbanization, chaotic modernization and economic restructuring should also be taken into consideration especially in this situation. .A of speed and feed options should be considered to expedite the manufacture of garments. It will be necessary to identify the

Team based incentives Essay Example | Topics and Well Written Essays - 500 words

Team based incentives - Essay Example The installation projects assigned may have varying degrees of difficulty which can affect achievement of equal goals. Individuals, too, cannot be equally the same. They can be high performers, average or even poor performers. Unless they are all sold on the team concept, each individual may primarily look out only for himself and not for the team as a whole. The team incentive reward would be viewed as unfair if those rewarded are not deemed to be deserving of the reward, as when average performers receive exactly the same reward as high performers. This makes the reward unfair and unjust. Determine what work components will be rewarded for each individual member. This may be individual regular installation (IRI), individual difficult installation (IDI), overall regular installations (ORI), overall difficult installations (ODI). Put a percentage weight on each component. For example, IRI - 35%, IDI - 35%, ORI - 15%, ODI - 15%. This way, high performers shall be rewarded more than average performers but each team member knows that all performance contribute to overall achievement of team goals. Management would have benefited from employee involvement in the initial design an