Sedalia Engine Plant Case Study Review

We have reviewed your case at Sedalia Engine Plant and believe we have found a plan that fits your needs. We believe that while your federation for certain holds a lot of promise, we have a few ideas to we would standardised to inspire to you and perhaps take into consideration. We have your best interests at hand and completely serve in seconding you in discovering your company and becoming to a greater extent efficient.By the representation of what is known as lean production, you can summit to preserve the value in your product while increasing efficiency in the production process, qualification your employees happier resulting in more productivity and woodland control, and hoping to save your company eon and money in the long graze while not costing your employees, products or consumers anything, all of which are heftyly things. You state that employees are starting to feel powerless and feel like they are unable to do tasks that would benefit the company. art o bject you have employ a program to address this, you indicate it is not bleeding.One historic principle of lean production is leveling turn up the crapload. We recommend circle the score load among all employees. If the work load is level crosswise the venire, employees will feel useful and not feel as though they have wasted efforts. Feeling like a part of a team and feeling suitable amongst your work peers creates for greater solidarity and an increased find for greater work quality, resulting in product quality. Adding standardized tasks is to a fault the induction for continuous improvement and employee empowerment.Employees themselves should be passionate about the company and work together for one goal. These people should be in agreement with your companies philosophy. Those you choose to be team leaders or managers should be equipped for the position. They should soundly understand every aspect of the company and also be proficient in being team leaders, while at the same date understanding the teaching methods of the company. Building strong leaders to economic aid lead and keep teams working together is essential for the intimately-being of your company.As mentioned prior, grownup each employee a fair amount of the work will help with their morale, and providing strong leaders equipped with good leadership skills to direct their equal efforts makes for an outstanding system. Concerning the Board of Representatives, Board of Employees, and Human Resources, these teams will need to work in tandem to be effective. These three teams should be making decisions together, and rapidly implementing the unanimous decision. These decisions should focus on the long-term picture, not the short-term picture, steady if sacrifices will need to be made.The Board of Representatives should constantly be ceremonial with their own eyes to ensure production is being carried out in a proper manner. The Board of Employees should be concerned with makin g employee tasks standardized, and work to continuously improve the level of standardization. With standardized tasks and work evenly spread across employees, employees will feel empowered to succeed. To avoid wasting beat and resources, the focus should be on building quality first, rather than troubling about fixing problems later.Your company should only be using reliable, well tested technology that serves your people and processes. You should also provide visual controls so no problems are hidden. Remember, quality is key. In regards to the issue pertaining to wage differentials and argument security, a good way of going about handling that is to compromise with the workers. Also if you use the steps for searching for integrative solutions, that would help as well. The first step would be to separate the people from the problem.I know that wages and job security directly affect the employees, save it is best if you take away the employees from the issue and really find o ut the company issues with differing wages. The second step would be to focus on the divided up interest of all the parties. As for the position, you would naturally want to do what is in the best interest of the company, but if you are really trying to unthaw and compromise the issue you would need to look at the issue from an employee tiptop of view. The next step, and one of the biggest ones, is to generate options.It is good to not just inject up with one solution to the job security issue, but to also formulate many options that can be used to shed light on that problem. I suggest layout a plan that employees were to take on and if they didnt, that would put their wages and job security at risk. The fourth step in the breakdown would be evaluation. It is best to evaluate the options using objective criteria. This step simply means to thoroughly look over options and have a certain criteria to follow for the options to be of any relevance to the problem. The last step woul d be to iteration. at that place is not a, onetime, perfect option for every problem. The best way to go about this is to keep trying. If one solution doesnt fully solve the wage issues at the plant, than keep trying other plans. It was mentioned that POT is noneffervescent functioning, but an Organizational Review Group (ORG) was fixed to discuss plant guidelines along with Exempt and Non-exempt caper Force Groups (NEIG & EITG). In response to employee unfavorable judgment and the potential for negative publicity, the board of trustees made a decision to establish a Task Force on the Work/Family Interface. The mission of the Task Force was to make recommendations on possible additions and modifications to company policies and programs that will better accommodate the family responsibilities of its employees. Members of this Task Force included company executives, exempt and non-exempt employees, and members of the board of trustees. The Task Force can make recommendations in a tumescent number of areas including health insurance coverage, absence with pay, leave without pay, sick leave, furtherance criteria and policies, training programs, family leave, job sharing, flextime and child care.I believe task forces are an improvement on past practices, but I also do believe there could be another option as well Your decision-making processes should be based on a long-term philosophy of proving good services and products, even at the expense of short-term financial goals. While profit is important and essential, a luxuriously one means nix if your employees arent happy, resulting in your products not having as much quality, resulting in uneasy customers. This rips everyone off in the end. High morale and work ethic is core, as previously stated.Bringing back building a philosophy at bottom the minds and work ethic of team leaders and employees, it trickles down into the product itself and reassures that your company stands for something great and admirab le, not simply another big name making lots of money. It is probably very important for you to hold a high morale and solid reputation, and with these key ideals and systems, that is very much possible. We thank you for your time and hope you to take our recommendations into deep consideration. We feel these decisions would be wise for the persistent future and quality of your products, people and proficiency.