Rondell Data Corporation Study Question Analysis

As noted, brokers and innovators are the leadership roles associated with this model. The role of the broker is to build and maintain a power base, negotiate agreements, and present ideas. The innovators role is to be creative, initiate change, and sustain new ideas and changes. In this case, Langley exemplified leadership roles by single handily changing the mentality of the department soon after he took the position. Although this was a much-needed change for the departments personal, he did not show innovative characteristics by failing to create change regarding the production of tubes. Major change is needed in the process of the tube production. It has been noted by Harold Singer, “ The products and process here now are what they’ve traditionally been from almost the start”. This indicates that Langley needs to innovate and create new tactics and processes for the tube assembly. This would help American Radiotronics Corporation reach its goal of making the department a model show play for the company. Langley’s ability to quickly change the mentality is proof that he has innovative managerial skills. He must keep using these skills to help develop the department.

The winds of change brings about new and while fading the old away. This is true with life and it was also true for Tom Lippert, a sale representative for Dupont Engineering Polymers (DEP). DEP is faced with change as their long time GARD contact, Mike O’Leary turns over his responsibilities with his predecessor, Richard Binish. Richard trust the relationship that Mike has developed with DEP over the years however, he plans to verify DEP’s performance to his own standard.

The analysis of the data in this study showed that there was a statistically significant difference in the grade point average of high school junior student-athletes when compared to non-athletes. During their participation in an athletic season, the mean GPA of the athletes was 3.11 and the standard deviation was .73, when the athletes were not participating in an athletic season, the mean GPA was 3.20 and the standard deviation was .90.

Which of the following is not a process commonly considered in making products or delivering servicesA.continuousB.batchC.repetitiveD.job shopE.subcontracting 34. The type of processing system which is used for highly standardized products isA.continuousB.intermittentC.projectD.batchE.unit 35. Behavioral approaches to job design includeA.SpecializationB.ErgonomicsC.Job RotationD.Flow Process ChartsE.SIMO Charts 36. A major advantage of job specialization in business is increased _________.A.motivationB.opportunity for advancementC.opportunity for self-fulfillmentD.productivityE.job enrichment 37. Nearness to raw materials would be most important to a (A.grocery storeB.tax preparation serviceC.manufacturing companyD.post officeE.hospital 38. A one-hour photo processing machine in a Wal-Mart store is an example of a _________.A.micro-factoryB.downsize strategyC.diversified strategyD.lean production systemE.falling price strategy 39. A tool that is not used for quality management is ________.A.FlowchartB.HistogramC.Perato AnalysisD.RedesignE.Check sheets 40. The four dimensions of quality that are sometimes used to determine fitness for use of a product are ______.A.performance, special features, durability, and service after saleB.performance, special features, conformance, and reliabilityC.special features, conformance, reliability, and durabilityD.performance,

Behavioral Inappropriateness – behaviors that are not necessarily problems but they are behaviors that happen at the wrong time and/or place.

Discuss the six images of managing change and how each can effect an organization. These points will come from Chapter 2 of the textbook, p.27-33.

At the Engstrom Company there were many underlying issues that were truly affecting the company’s productivity and morale. When two of the most important factors in any organization are failing, it is nearly impossible for the company to stay afloat. Therefore,

The company’s objective is to enable business and operational success through integrated world class solutions and development by utilizing the organizational restructure of the Engineering and R&D departments. Having a centralized organization with a decentralized engineering department makes meeting the company objective quite difficult. Also, if the company’s objective does not align with the department specific objectives Campbell Soup is setting their selves up for failure. Sales and Marketing are concerned with increasing market share and gaining profit, while the Plants are worried about operational performance, and Engineering is focused on individual parts of the system. In order to have a successful company

Being able to increase productivity and revenues has always been the greatest challenge of any manager, and the manager of RL Wolfe, a plastic pipe manufacturer, was not an exception. Because of the low-efficiency percentage RL Wolfe had in comparison to their its competitors, John Amasi, director of Production and Engineering , had no other choice then came up with a new way of improving RL Wolfe production methods.

The book The Goal, written by Eliyahu M. Goldratt, is about the manufacturing process and how it works together to achieve the goals of a firm. The Goal is about science and education. It is an attempt to show that we can postulate a very small number of assumptions and utilize them to explain a very large spectrum of industrial phenomena. The Goal is about new global principles of manufacturing and people thinking logically and consistently about their problems and therefore able to determine “cause and effect” relationships between their actions and the results. In the process some of the characters in the book, Alex Rogo - who is the plant manager, Jonah - a physicist and old friend of Alex, Stacey Patazenik – who manages inventory

Kirkham’s strategy was to integrate the different systems of each division into an “all-inclusive” product and also to involve all the divisions together with regards to product development, instead of letting each division be responsible for just products within that division. Mr. Donaldson chose Kathleen Quinn, Vice-President of R&D, to be responsible for coordinating the development of new products. This proved to be quite a challenging task considering that each managing director (of each division) still retained responsibility for the turnover and profitability of their respective decisions and also for the strategies to achieve the goals of their divisions. In addition, regardless of the trend of their customers in purchasing integrated systems, the majority of each division’s turnover came from the sale of stand-alone products.

The core constraint of virtually every organization The Goldratt Institute has worked with over the past 16+ years is that organizations are structured, measured and managed in parts, rather than as a whole. The results of this are lower than expected overall performance results, difficulties securing or maintaining a strategic advantage in the marketplace, financial hardships, seemingly constant fire-fighting, customer service expectations being rarely met, the constraint constantly shifting from one place to another and chronic conflicts between people representing different parts of the organization, to name a

Codman & Shurtleff is a subsidiary of Johnson & Johnson which supplied hospitals and surgeons worldwide with over 2,700 products for surgery. Codman is now facing a profit shortfall of two million. A series of actions was decided in order to recover the shortfall, while the decisions made were somehow not aligned with J&J’s group philosophy. Codman managers decided to cut budgets of R&D expenditure which might have negative effects on the long term performance of the firm. The management of Codman ought to choose a better way that has a positive effect on operations in the long run and use a formal process, “stage gate”, in new product development.

OD – Organizational Development is clearly the main focus here at DuPont. Tom had a vision to improve the organizational standards at DuPont not focusing on any problems that may have been present. The projected outcome for DuPont’s organizational structure was improving for the better of the company and the employees. Tom wanted to development to increase productivity for the company and its employees which would allow to company to be in a better stable place in the near future. Tom was building a strong foundation for the company which would benefit everyone involved. Tom

* Lack of Information and communication across divisions Each division maintains its own marketing, manufacturing, logistics and administrative departments (Silos)