Rl Wolfe Case Study

Case Analysis: Rl Wolfe

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From the analysis, it is clear that Corpus Christi is having a benefit of SDTs. Yet, the plant can benefit from certain changes that would enhance already functional teams and raise their productivity. The best alternative strategy must first define the direction of the company beforehand defining the operational strategies to realize the objectives of the firm (Ulrich et al. 2008). There are two strategic goals that Corpus Christi is aimed to achieve. That is to increase productivity to 95% design capacity or more and design a workforce in which innovation, creativity, equity, learning, flexibility and worker autonomy are embraced. According to the case, the main cause of the problem was the lack of effective communication and the unequal job descriptions of team members. Both of these problems are equally important for the firm, therefore, both of the solutions would be in line with the above-mentioned strategic goals since it takes into the account all involved stakeholder’s needs. The diagram 2 shows the strategic goals, the two strategic recommendations, and shows the possible outcome of those strategies. As it was mentioned earlier, the benefits of adopting these strategies outweigh the costs that are involved in their implementation.

Diagram 2
The coordinators should be given the boundaries of the decisions they need to make on behalf of the company. All the boundaries need to be well demarcated and communicated to the employees in a bid to reduce the level of confusion amongst them (Lengnick-Hall et al. 2009; Ulrich et al. 2008). There should be a document that explains the code of conduct of the firm, which should be made familiar to all the employees and it should clearly explain the various decisions and who has the mandate to make them. On the same note, the firm should adopt a means of managing the expectations. This means that they are able to communicate to the employees the expected results. This should also come in hand with more training of the workforce and mentorship of both the subordinates and the coordinators. Setting effective HR strategies offers opportunity for developing well-defined parameters for communication procedures, engagement with factory workers and team building to accomplish common goals. Finally, solid HR strategies are central to realization of HR policies and procedures that are directed at increasing motivation and commitment between team members (Birdi, et al. 2008; Jiang et al. 2012; McShane et al. 2013; Ulrich et al. 2008). The number of material handlers and line operators is 19 on each shift. If six of these employees were trained to become technicians, it would take 3 years to train all of the floor workers since it takes only a year to upgrade their skills (Garvin & Collins 2009). According to Caldwell (2008), it is suggested for an organization to succeed there should be competency and consistency from management to provide training and development to their employees. With that...

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