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Strategic management case study analysis
The concept and theory of strategic planning
The concept and theory of strategic planning
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Case Study Memorandum
To:
From:
Date:
Subject: Strategy for Detroit plant
Executive Summary
To develop a strategy for WMC’s Detroit plant that is no longer viable because of underinvestment, labor issues and product-process mismatch. This has lead to negative return on assets, high burden rate (6.00) and low sales figures. The report investigates the issues causing the situation. A recommendation to address the Detroit plant will be made based on the findings.
Issue Analysis
Detroit Plant Environment
Detroit’s production is unique when compared to other Wriston plants. Runs are typically low volume, involve higher set up time than run time and vary significantly due to the sheer volume of different product lines, families and models. Traditionally Capital investment has lagged in Detroit and the equipment is out dated and inefficient resulting in higher maintenance costs. Built in an ad-hoc manner, the layout of the Detroit plant is piecemeal; production typically required complex flows. Thus, the environment has contributed to poorly motivated workforce. Bad labor habits are rampant including high absenteeism on weekdays and high turnover.
Financial Practices
WMC’s accounting practices incorrectly attribute fixed manufacturing costs to the three Detroit groups in a proportional manner, leading to Group 3’s lack of profitability. Discontinuation of Group 3 pushes a greater percentage of the fixed costs to the other groups impacting their ability to be profitable. Additionally, WMC does not consider the degree to which production at the Detroit plant contributes to the operations and profitability of the other plants. Presently, each plant is accounted for individually. WMC should reevaluate and consider the...
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Appendix 1 Detroit Burden Rates
Detroit Burden Rates Group 1 Group2 Group3
Variable Burden Rate 2.12 2.13 2.128
Total Burden Rate 8.596 7.139 4.653
Appendix 2 ROA% Vs Burden Rate
Plant ROA% Burden Rate
Sandusky, Ohio 29 3.58
Essex, Canada 18 5.3
Detroit, Michigan -7 6
Saginaw, Michigan (2) 48 4.1
Lima, Ohio (1) -12 5.05
Lebanon, Pennsylvania 37 2.64
Tiffin, Ohio 30 3.5
Fremont, Ohio 36 3.65
Lancaster, Ohio NA NA
Maysville, Kentucky 26 2.35
1. The company should assess the processes of the Lima plant to better understand, and then implement improvements, to address the negative ROA and low sales of that plant.
2. As Saginaw plant handles 10 product families and 110 product models, introduction of Flexible manufacturing system will be beneficial there. This will address the high variability and reduce the overhead costs.
Employee motivation and rewards are effective means to retain employees. When an employee is motivated, his or her needs are being met. When an employee is unmotivated, his or her needs are not being met which results in a high employee attrition rate. Riordan Manufacturing is experiencing a high attrition rate. Riordan Manufacturing has 3 plants and employs 550 people. Recently, Riordan hired Human Capital Consulting to perform an analysis on the underlying issues that are causing the decreasing employee satisfaction and to recommend courses of action that will address the underlying issues. Research has been done to identify the issues and opportunities, the stakeholders and ethical dilemmas, and the end state vision. A gap analysis has also been performed to determine the gap between the current situation and the end state goals. Riordan Manufacturing will use this information to determine the best way to proceed towards improving its working environment for the employees.
“We run to grab the wheeled carts...We run past each other and if we say something, we say it as we keep moving” (McClelland 400). A practically inhuman speed is expected from the workers, forcing them to rush from place to place. They do not have time to spare for walking. They are even deprived of socialization, which is essential to human satisfaction, due to a lack of time. There is not a moment of peace as long as they are clocked-in, no matter how hard or long they work. Enjoyment is impossible, and no effort is made to reduce the highly stressful environment of the workers. The company shows no concern for its workers’ mental well being.
Rocket-Blast, LLC, a beverage maker, has seen its profit margins reduced which presents a real problem for the company going forward (Precord & Macdonald, nd). Management has decided that operating costs must be reduced in order to increase profit margins to
Some of the many factories to be affected by these economic changes were those owned by GM in Flint, Michigan. By first laying off thousands of workers and then closing the plants altogether, GM ultimately eliminated over 30,000 jobs in the city of Flint.
The case study of GMFC provides an example of a company attempting to avoid unionization of its workers. GMFC is expanding by building a new U.S. plant which will manufacture motorized recreational equipment. The company plans to hire about 500 production workers to assemble mechanical components, fabricate fiberglass body parts, and assemble the final products. In order to avoid the expected union campaign by the United Automobile Workers (UAW) to organize its workers, GMFC must implement specific strategies to keep the new plant union-free. GMFC’s planning committee offers suggestions with regards to the plant’s size, location, staffing, wages and benefits, and other employee relations issues in order to defend the company against the negative effects of unionization and increase...
Deere & Company (Deere) has been experiencing a decrease in its profit margins for one of its aftermarket resale products, specifically the gatherer chain, over the past couple of years. Currently, the cost-price ratio is at 80% compared to last year’s 50%. The purchase cost for the gatherer chain has been steadily increasing, while the aftermarket price has been decreasing. Deere has been budgeting its price to match that of a major competitor, which has been causing the decrease. The company’s main supplier of its gatherer chain is Saunders Manufacturing, with which Deere has established a long term relationship. The owner of Saunders has a reputation of being a tough negotiator, and is someone who is known for not willing to share financial information about the company. However, the U.S. Department of Commerce has provided financial estimates in Saunders’ industry as follows: material spend, 42%; direct labor, 16%; indirect labor, 6%; Overhead, 20%. These percentages are helpful to Deere because they can be used in the negotiation process with Sanders. Since Sanders will not share any specific cost information, Deere is able to use these estimates as a way to justify Sanders reducing its prices. Using these estimates during the negotiations might also incentivize Sanders to provide accurate numbers for its specific manufacturing costs.
