Sko-Die case study Essay

I.Overview of the Problem
Sko-Die is a medium-size manufacturing company. The company is more than 50 years old and many of the managers in the company have come from the ranks, so to speak. Recently, the Baby Boomers have started to retire and they are being replaced with Generations Yers/Gamers. The remaining staff members taking the roles in the manager team are Generation Xers. These two generations (Gen X and Gen Y/Gamers) are clashing in the workplace.

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Since the Gen Y employees have been at the company for such a short amount of time, they have very little loyalty or reason to stay. Hence, they leaving the company at an alarming rate and the incoming replacement also are from the Gen Y group, soothe problem will almost likely repeat itself over and over. What needs to happen to slow down the exit rate, get some of the people to come back, and make sure the situation doesn’t repeat itself with the new staff? Where could you focus your efforts, as a team, in the first six months, to improve the people/human resource issues of the company?

II.Statement of the Problem
The two generations (Gen X and Gen Y/Gamers)are clashing in the workplace. Since the Gen Y employees have been at the company for such a short amount of time, they have very little loyalty or reason to stay. Hence, they leaving the company at an alarming rate and the incoming replacement also are from the Gen Y group, soothe problem will almost likely repeat itself over and over.

III.Objective/Rationale
The difference between happy employees and disgruntled employees often comes down to one important factor: inclusiveness. Employees who feel as though their opinions and ideas are important are typically happier, more productive employees, so it goes to reason that involving employees in decisions that affect their work environment can have distinct advantages. Letting employees know their voices are being heard in important decisions is empowering, both in the big decisions and in everyday work, as well. Including employees in decision making is proof that management respects and values their insight and experience, an acknowledgement that inevitably filters down past decision-time. No one likes to feel as though he is taken for granted and/or incapable of handling the big challenges. Empowered employees feel confident in their abilities and happier with their work.

IV.Areas of Consideration

S.W.O.T Characteristics

Factors

Strength

Uniformity
Critical Thinking

Weakness

Cold Reputation
Limited Flexibility

Opportunities

Threat

V.Alternative Courses of Action
Advantages
A group decision help to combine individual strengths of the group members and hence has a set of varied skill sets applied in the decision-making process. It always means enhanced collective understanding of the course of action to be taken after the decision is taken. A group decision gains greater group commitment since everyone has his/her share in the decision-making process. It imbibes a strong sense of team spirit amongst the group members and helps the group to think together in terms of success as well as failure. Disadvantages

Individual opinions can be biased or affected with preconceived notions that can hinder the process. One of the major disadvantages is that it is more time-consuming than the process of individual decision-making. It takes longer to be finalized since there are many opinions to be considered and valued. In case of authoritarian or minority group decision-making, the people whose opinions are not considered tend to be left out from the decision-making process and hence the team spirit ceases to grow. The responsibility and accountability of the decisions are not equally shared in some cases which lead to a split in the group and hence hampers the overall efficiency of the group.

VI.Recommendation
Every business owner or manager makes decisions daily. Decisions may be a simple as determining who on your team goes to lunch at what time or can be as complex as developing a new marketing strategy. With each decision comes some level of risk, small or great, that may ultimately affect your bottom line. Look at the problem objectively and from several perspectives. Develop goals. Without a specific goal such as resolving conflict, new growth targets or a product development, solutions will remain brainstorm ideas without direction. Knowing the goals will help you create a game plan for the next step or decision.

Seek alternatives and explore assumptions that are not obvious. As with a game of chess, guessing what the possibilities are several moves after your decision will help you determine what the least risky choice is. Make your decision confidently. If you have taken the time to review the problem and investigate all plausible alternatives, you should be assured that you are making the best decision based on all information available to you. Implement your decision. This may involve delegation or personal action. Regardless of whether you are implementing it personally or not, always take responsibility for the decision. Follow the results of the decision and determine if adjustments need to be made. Even a good decision might be improved with minor adjustments based on feedback.

