Scribd
Upload
107 views4 pages

Task Performance

The document discusses a case study of Solar Cell Manufacturer, a Korean company that manufactures solar-powered products. It faces issues with employee attrition and overspending. Management implemented control charts in manufacturing but employees in HR and finance felt undervalued and untrained. To address this, management conducted an awareness program on control charts. The document then outlines steps to control attrition and overspending using control charts, overcome employee resistance to change, and properly implement statistical process control. It analyzes alternative actions and recommends emphasizing control charts and staff awareness to resolve organizational problems. Key lessons are careful workforce planning to avoid overemployment and supporting employee skills development.

Uploaded by

Hanna Ly
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
107 views4 pages

Task Performance

The document discusses a case study of Solar Cell Manufacturer, a Korean company that manufactures solar-powered products. It faces issues with employee attrition and overspending. Management implemented control charts in manufacturing but employees in HR and finance felt undervalued and untrained. To address this, management conducted an awareness program on control charts. The document then outlines steps to control attrition and overspending using control charts, overcome employee resistance to change, and properly implement statistical process control. It analyzes alternative actions and recommends emphasizing control charts and staff awareness to resolve organizational problems. Key lessons are careful workforce planning to avoid overemployment and supporting employee skills development.

Uploaded by

Hanna Ly
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 4

Case Study: Solar Cell Manufacturer

I- Background

Solar Cell is a manufacturing company headquartered in southern Korea that specializes


in the manufacture of various solar-powered products. They have customers in
both domestic and international markets. The company is rapidly expanding as
demand for non-conventional energy increases. The company's CEO attributes its
success to the use of control charts for manufacturing procedures, which enables them
to maintain control over the quality of their final outputs. The control chart is also
implemented in their human resources and finance departments due to the increase in
employee numbers. Additionally, the majority of employees felt undervalued and
untrained, which is why they left the company. The management decided to conduct a
one-day awareness program for the human resources and finance departments to
ensure that they understood the expectations and requirements for the control charts
strategy.

II- Statement of the problem

a. How can Solar Cell Manufacturer control or eliminate attrition and


overspending in their organization through the use of control charts?

By utilizing the control charts, they can easily provide a solution that would help
to promote work efficiency in the organization. With the aid of the control chart,
the departments where the issue has occurred can be effortlessly identify.

b. What steps should the top management employ in order to overcome the
resistance of the employees in the change initiative?

Employee resistance to change initiative is one of the most perplexing


and recalcitrant issues that business executives face. This resistance can manifest
itself in a variety of ways permanent reductions in output, an increase in the
number of "quits" and requests for transfer, chronic quarrels, sullen
hostility, wildcat or slowdown strikes, and, of course, the expression of a
plethora of illogical reasons why the change will fail. Even the pettiest
manifestations of this resistance can be vexing. The top management can take
concrete steps to address these negative employee attitudes constructively. The
steps include emphasizing new performance standards for staff specialists and
encouraging them to think differently, as well as utilizing resistance as a practical
warning signal for directing and timing technological changes. In addition, top
executives can also increase the effectiveness of their own efforts by attending
meetings of staff and operating groups where change is discussed. They
can accomplish this by shifting their focus away from the facts of schedules,
technical details, and work assignments and toward the implications of these
discussions for developing resistance and receptiveness to change.

c. What steps in implementing Statistical Process Control (SPC) should Solar Cell
Manufacturer apply in order to succeed in the initiative?

In order to succeed the initiative, the Solar Cell Manufacturer Company should
follow all the steps of implementation and deployment of Statistical Process
Control(SPC). Starting with the first step which is to Commit to SPC. The
management should internalize the rationale of having statistical process control
in the company in order to show a full support since the implementation and
deployment requires money and people. After committing to SPC, they
should now form an SPC committee to properly align and execute the SPC to
the HR and Finance Department until to the step 13 which is about determining
the effectiveness of the established process for continual improvement.

III- Areas of consideration

a. It must include details and facts from the case that contribute to the
organizational problem of the company.

The fact that the Solar Cell Manufacturing Company experiences employee
attrition due to the majority of employees who resigned stated that they
struggled from work-life imbalance in particular operators, who were required to
work long hours in situations where their alternate partners were unable to
disclose to work on time or at all. A minority of resigned employees believed
they were misaligned and undertrained for their jobs, they felt undervalued,
and they were fearful that growth opportunities were not available within the
company. Another case identified by top management is the company's
finance department. The management have discovered that budgets
allocated to specific departments or work units within the company are
unrealistic, inaccurate, and unreasonable. The case details and facts indicate that
the overemployment, lack of training, and budget allocation to each department
all contribute to the company's organizational problems
IV- Alternative course of action

a. It must contain at least (2) two courses of action for every point stated in the
statement of the problem. It must also present the advantages and
disadvantages of each course of action in resolving the organizational problem.

Solar Cell Manufacturers' management can overcome resistance and over budgeting
by emphasizing the importance of switching to control charts and
assigning all staff to spearhead the project of implementing control charts. Not
only is it critical, but it is also fundamental, to raise employee awareness when
an organization undergoes change. Employee awareness encompasses all
activities that educate or inform employees about organizational changes including
the company’s situation. Sensitization can be accomplished through the
organization of seminars that expose employees to the idea in other
organizations that have successfully navigated change. Through benchmarking,
employees will grasp the importance of accepting new changes while also grasping
the big picture of how the new system will benefit them and increase the company's
overall productivity

Additionally, awareness can be achieved by hiring experts to deliver a presentation


about the new change and to provide user support in the event that employees
encounter difficulties while utilizing the system. The organization can arrange for an
expert to train staff members on all aspects of the new system and, more than likely,
work collaboratively during the initial stages until employees are completely
satisfied with their ability to operate the system

Advantages of emphasizing awareness include the following:

 The team will devise an argument for accepting the change.


 The team will have a thorough understanding of the change's overall benefit
to the organization.
 When all stakeholders are reading from the same script, there will be little
minimal resistance.
 The committee will also have a teamwork upon internalizing the rationale of
SPC.
 After being aware about the process of implementation of SPC, the team will
also be mindful of the possible adjustments that will lead them on preparing
themselves to be suitable for the responsibility that will be assigned to them
Disadvantages of emphasizing awareness include the following:
 It may be prohibitively expensive for the organization to organize
trips, benchmarking, and other awareness events.
 A subject matter expert will be required to guide staff members through the
new changes.
 Upon the changes, adjustments will be challenging for some employees and
will result to slow process of improvement

V- Recommendation

a. It must present the best course of action among the presented alternatives in
resolving each organizational problem.

The best course of action to be followed among the presented


alternatives in resolving each organizational problem is the first step which is
the emphasizing the importance of switching to control charts and assigning all
staff to spearhead the project of implementing control charts. It has many
advantages and benefits to the company as well as to employees.
Additionally, this step pursues on giving awareness to the management
and the employees about the organizational problems that has occurred in
the HR and Finance that will lead them on being committed to the SPC.

VI- Management lessons learned

a. It must discuss the takeaways from the case and the relevant things that the
company should do or not do in order to avoid the given organizational
problems.

Given the situation of the HR and Finance Department, they should be aware of
their actions and decisions. The management should be careful when planning.
There is thing that should be considered upon hiring employees, and this
includes on measuring how many workers they should hire and they should not
hire to avoid over employment. And in the case that their employee
experiences to be undervalued for the reason that they are misaligned and
they felt that there was no improvement for their skills as they see that company
does not show support of the employees’ improvement, the management
should learn on focusing the skills improvement of their employees and
they also must involve the employee on every change that the management has
to deploy

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy