Question

Please help with this assignment. There are 3 questions. I would require each answer of 1 page long (total 3 pages). Any help would be appreciated. Case Study: ARBRECORP LTÉE Steven L. McShane, The University of Western Australia, and David Lebeter ArbreCorp Ltée is a sawmill operation in Québec, Canada, that is owned by a major forest products company, but operates independently of the parent company. It was built 30 years ago, and completely updated with new machinery five years ago. ArbreCorp receives raw logs from the area for cutting and planing into building-grade lumber, mostly 2-by-4 and 2-by-6 pieces of standard lengths. Higher grade logs leave ArbreCorp's sawmill department in finished form and are sent directly to the packaging department. The remaining 40 percent of sawmill output are cuts from lower grade logs, requiring further work by the planing department. ArbreCorp has one general manager, 16 supervisors and support staff, and 180 unionized employees. The unionized employees are paid an hourly rate specified in the collective agreement, whereas management and support staff are paid a monthly salary. The mill is divided into six operating departments: boom, sawmill, planer, packaging, shipping, and maintenance. The sawmill, boom, and packaging departments operate a morning shift starting at 6:00 a.m. and an afternoon shift starting at 2:00 p.m. Employees in these departments rotate shifts every two weeks. The planer and shipping departments operate only morning shifts. Maintenance employees work the night shift (starting at 10:00 p.m.). Page 215 Each department, except for packaging, has a supervisor on every work shift. The planer supervisor is responsible for the packaging department on the morning shift, and the sawmill supervisor is responsible for the packaging department on the afternoon shift. However, the packaging operation is housed in a separate building from the other departments, so supervisors seldom visit the packaging department. This is particularly true for the afternoon shift, because the sawmill supervisor is the furthest distance from the packaging building. PACKAGING QUALITY Ninety percent of ArbreCorp's product is sold on the international market through Boismarché Ltée, a large marketing agency. Boismarché represents all forest products mills owned by ArbreCorp's parent company as well as several other clients in the region. The market for building-grade lumber is very price competitive, because there are numerous mills selling a relatively undifferentiated product. However, some differentiation does occur in product packaging and presentation. Buyers will look closely at the packaging when deciding whether to buy from ArbreCorp or another mill. To encourage its clients to package their products better, Boismarché sponsors a monthly package quality award. The marketing agency samples and rates its clients' packages daily, and the sawmill with the highest score at the end of the month is awarded a framed certificate of excellence. Package quality is a combination of how the lumber is piled (e.g., defects turned in), where the bands and dunnage are placed, how neatly the stencil and seal are applied, the stencil's accuracy, and how neatly and tightly the plastic wrap is attached. ArbreCorp won Boismarché's packaging quality award several times over the past five years, and received high ratings in the months that it didn't win. However, the mill's ratings have started to decline over the past year or two, and several clients have complained about the appearance of the finished product. A few large customers switched to competitors' lumber, saying that the decision was based on the substandard appearance of ArbreCorp's packaging when it arrived in their lumberyard. BOTTLENECK IN PACKAGING The planing and sawmilling departments have significantly increased productivity over the past couple of years. The sawmill operation recently set a new productivity record on a single day. The planer operation has increased productivity to the point where last year it reduced operations to just one (rather than two) shifts per day. These productivity improvements are due to better operator training, fewer machine breakdowns, and better selection of raw logs. (Sawmill cuts from high-quality logs usually do not require planing work.) Productivity levels in the boom, shipping, and maintenance departments have remained constant. However, the packaging department has recorded decreasing productivity over the past couple of years, with the result that a large backlog of finished product is typically stockpiled outside the packaging building. The morning shift of the packaging department is unable to keep up with the combined production of the sawmill and planer departments, so the unpackaged output is left for the afternoon shift. Unfortunately, the afternoon shift packages even less product than the morning shift, so the backlog continues to build. The backlog adds to ArbreCorp's inventory costs and increases the risk of damaged stock. ArbreCorp has added Saturday overtime shifts as well as extra hours before and after the regular shifts for the packaging department employees to process this backlog. Last month, the packaging department employed 10 percent of the workforce but accounted for 85 percent of the overtime. This is frustrating to ArbreCorp's management, because time and motion studies recently confirmed that the packaging department is capable of processing all of the daily sawmill and planer production without overtime. With employees earning one and a half or two times their regular pay on overtime, ArbreCorp's cost competitiveness suffers. Employees and supervisors at ArbreCorp are aware that people in the packaging department tend to extend lunch by 10 minutes and coffee breaks by 5 minutes. They also typically leave work a few minutes before the end of shift. This abuse has worsened recently, particularly on the afternoon shift. Employees who are temporarily assigned to the packaging department also seem to participate in this time loss pattern after a few days. Although they are punctual and productive in other departments, these temporary employees soon adopt the packaging crew's informal schedule when assigned to that department. 1. What symptoms exist to suggest that something has gone wrong? 2. What are the root causes that led to these symptoms? 3. What actions should the organization take to correct these problems?

Answer 1

An important symptom in this case is the pakaging department is under production, where the studiesshows that packaging department is capable of processing all of the daily sawmill and planer productionwithout overtime yet the packaging department has added Saturday overtime shifts as well as extra hoursbefore and after the regular shifts for the packaging department employees to process the backlog.Other symptoms are due to packaging decreased productivityover the past couple of years and causethe backlog adds to AbreCorp’s inventory costs and increases the risk of dameged stock. The teamperformances have lead significant loss to organization.AbreCorp suffered from poor-employee disciplinary, packaging department has already formed aninformal group, where all of them in the group tend to extend lunch by 10 minutes and coffee breaks by 5minutes. Other than that, they also typically leave work a few minutes before the end of their shift.Menawhile, social loafingdo occur in packaging team, their being much more trouble than they are worth.They able to influence a temporary assigned punctual and productive in other department loss pattern aftera few days in the packaging department.

2. Not having a direst supervisor for each department instead of sharing a supervisor between the three departments made it hard for the departments to be organized and accountable. The packaging morning shift planner supervisor along with the sawmill supervisor are responsible forthe afternoon packaging department shift. The afternoon shift needs its own supervisor to report to. Being in separate buildings also contributes to the lack of accountability due to not having a direct supervisor to monitor the work being put out. AbreCorp won Boismarch’s packaging quality award several times so it is proven the packaging department can keep up with the work however, the employees are taking advantage of the lack of direct supervision and oversite. This could be contributed to the fact that AbreCorp did not share the packaging awards with the teams therefore, passing up a chance to build team ownership and company loyalty. There seems to be no specific team roles or identify, which workers need in order to know where they stand and what is expected from them. All of this is combined with the complaints of the customers and the fact that the sawmill and planning department increased production without prior notification to the packaging department so they could train employees and plan for the increases in production make them feel they are not part of the organisation which adds to demotivation the employees and make them act out more.

3. The company should hire a separate supervisor to manage the packaging team. With close supervision employees are communicated with the work plans, polices/procedures and rules of the department. Effective supervision would help to improve workforce capacity, competence and morale. Executive could establish an incentive/reward program to evaluate and motivate employees and reward them for the high achievements.

The company should get new supervisor for the packaging department.