Riordan Manufacturing Problem Solution
Running head: PROBLEM SOLUTION: RIORDAN MANUFACTURING
Problem Solution: Riordan Manufacturing
Gina Lembeck
MMPBL 530
University of Phoenix
Problem Solution: Riordan Manufacturing The Problem Solution: Riordan Manufacturing is created because Riordan Manufacturing is afflicted with the inability to arrive at a solution to the decline in employee morale and work ethic. Many members of the Executive Team have come forth with the concept of merely restructuring the pay and benefits to retain top employees. However, some members of the team feel this may not fully resolve the problems facing the company as the Satisfaction Survey revealed more underlying issues. The company hired a consultant, Barbara Masterson, to objectively review the compensation system and suggest recommendations. The result of Barbara’s consultation was a list of employee grievances that are intertwined with the compensation system, but are also the result of other issues the company is failing to recognize. The following problem solution identifies a problem statement based on the issues and opportunities represented in Table 1 and the stakeholder perspectives represented in Table 2. The problem statement is not a solution, but rather reflects a range of possible solutions the company can use in solving the problem. The possible range of solutions is identified throughout the development of alternative solutions and into the implementation of a possible plan designed to mitigate risks while taking into account the end-state goals.
Situation Analysis
Issue and Opportunity Identification The issues and opportunities for Riordan Manufacturing are the result of past events leading up to the problem currently facing the company. Riordan Manufacturing is suffering from the inability to identify the leading causes for a decline in employee morale and work ethic. Employee turnover rates have increased and overall job satisfaction has declined. The Satisfaction Survey has
Problem Solution: Riordan Manufacturing
Gina Lembeck
MMPBL 530
University of Phoenix
Problem Solution: Riordan Manufacturing The Problem Solution: Riordan Manufacturing is created because Riordan Manufacturing is afflicted with the inability to arrive at a solution to the decline in employee morale and work ethic. Many members of the Executive Team have come forth with the concept of merely restructuring the pay and benefits to retain top employees. However, some members of the team feel this may not fully resolve the problems facing the company as the Satisfaction Survey revealed more underlying issues. The company hired a consultant, Barbara Masterson, to objectively review the compensation system and suggest recommendations. The result of Barbara’s consultation was a list of employee grievances that are intertwined with the compensation system, but are also the result of other issues the company is failing to recognize. The following problem solution identifies a problem statement based on the issues and opportunities represented in Table 1 and the stakeholder perspectives represented in Table 2. The problem statement is not a solution, but rather reflects a range of possible solutions the company can use in solving the problem. The possible range of solutions is identified throughout the development of alternative solutions and into the implementation of a possible plan designed to mitigate risks while taking into account the end-state goals.
Situation Analysis
Issue and Opportunity Identification The issues and opportunities for Riordan Manufacturing are the result of past events leading up to the problem currently facing the company. Riordan Manufacturing is suffering from the inability to identify the leading causes for a decline in employee morale and work ethic. Employee turnover rates have increased and overall job satisfaction has declined. The Satisfaction Survey has
References: Dreher, G., & Dougherty, T. W. (2001). Human resource strategy: A behavioral perspective for the general manager DRS Technologies, Inc. (2010a). Benefits. Retrieved from http://drs.com/Careers/Benefits.aspx DRS Technologies, Inc DRS Technologies, Inc. (2010c). Employee testimonials. Retrieved from http://drs.com/Careers/profiles.aspx Milkovich, G., & Newman, J Mind Tools, Ltd. (2011). Risk impact/Probability chart: Learning to prioritize risks. Retrieved January 20, 2011, from http://www.mindtools.com/pages/article/newPPM_78.htm Scenario: Riordan Manufacturing The assumptions of qualitative designs. (n.d.). Retrieved January 23, 2011, from http://www.gifted.uconn.edu/siegle/research/Qualitative/qualquan.htm WorldatWork | |The use of the |will respond to critical situations.” | | |The results from Barbara Masterson produced |information already |(Dreher & Dougherty, 2001, p |asked by Barbara Masterson during the consultation,| |Dougherty, 2001, p. 36, para. 5) | | |but little concern as to how they feel is being | | | | | | |(Milkovich & Newman, 2004, p. 9, para.| | | | |2) | |