B. R. Richardson Integrative Case (Od)
2128 words 9 pagesB.R. Richardson Timber Products Corporation Case study
1. For the following people in the case, list the comments and observations of the employees and consultants using a table. (15 points)
Employee observations Consultant observations
Ben Richardson - Somewhat authoritarian and perfectionist
- Believes in motivating employees using rewards
- Open to communication with employees - Effective leader who recognizes weaknesses in his organization and seeks effective solutions
- Very influential due to influences she has over Ben Richardson - Influential employee who questions decisions made
- Third ranked in terms of influence at plant
- Influential through association with Juanita …show more content…
The third problem involved the authoritative rule which was employed by one plant manager. Bowman needed advice regarding the issue of authoritative leadership by the plant manager. Richardson and Bowman hoped to use Lawler’s expertise to solve these challenges facing the plant.
5. Using the open systems framework, discuss each of the following elements as related to the information in this case: (5 points for each, 35 points)
Inputs in this case are organizational change, teamwork, motivation and human resource management. These inputs are likely to change the perception which employees have on their facility and increase their motivation levels. However, they should be involved in the process if they are to achieve the goals set.
B. Outputs The output in this case is increased safety records, improvement in employee motivation and effective leadership by managers. The organizational changes effected will trigger change among organizational players and these outputs will be achieved.
C. Each of the design components
These will be classified into techno-structural, human resource management, human process and strategic interventions. Human process interventions should involve team building. Techno-structural interventions should involve total quality management. Human resource management intervention should involve analyzing employee welfare, remuneration and their training. Finally, strategic intervention