Additional Case Studies

Managing People and

Organizations
Humanized Robots?
Helen Bowers was stumped. Sitting in her office at the plant, she pondered the same questions she had been facing for months:
how to get her companys employees to work harder and produce more. No matter what she did, it didnt seem to help much.
Helen had inherited the business three years ago when her father, Jake Bowers, passed away unexpectedly. Bowers Machine Parts
was founded four decades ago by Jake and had grown into a moderate-size corporation. Bowers makes replacement parts for
large-scale manufacturing machines such as lathes and mills. The firm is headquartered in Kansas City and has three plants
scattered throughout Missouri.
Although Helen grew up in the family business, she never understood her fathers approach. Jake had treated his employees like
part of his family. In Helens view, however, he paid them more than he had to, asked their advice far more often than he should
have, and spent too much time listening to their ideas and complaints. When Helen took over, she vowed to change how things
were done. In particular, she resolved to stop handling employees with kid gloves and to treat them like what they were: the hired
help.
In addition to changing the way employees were treated, Helen had another goal for Bowers. She wanted to meet the challenge of
international competition. Japanese firms had moved aggressively into the market for heavy industrial equipment. She saw this as
both a threat and an opportunity. On the one hand, if she could get a toehold as a parts supplier to these firms, Bowers could grow
rapidly. On the other, the lucrative parts market was also sure to attract more Japanese competitors. Helen had to make sure that
Bowers could compete effectively with highly productive and profitable Japanese firms.
From the day Helen took over, she practiced an altogether different philosophy to achieve her goals. For one thing, she increased
production quotas by 20 percent. She instructed her first-line supervisors to crack down on employees and eliminate all idle time.
She also decided to shut down the company softball field her father had built. She thought the employees really didnt use it
much, and she wanted the space for future expansion.
Helen also announced that future contributions to the firms profit-sharing plan would be phased out. Employees were paid
enough, she believed, and all profits were the rightful property of the ownerher. She also had private plans to cut future pay
increases to bring average wages down to where she thought they belonged. Finally, Helen changed a number of operational
procedures. In particular, she stopped asking other people for their advice. She reasoned that she was the boss and knew what was
best. If she asked for advice and then didnt take it, it would only stir up resentment.
All in all, Helen thought, things should be going much better. Output should be up and costs should be way down. Her strategy
should be resulting in much higher levels of productivity and profits.
But that was not happening. Whenever Helen walked through one of the plants, she sensed that people werent doing their best.
Performance reports indicated that output was only marginally higher than before but scrap rates had soared. Payroll costs were
indeed lower, but other personnel costs were up. It seemed that turnover had increased substantially and training costs had gone
up as a result.
In desperation, Helen finally had hired a consultant. After carefully researching the history of the organization and Helens recent
changes, the consultant made some remarkable suggestions. The bottom line, Helen felt, was that the consultant thought she
should go back to that "humanistic nonsense" her father had used. No matter how she turned it, though, she just couldnt see the
wisdom in this. People worked to make a buck and didnt want all that participation stuff.
Suddenly, Helen knew just what to do: She would announce that all employees who failed to increase their productivity by 10
percent would suffer an equal pay cut. She sighed in relief, feeling confident that she had finally figured out the answer.

Case Questions
How successful do you think Helen Bowerss new plan will be?

What challenges does Helen confront?

If you were Helens consultant, what would you advise her to do?

Managing Global and Workforce Diversity

Culture Shock
Warren Oats was a highly successful executive for American Auto Suppliers, a Chicago-based company that makes
original-equipment specialty parts for Ford, GM, and Chrysler. Rather than retreat before the onslaught of Japanese
automakers, AAS decided to counterattack and use its reputation for quality and dependability to win over customers
in Japan. Oats had started in the company as an engineer and worked his way up to become one of a handful of
senior managers who had a shot at the next open vice-presidential position. He knew he needed to distinguish
himself somehow, so when he was given a chance to lead the AAS attack on the Japanese market, he jumped at it.
Oats knew he did not have time to learn Japanese, but he had heard that many Japanese executives speak English,
and the company would hire a translator anyway. The toughest part about leaving the United States was persuading
his wife, Carol, to take an eighteen-month leave from her career as an attorney with a prestigious Chicago law firm.
Carol finally persuaded herself that she did not want to miss an opportunity to learn a new culture. So, armed with all
the information they could gather about Japan from their local library, the Oats headed for Tokyo.
Known as an energetic, aggressive salesperson back home, Warren Oats wasted little time getting started. As soon
as his office had a telephoneand well before all his files had arrived from the StatesOats made an appointment to
meet with executives of one of Japans leading automakers. Oats reasoned that if he was going to overcome the
famous Japanese resistance to foreign companies, he should get started as soon as possible.
Oats felt very uncomfortable at that first meeting. He got the feeling that the Japanese executives were waiting for
something. It seemed that everyone but Oats was in slow motion. The Japanese did not speak English well and
appeared grateful for the presence of the interpreter, but even the interpreter seemed to take her time in translating
each phrase. Frustrated by this seeming lethargy and beginning to doubt the much-touted Japanese efficiency, Oats
got right to the point. He made an oral presentation of his proposal, waiting patiently for the translation of each
sentence. Then he handed the leader of the Japanese delegation a packet containing the specifics of his proposal,
got up, and left. The translator trailed behind him as if wanting to drag out the process even further.
By the end of their first week, both Oats and his wife were frustrated. Oatss office phone had not rung once, which
did not make him optimistic about his meeting with another top company the following week. Carol could scarcely
contain her irritation with what she had perceived of the Japanese way of life. She had been sure that a wellrespected U.S. lawyer would have little trouble securing a job with a Japanese multinational corporation, but the
executives she had met with seemed insulted that she was asking them for a job. And the way they treated their
secretaries! After only a week in Japan, both Carol and Warren Oats were ready to go home.
A month later, their perspective had changed radically, and both looked back on those first meetings with
embarrassment. Within that month, they had learned a lot about the Japanese sense of protocol and attitudes toward
women. Warren Oats believed he was beginning to get the knack of doing business with the Japanese in their
manner: establishing a relationship slowly, almost ritualistically, waiting through a number of meetings before bringing
up the real business at hand, and then doing so circumspectly. It was difficult for Oats to slow his pace, and it made
him nervous to be so indirect, but he was beginning to see some value in the sometimes humbling learning process
he was going through. Perhaps, he thought, he and Carol could become consultants for other executives who needed
to learn the lessons he was beginning to understand.
Case Questions

What specific errors did Warren and Carol Oats make during their first week in Japan?
If you were talking to a non-U.S. businessperson making a first contact with an American
company, what advice would you give?