GUNG HOJennifer Danielle, Cemico Henry, Shalonda

Williams, Neoshia Woodson

PROBLEMS• MICROS

• FALLING BUSINESS• TO MANY CHANGES AT

ONCE

• MACRO

• CULTURE CLASH• WORK ETHIC

DIFFERENCES

CAUSES• Communication between

American and Japanese• Culture Beliefs• Work Ethics• Low Production Rate• Practitioner style(a style

that would benefits the company as a whole)

• Mission Statement• Lack of Trust• Lack of Training• Low pay• Lack of benefits(work, life,

balance)

SYSTEM AFFECTED• Structural: when the Japanese arrived the workers were

not allowed to form a union, were paid lower wages, and moved around within the factory so that each worker learns every job. They were also held to higher standards of efficiency and quality

• Psychosocial: each group had different norms and behavioral patterns. The language barrier was also a major issue.

SYSTEM AFFECTED• Technical: because the Americans wasn’t open to change, they fail

to learn the techniques of the Japanese in order to be successful.• Managerial: with management little regards for the workers and

just focusing on productivity alone, the workers became agitated and their relationship with management became adversarial. Hunt was so concerned with keeping his promotion, he did everything he could to trick the workers into compliance. Due to the huge culture barrier, he began to lose control of the men. Goals: it was hard in the beginning for the Americans to accomplish and work towards

• The goal of producing 15,000 cars in one month because they wasn’t open to change.

Success of Change

Case Study Flow Chart

Alternatives• Alternatives• Present the Mission Statement• Select one Practitioner Style• Give All Employees a New Employee Handbook on the Company• Add an incentive Program for Employees• Management and CEO make themselves more accessible to workers• Offer suggestion boxes for Employees• Provide ongoing training for Employees including Managers• Offer quarterly production skills test on the production line

Alternatives• Offer a Health Wellness Program for Employees( work, life

balance)• Provide Employees with production data monthly( This could

increase the production on the lines and inform workers as to what is expected for monthly quotas)

• Provide the workers with Uniform packages( If all workers are dressed alike it may increase moral and attitudes)

• Update the company with better equipment ( the old equipment could have been a factor in the low production rate)

RECOMMEDATION• Culture training• Team building training• Commutation skill training• Cross training on equipment• Review salary• Benefits