Week 1 Ch.1 Case Study: Firm, Fair and Open? Case Study Questions (see Case Study document for actual questions).
1. Cree is making a positive impression on the workers by following the four main functions of management – planning, organizing, leading, and controlling (Walker, 2012). Her suggestion of rotating work assignments should be viewed as fair to everyone and not favoring one group over another (e.g., more senior servers vs. new servers).
2. Many of Cree’s points are very good: giving some background information on herself, her expectations for those with whom she works, and admitting she cannot solve all of the problems that come up.
3. The first mistake that Cree makes is having everyone come in more than an hour and a half before the shift starts (perhaps it is an 11:00 am shift, but it’s not clear from the information given). Second, as per the Participative Theory, employees should participate in decisions that concern them. Cree is forcing …show more content…
The reason no one asked any questions is because Cree did not allow enough time for someone to get up the courage to speak up; typically, employees have a difficult time speaking in front of a supervisor (whom they have just met). Because Cree introduced the idea of rotating stations and posted the assignments before anyone had a chance to comment, employees did not feel empowered at the meeting.
5. Based on this first presentation, Cree has a style closely aligned to the Scientific Management approach; this style can be seen by her approach of standardizing the schedule and assignments, use of incentive pay (opportunity to get the good tables), and lack of participation in the decision(s) she made.
6. The employees will most likely not come to her (initially) until a better relationship has developed between them. They are going to wait and see what the “other changes” are before saying anything at all. This attitude comes from being told what is expected of them with no real discussion or interaction
1. Cree is making a positive impression on the workers by following the four main functions of management – planning, organizing, leading, and controlling (Walker, 2012). Her suggestion of rotating work assignments should be viewed as fair to everyone and not favoring one group over another (e.g., more senior servers vs. new servers).
2. Many of Cree’s points are very good: giving some background information on herself, her expectations for those with whom she works, and admitting she cannot solve all of the problems that come up.
3. The first mistake that Cree makes is having everyone come in more than an hour and a half before the shift starts (perhaps it is an 11:00 am shift, but it’s not clear from the information given). Second, as per the Participative Theory, employees should participate in decisions that concern them. Cree is forcing …show more content…
The reason no one asked any questions is because Cree did not allow enough time for someone to get up the courage to speak up; typically, employees have a difficult time speaking in front of a supervisor (whom they have just met). Because Cree introduced the idea of rotating stations and posted the assignments before anyone had a chance to comment, employees did not feel empowered at the meeting.
5. Based on this first presentation, Cree has a style closely aligned to the Scientific Management approach; this style can be seen by her approach of standardizing the schedule and assignments, use of incentive pay (opportunity to get the good tables), and lack of participation in the decision(s) she made.
6. The employees will most likely not come to her (initially) until a better relationship has developed between them. They are going to wait and see what the “other changes” are before saying anything at all. This attitude comes from being told what is expected of them with no real discussion or interaction