Alcoa IH Case Study Essay

1) if you were on the Dynacorp task force, what would be your first choice for an alternative design? what would be your second choice? 2) Which of the problems of the current design would your chosen design address? what problems (if any) would it not address? Are there any new problems to which it might lead? 3) What linking and alignment mechanisms would you propose to make the “grouping” of your first choice design more effective?

"Cooley Distillery: The Independent Spirit of Ireland" is a "David and Goliath" case surrounding Cooley Distillery, which is the only independently owned Irish whiskey distiller in the world. Located in Ireland, the company has managed to survive strong competition in the oligopolistic category of Irish whiskey in the global spirits industry for 25 years. The non-listed public company has remained a niche player despite gaining a staggering reputation for quality and innovation in its offerings. One of the biggest problems faced by the company is that in all these years, Cooley Distillery has never managed to pay any dividends to its 290 shareholders and John Teeling, the founder and chairman

MTC initially needed to obtain substantial investment capital due to two main factors: a research-heavy industry, and the need to create most of the markets for its products. Although the founders' goal was to become a major manufacturing company, they did estimate that the company would need $50 million in capital before it would become self-sufficient. Their initial financing model was to first recruit a superior technical team, use that to attract additional equity investment and development funding from interested corporations, and then develop manufacturing capabilities. Commercial sales began 2.5 years after inception, and MTC is nearing the break-even point in 1990.

“The Occupational Safety and Health Act of 1970 (OSHA) was passed to prevent workers from being killed or seriously harmed at work. The law requires that employers provide their employees with working conditions that are free of known dangers. The Act created the Occupational Safety and Health Administration (OSHA), which sets and enforces protective workplace safety and health standards. OSHA also provides information, training and assistance to workers and employers. Workers may file a complaint to have OSHA inspect their workplace if they believe that their employer is not following OSHA standards or there are serious hazards. “OSHA's commitment is to provide information to help employers and employees in the meat-packing industry comply with OSHA standards and increase safety in the workplace. There are currently no specific standards for the meat-packing industry.” (OSHA, N.D).

On Wednesday, July 29th, 2015 Alcoa IH department did heat stress monitor in the potrooms at Alcoa Warrick Operations. This monitor is a part of the heat stress awareness program during the summer. Working at the potrooms exposes the workers to physical hazards, such as noise, radiant energy, and heat. Since the pots run at temperatures of about 980 ̊C, there is potential for heat stress hazard and burns from hot electrolytic bath and metal to occur. Workers in potrooms are in hot environments most of the time. Therefore, they are particularly at risk of heat stress since ventilation may not afford sufficient cooling. Workers at the potrooms are working for 12-hour shifts. During this 12 hours, workers are require to do 17 set up carbon which exposes workers to open pot heat 17 times every day. Exposed to heat for that long time will cause a potential heat stress hazard.

This would also indicate that HCA receives a lower rating. This could prove to be good and bad. In some instances, companies with lower ratings experience a rise in their cost of debt or loss access to the debt market. When Du Pont lost their AAA rating they did not experience any dramatic changes. With the growth rate at 15%, HCA has an opportunity to increase in the future. An ROE of 17.6% signifies efficiency and provides evidence that the company is heading in the right direction.

The purposes of this case study are (1) to list outward manifestation that indicate that organizational results could be improved and (2) explain leadership theory, organization behavior theory, and all the personal and structural sources of conflict evident at the Brewster-Seaview Landscaping Company.

* From the firings, we can see that management does not share Arnell’s plans for massive changes.

3. Calculate the client's target heart rate at 60% and 80% using the Karvonen formula.

The political lens sees an organization as “an arena for competition and conflict among individuals, groups, and other organizations whose interest and goals differ and even clash dramatically” (Ancona, Kochan, Scully, Van Maanen, & Westney, 2005: M-2, 33). It assumes that “In the political perspective, the roots of conflict lie in different and competing interests, and disagreements require political action, including negotiation, coalition building, and the exercise of power and influence, all of which recognize that rationality is local” (Ancona et al., 2005: M2, 33). I will analyze and explain the concepts within the political landscape to explain the new front end / back end structure at Dyna Corporation,

The latter has further been exacerbated by a lack of incentives for Metro branches, the main sales and marketing agents for the product, to sell Due Bills.

1. In a defined-contribution (DC) pension plan, the employee or employer, or both, make regular contributions to the plan. In the US, employees typically set aside a predetermined percentage of their earnings which is deposited to the plan and the employer will match that contribution. Ultimately, the amount of money available to the individual upon retirement is determined by the performance of their investments. Each employee retains the option to choose how to diversify their investments, while the employer will typically provide a “default allocation” option. The options available are generally very varied, and includes a number of index funds and actively managed mutual funds.

Cumberland Metal Industries (CMI), which was historically one of the largest manufacturers of curled metal products in the country, has developed a new product. This product is a metal cushion pad which is to be used with large crane-pile driving activities. The cushion is to prevent the shock of the hammer from damaging the pile. CMI’s cushion pad is a “one-of-a-kind” product as there is nothing similar on the market today making comparisons difficult. Upon successful tests conducted alongside Colerick Foundation Company (Colerick), CMI now seeks to launch this new product to the market. Not unlike many other companies that develop new products, CMI is struggling to set a market price to go along with a

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As a general rule provided by OSHA, once the temperatures start hitting 80° F, shade should be provided for workers during breaks and rest periods to cool off. Examples of shade include tents, air-conditioned trailers or vehicles, or ventilated buildings. Any of these shaded areas should be easily accessible, especially in the event a worker begins having symptoms of heat illness and needs assistance in getting out of the sun (Jones, 2015).