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    OB Case Study Solution

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    bikram
    Helen Bowers implemented a new plan to crack down on employees and eliminate idle time in order to increase profits and compete internationally. However, her plan treats employees as robots rather than valued members of the company. Cutting benefits and pay without input from employees will lead to resentment and lower productivity. As a consultant, I would advise Helen to reconsider her authoritarian approach and apply her father's more democratic and humanistic methods of valuing employees to maintain their trust, support, and high productivity. Treating workers fairly while gaining their input is key to achieving her goals in a sustainable way.

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    OB Case Study Solution

    Uploaded by

    bikram
    4K views2 pages
    Helen Bowers implemented a new plan to crack down on employees and eliminate idle time in order to increase profits and compete internationally. However, her plan treats employees as robots rather than valued members of the company. Cutting benefits and pay without input from employees will lead to resentment and lower productivity. As a consultant, I would advise Helen to reconsider her authoritarian approach and apply her father's more democratic and humanistic methods of valuing employees to maintain their trust, support, and high productivity. Treating workers fairly while gaining their input is key to achieving her goals in a sustainable way.

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    Helen Bowers implemented a new plan to crack down on employees and eliminate idle time in order to increase profits and compete internationally. However, her plan treats employees as robots rather than valued members of the company. Cutting benefits and pay without input from employees will lead to resentment and lower productivity. As a consultant, I would advise Helen to reconsider her authoritarian approach and apply her father's more democratic and humanistic methods of valuing employees to maintain their trust, support, and high productivity. Treating workers fairly while gaining their input is key to achieving her goals in a sustainable way.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    4K views2 pages

    OB Case Study Solution

    Uploaded by

    bikram
    Helen Bowers implemented a new plan to crack down on employees and eliminate idle time in order to increase profits and compete internationally. However, her plan treats employees as robots rather than valued members of the company. Cutting benefits and pay without input from employees will lead to resentment and lower productivity. As a consultant, I would advise Helen to reconsider her authoritarian approach and apply her father's more democratic and humanistic methods of valuing employees to maintain their trust, support, and high productivity. Treating workers fairly while gaining their input is key to achieving her goals in a sustainable way.

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    You are on page 1of 2

    OB CASE 1: Helen Bowers

    1. How successful do you think Helen Bowers’s new plan will


    be?
    Ans.: Helen’s new plan will not be much successful. She is thinking that
    her employee are only the workers which she had paid the money to
    meet her goal. As Helen father Jake treated the employees like part of
    his family. She thinks this ‘Humanistic nonsense’ is not good for her
    company. So she implemented a straight decision to crack down on
    employees and eliminate all idle time. She stopped asking the advice
    from her employee which her father done before. She announced that
    the firm’s profit sharing will be phased out. She is so eager in fulfilment
    of her goal i.e. to put her company on international market and compete
    with the Japanese firm. She is thinking her employee as robots she lost
    her humanistic view towards her employee.
    These plan including the equal pay cut of employee having less than
    10% productivity will not solve the situation and would only lead
    resentment among employees. Employees will not be happy with this
    plan/decision that they had do more hard work without any recreational
    and welfare programs for them.
    This plan will lead lower in productivity of Bowers Company and it cannot
    compete internationally.

    2. What challenges does Helen confront?


    Ans.: The main challenge for Helen confront is to retain the support of
    her employees and the trust his father had built towards the employee.
    Helen’s approach to treat the employees as the hired help only and her
    policies are against their welfare and development which is going to
    hamper the company’s productivity.
    Although Helen’s decision marginally increased the output but also the
    scarp rates increases, personnel costs went up, training cost also got up.
    But in the backend the employees are the getting demotivated which
    result is going to lead in major decline in production which will hamper
    the Helen goals to compete with the Japanese firm and to enter
    international market.
    3. If you were Helen’s consultant, what would you advise her to
    do?
    Ans.: If I were the Helen’s consultant I would suggest to apply the
    methods or policies that her father used before. I would suggest to be
    rethink on her decision and understand the consequences. She need to
    listen the employee’s voice and their opinion. She should changes her
    policies and plan more democratically.
    I would suggest to adapt her father’s method of dealing with the
    workpower which is the main pillar of the company growth.

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