The 3 percent decline in sales causing a 21 percent decline in profits can be attributed to the identification of the accounting concept of operating leverage. Operating leverage is what business managers apply to boost small changes in revenue into sizable changes in profitability. Fixed cost is the force managers use to attain disproportionate changes between revenue and profitability. Therefore, when all costs are fixed every sales dollar contributes one dollar toward the potential profitability of a project. Once sales dollars cover fixed costs, each additional sales dollar represents pure profit. A small change in sales volume can significantly affect profitability (Edmonds, Tsay, & Olds, 2011). So, therefore, if sales volume increases,
The presentation of the material is in dollars only. Overhead is applied to products as a percent of direct labor dollar cost. Factory profit for each year is found by subtracting direct material, direct labor, and direct overhead costs from total sales. The overhead percentage is calculated at the same time budgeting and is applied as a single overhead pool throughout each model year. The consulting company used 435% of direct labor costs in 1987 for their study; the budgeted was actually 437% (OH/DL=107,954/24,682). A similar percentage applies in the following year (109890/25294=434.5%). However in the next two years, after the outsourcing of oil pans and mufflers was enacted, the allocation of overhead in...
Organizations face massive challenges in attracting and retaining a high-quality and productive workforce. Companies are continually looking for new ways to keep their employees satisfied at all levels in order to harness greater productivity and ideas from people while keeping them motivated and happy. One real challenge examined earlier is the need to transform General Motors to be a much more productive and fully utilized organization by examining the hourly workforce. This is a great change from the traditional "us versus them" mentality of the past between management and the union.
The last bolt is screwed on as a relieved automotive worker marvels at his wondrous creation: a car. With the roar of an engine, the car slowly disappears into the distance. The worker gradually turns around, picks up his tools, and continues to work on a new car. As a consumer, we rarely wonder how things are made; we simply take everything we own for granted. For once, have you wondered how many hours of hard labor many automotive workers must go through? The automotive industry has been around for many years, but it has not always been as efficient as it currently is. As the industry continues to evolve, many new innovative ideas are still being developed. In the past, automotive workers have had to work in harsh conditions without much security or job benefits. Nevertheless, through the continuous development of organized collective bargaining, workers are being treated as they should be. Being the largest automobile manufacturer in the world, General Motors Corporation has been greatly affected by the needs of their workers. Rick Wagoner, CEO of General Motors, is currently in charge of “running the show” at GM. Being the most successful automotive company since 1931, it is obvious that he not only has to satisfy customers, but also the workers within the company. From the smallest things such as a work raise to bigger things such as the working condition, the management of General Motors has been pressured to make both positive and negative changes to the way the company is run as a whole in order to satisfy the workers who are part of the UAW Union. Therefore, the formation and development of unions encompasses both pros and cons.
Flexibility is important of firms an operation that enables it to react to their customers quickly and efficiently. Some companies use they two types of flexibility: the customization or the volume flexibility. Customization is usually the ability to satisfy the unique needs of each customer by changing products or services design, with different features, or making them look unique. Primark’s uses both operations. To satisfy their customers need. While volume flexibility is the ability to quicken the rate of their productions to handle large variations in demand.it is usually important for operations. Both companies use both operations.
Achieving world class business performance is a major challenge in today’s society. Manufacturing companies continue to face increased competition and globalization from its competitors. (1, p. 148). The automotive industry is one of the most volatile manufacturing industries that we have, which was evident in the 2008 – 2010 automotive industry crisis. (2) This global financial downturn served notice to the American automotive manufactures to raise the bar, in order to achieve word class business performance. General Motors, one of the country’s largest automotive manufactures, had to receive a government bailout to survive. During this time many with the corporation asked themselves, if we were a world class business, would we be facing this pending crisis. The answer was a resounding “NO”. General Motors has come out of bankruptcy and is focused on being a world-class business organization.
Producing goods or services are dictated not by employees but by their employers. If profits exist, employers are the ones that benefit more so than the regular worker. “Even when working people experience absolute gains in their standard of living, their position, relative to that of capitalists, deteriorates.” (Rinehart, Pg. 14). The rich get richer and the poor get poorer. Hard work wears down the employee leaving them frustrated in their spare time. Workers are estranged from the products they produce. At the end of the day, they get paid for a day’s work but they have no control over the final product that was produced or sold. To them, productivity does not equal satisfaction. The products are left behind for the employer to sell and make a profit. In discussions with many relatives and friends that have worked on an assembly line, they knew they would not be ...
Today, mass production still reigns supreme. Products move along an assembly line much the same way, being assembled in a formulaic manner by unskilled workers. Modern businesses have developed strategic operations in order to provide higher volumes with more customer choice, such as mass
McCormack, Richard. "The Plight of American Manufacturing." The American Prospect. The American Prospect, Inc, 21 Dec. 2009. Web. 28 Sept. 2011. .