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Case Studies

Case 1

The first thing I would do is try to find out why both employees have deviated from the standard operating procedure. I have often found that an employee will deviate due to a lack of training, or because the process that has been established has some flaw and the employee has developed a work around to solve the problem. It is very possible that training the employees could result in both being complaint with the standard operating procedure and in the case of Mike could eliminate the problems that he has had making rate and producing good quality. It is also possible that the deviations from the standard work that Becky has made have been to help make the job easier and solve problems associated with the standard work. If that was the case I would try to understand how Becky has become successful at her position, and find a way to incorporate her modifications to the standard work if it would be beneficial for other workers.

Case 2

I believe that the safety of my employees takes precedence over production volumes, so I would move Ian out of the large batch packaging process. I would, as a short term solution, move two employees in to fill Ian’s vacated spot. I would then have Ian observe the department with me in hopes of understanding how he has become so successful and efficient at working in this area. The goal of a well defined process should be that anyone could come into the work environment, and with proper training perform at the same level. By empowering Ian to contribute to positive changes in the area we could improve upon the current process, make it safer, and in turn train the other employees in the department to be as successful as Ian in the long run.

Case 3

Provided I did not have a background of struggles to get cooperation with this particular co-worker, I would offer to help with one of their tasks that I was capable of performing in exchange for completing the task I needed assistance with in a quick manner. If this type of situation was more routine, I would first attempt to reason with the co-worker and explain that I have a deadline to meet. If they were unable to help I would speak with my supervisor about the issue.

Case 4

The first thing I would be to let the employee know that I will speak with them on-on-one immediately after the start up meeting about their concerns in more detail. After finishing the explanation of the new process I would meet with the employee and ask them to explain their concerns. After listening to the employees concerns with the new process, I would try to point out all of the positive aspects of the new process to the employee, and ask for them to try the new process out for a little while. I would commit to meet with the employee after the work shift to get some feedback about the new process. If the employee still had large concerns I would bring them again to my supervisor provided that they were not the same concerns that I had. If the employee shared similar concerns, or the employee felt better about the process at the end of the day I would explain to them why the change was being made and meet with them every couple of days to check in on them with the change.…...

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