Case Study 4: A Look At Wister Manufacturing Case

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Case study 4: Initial Analysis At Wister manufacturing the company was faced with a serious problem, when the main supplier to the company pushed back its next order for the next two months. Which has put the 19 employees that work for Wister manufacturing in the fate of the companies hands of being laid off for 90 days. With nothing to do for 90 days and enough money to pay the 19 employees for up to 3 months, they decided to pay there most productive team over the next 3 months and instead of spending there work days with the company they will be doing work in the community with non profit organizations. The key issue is that there is a miscommunication between the employees and the company and the company didn’t fully communicate what they were actually intending to do which caused the employees to not be happy. The solution that was given to them only caused resistance between the employees and the company simply because they were not aware of the problems that where occurring in the company. Instead of being told of the incident the employees received a memo with a solution. Given the idea the employees felt as if this was a step away from their termination from the manufacturing company. That being said Employees also faced challenges that hindered them even if they wanted to do the job, which where transportation because of the location of some of the events. Which brings me to the second issue, which is the company’s schedule of community service events. By the company only addressing their problems they neglected the needs of their employees because they didn’t see how it would affect them psychologically. The events conflicted with many of the employee’s schedules and are a human relations and safety issue the compa... ... middle of paper ... ... there part in the community service part this the company is doing there part to pay them and keep there job by doing this Wister will entice majority of the employees to stay with the company. The improvement in the employee satisfaction can be attributed to the cognitive model, which has different fluctuations and variations of downward and upward trends. Even though the changes that I have suggested will fix the problems in the company and better the company. There will always be the one lingering problem and that is just employee preference and if the employee wants to do the job. Which is out of the companies control and totally up to the worker. Another issue would be money and what would come of the employees after the 90 days and if the orders don’t seem to pick back up and get back on track will they still have a job or will they be forced to be laid off.

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