VII. Courses of Action
Each step in the decision making process may include social, cognitive and cultural obstacles to successfully negotiating dilemmas. It has been suggested that becoming more aware of these obstacles allows one to better anticipate and overcome them. The Arkansas Program presents eight stages of moral decision making based on the work of James Rest: Establishing community: creating and nurturing the relationships, norms, and procedures that will influence how problems are understood and communicated. This stage takes place prior to and during a moral dilemma Perception: recognizing that a problem exists

Interpretation: identifying competing explanations for the problem, and evaluating the drivers behind those interpretations Judgment: sifting through various possible actions or responses and determining which is more justifiable Motivation: examining the competing commitments which may distract from a more moral course of action and then prioritizing and committing to moral values over other personal, institutional or social values Action: following through with action that supports the more justified decision. Integrity is supported by the ability to overcome distractions and obstacles, developing implementing skills, and ego strength Reflection in action

Reflection on action
Other decision making processes have also been proposed. One such process, proposed by Dr. Pam Brown of Singleton Hospital in Swansea, Wales, breaks decision making down into seven steps: Outline your goal and outcome.

Gather data.
Develop alternatives (i.e., brainstorming)
List pros and cons of each alternative.
Make the decision.
Immediately take action to implement it.
Learn from and reflect on the decision.
Conclusion
When it comes to making decisions, one should always weigh the positive and negative business consequences and should favors the positive outcomes. This avoids the possible losses to the organization and keeps the company running with a sustained growth. Sometimes, avoiding decision making seems easier; especially, when you get into a lot of confrontation after making the tough decision. But, making the decisions and accepting its consequences is the only way to stay in control of your corporate life and time.

VIII.Contingent Plan of Action
Define critical steps in the decision-making process:
When we look at the decision making process, there are seven steps that this process intels. In fact, there a many factors that affect ones decisions about an issue. They can range from issues with time, money, stress, or even data, facts, or that of resources. The steps that are part of the decision making process are: to gather facts and data about an issue or problem, make an assumption about it or collect the necessary nformation, figure out what your options are, the use some type of logic to make an educated guess or devise a plan about how to tackle the issue, Use your feelings to better assist you in the process, make the decision, and then see if there are changes to be made and work with them accordingly. The last thing is too always follow up to see the status of it (MindTools, 2011).

Determine considerations in the decision-making process:
Things to consider when making a decision are being able ot recognize the moral importance of the decision that needs to be made. Then Figure out who the interested parties are and their relationships. The third thing is to go through the shared values that are at stake in making this decision. The fourth thing in this process is to put together the ocurses of actions that you will follow to alleviate the problem. Once this is done, then you weigh the pro’s and con’s ranging from production to financial standpoints. Another thing you should consider is what course of action waspreviously taken in this process. You should also talk about it with others who might have more knowledge than you about the situation. One of the main things is look at the legal and organizational rules as well to ensure that violations do not occur as a result of the actions. And finally, you have to ask yourself, if you are comfortable with the decision that was made (MacDonald, C., (2010).

Identify a creative, innovative, and optimal solution to the problem with appropriate justification: Innovation or creativity can be a grave determinant in regards to a solution to a problem. In saying this, ECG needs to really pay close attention to their clients that they work with. Even though they have worked with some of them for a pretty good period of time, complancency seems to be a problem at least with one of them. Creativity can at times be a businesses strength as well as its weakness because what must be learned is how ot develop skills in order to take a creative thouoght and see if it can become aninnovative bottom line value (De Raffele, F., 2011).

There are a number of steps that help a company realize when they have a great idea or if it is creative or innovative. First, it must be known that there is a problem and how you wan tot go about solving the problem at hand. Secondly, you must make a confirmaiton that the idea which is new, will actually help solve the problem. Then we must decide if the problem can be executed in a simple manner becuasa a lot of the time, the best solutions are really not that hard to come around to. In saying this, it is evident that most effective innovations are really a simple solution to a problem (De Raffele, F., 2011).

Outline the expected organizational impact:
It is the ethics review committee’s job to research and consider whether or not they will have to bring the heat upon the company in the near future. With this being said, this can have a grave effect on the culture of the company. I would suppose that being that possible ethics violations had something to do with this issue, it will be talked about heavily in the IPO that is forthcoming. During this meeting, a decision will have to be made who all the parties are that will be involved in this process. The ethics committee will most likely draw up a contract where it will be written pretty much in stone of how each and every person involved will abide by.

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