Part 2: Decision Making

Mutiny in the Manufacturing Department

Topic: Labor Relations

Characters:

• Alan, a lead supervisor in a manufacturing department.

• Bob, an inexperienced group supervisor, directly under Alan.

• Coot, a veteran employee within Bob’s group.

Introduction & Problem Identification:

Introduction:

In the manufacturing department, a clash between Bob, a junior supervisor, and Coot, an experienced machine operator, has created a significant dilemma for Alan, the lead supervisor. Bob, in an attempt to manage a crucial order for a major customer, devised a work schedule and job assignments that Coot believed would not meet the deadline. Ignoring Coot's suggestions, Bob proceeded with his plan. However, Coot took matters into his own hands and switched everyone over to his proposed plan, successfully completing the order on time. Unfortunately, Bob discovered the "mutiny" and confronted Coot in front of the entire group, causing a disruption.

Problem Identification:

Alan now faces a challenging dilemma. On one hand, he realizes that supporting Bob is vital for his professional growth and development, allowing him to gain experience through making his own mistakes. On the other hand, Alan recognizes that Bob's initial work schedule would have resulted in a failure to meet the customer's Just-in-Time inventory system requirements, potentially costing the company future business with the customer. Thus, the problem lies in striking a balance between employee development and customer satisfaction. How can Alan navigate this situation to ensure both Bob's growth and the company's reputation with the customer are protected?

Rational Decision-Making Process

Decision Criteria:

• Customer Satisfaction (Weight: 5): The decision should prioritize meeting the customer's needs and delivering orders on time to maintain a positive relationship and ensure future business.
  

• Conflict Resolution (Weight: 5): Addressing the conflict between Bob and Coot and finding a solution that promotes a harmonious work environment is important for the long-term success of the department.
  

• Employee Development (Weight: 4): Consider the growth and development of Bob as a supervisor. Giving him the opportunity to learn from his mistakes and gain experience is important for his professional growth.
  

• Department Credibility (Weight: 4): The decision should consider the impact on the department's credibility and reputation. Maintaining the trust and respect of the employees to Bob is crucial for effective teamwork and future productivity.

Solution Alternatives:

• Support Bob and provide additional training: Alan can support Bob by acknowledging his effort in setting up the work schedule but also provide additional training and guidance to improve his decision-making skills. This would allow Bob to learn from his mistake while ensuring future orders are completed on time.
  

• Mediation and conflict resolution: Alan can facilitate a meeting between Bob and Coot to address their concerns and find a resolution. This approach would focus on rebuilding relationships, resolving conflicts, and promoting effective communication within the team.
  

• Implement Coot's suggested alternative: Alan can evaluate Coot's alternative work schedule and consider implementing it in future orders. This would demonstrate a willingness to listen to the experienced employees and improve production efficiency.

Evaluations of alternatives

Here's a table to rate the alternative solutions based on the decision criteria:

Ranking system: 1= Lowest score 5= Highest score

The Best Alternative:

Based on the revised evaluation, the alternative with the highest ratings is "Mediation and conflict resolution." Although it does not guarantee that the conflict will be resolved in the first attempt, it does give a high chance of reaching this goal if addressed appropriately. It directly addresses the conflict between Bob and Coot, which is crucial for long-term success and harmony within the department. Additionally, it has a moderate impact on department credibility. Considering the importance of resolving conflicts and fostering a positive work environment, "Mediation and conflict resolution" is the best alternative.

References:

G. Scott Erickson, Case study: Mutiny in the Manufacturing Department. Lehigh University

Lumen Learning (2022). Principles of Management. Lumen Learning https://courses.lumenlearning.com/suny-principlesmanagement/