Please Stop Working So Hard

Please Stop Working So Hard! Case Analysis Summary

Problem Statement

Matt Platt, a recent university graduate has been given the job of production live supervisor at a local automobile engine plant. He is young and inexperienced in the management job which he is holding. The team leader, who has worked at the plant for 29 years, is a hardworking and dedicated employee to the organization. Mr. Platt relies on his team leader, Evan Saunders heavily to do his job properly. Saunders has served as team leader for the past three years and is often sought to be the most knowledgeable and hardworking employee at the plant. Mr. Saunders, assigned to one of the three shifts that work at the plant, will often arrive early for work, and stay an hour after his shift to ensure the smooth transition from shift-to-shift. Recently, there has been complains brought forward by other employees about Mr. Saunders. Mr. Saunders frequently misses mandatory employee meetings and breaks to continue working, and this is duly noted by his coworkers. It has been noted that Mr. Saunders often intrudes on his colleagues without consent, and that his work ethic is likely to cause a cutback in labour. Mr. Platt must find a solution to deal with these problems, as some employees have warned that they will serve a Union grievance if no action is taken. Mr. Platt must work with Mr. Saunders and all of his other employees to resolve the issues and ensure the smooth operation of the plant.

Alternative Options

1. Have a personal meeting with Mr. Saunders to discuss the importance of the mandatory meetings and breaks. Mr. Platt would enforce the policy that all employees must attend these meetings. This option provides an open discussion between Mr. Platt and Mr. Saunders and would promote equality and stop the favoritism that exists between Mr. Platt and Mr. Saunders.

1. Status quo. Mr. Saunders would continue his current strong work ethic. This would possibly lead to more cutbacks and money saved for the company. Although employee morale would fall significantly and it would cause worker frustration. There would not be a solution to the problems.

1. Fire Mr. Saunders. This would create better morale among employees, and more focus would be placed on work than on conflict. This would create a burden for Mr. Platt whereas he would have to find someone capable of filling the team leader role. He would suffer the loss of a valued employee.

Decision Criteria

• Increase and maintain employee morale.

• Employee morale must always be a top priority in any organization. Mr. Platt could run a survey on all of his employees to ensure that the team’s morale is kept at the maximum and that there are not any lingering issues that must be dealt with. Mr. Platt should aim for a team which works cohesively together.

• Being a fair and neutral body for all employees.

• Mr. Platt must remain neutral at all times. He cannot favour an employee based on their knowledge, or how long they have worked for the company. He must choose an option which enables him to serve as a neutral body for all of his employees, as well as someone they can approach for any reason they may see fit.

• Avoid union grievance and/or loss of valued employees.

• If the employees of the union file a grievance, this could mean that Mr. Platt would now have to address issues with his own employees but also with his boss. Mr. Platt must ensure an option is chosen which will significantly reduce the possibility of a grievance being filed and that all employees are treated fairly. Any organization does not want to lose valued employees at any cost.