Group # 2 Team Dedace April 05, 2011 Case Study Analysis: Black Hawk Engineering Company Characters Involved:

Instructor: Charlie Leonor

Don Wilson - 34 years old - an American - Ph.D. in Statistics - Stanford University - newly hired chief statistician / manager (Statistics Department) I.U. Nueva - 46 years old - Undergraduate degree holder - Accounting & Economics major from a local evening college - former chief clerk (1991) - became assistant supervisor (1997) - current assistant manager (Statistics Department) Mr. Carlo Barrera - 26 years old - University of the Philippines graduate - Cum Laude - Ph.D. in Applied Mathematics - Stanford University - newly hired departmental researched assistant (Statistics Department) Mr. Singson - Staff Man (Statistics Department) Situation Analysis The Statistics Department of the Black Hawk Engineering Company began when its board of directors envisioned a need for some development to its internal operation design. During its existence when it was not yet formally established as a department, its employees had been used to a routinary work wherein the staff had been doing datagathering and recording work for the company for almost a decade. In year 2001, there it started a transformation for the department, particularly on the modification to its personnel structure. It became an impact especially on its staffs. Frequent reorganizations of the said company has affected significantly the communication order which causes certain conflicts to arise among its staffs. Moreover, poor coordination of the managers among the staffs negatively strikes such harmonious functioning of work and work attitudes inside the department.

Pareto Analysis Application As we read the case, we have outlined the following management errors of the Black Hawk Engineering Company: Frequent internal reorganizations Poor knowledge of manager (Don Wilson) with regards to cultural background Lack of management communication among managers and staffs Abrupt execution of plan without having formal discussions among its staffs Non-existence of reward or compensation Insufficient sets of criteria for assessing objective accomplishment for the measurement that will be used to evaluate success and failure Absence of rules and regulations for the basis of disciplinary actions for those employees who will unable to comply No particular period of conducting performance assessment Deficient in terms of setting goal standards

The following mentioned above has made a negative impact in terms of administering their employees. Regarding the case, we didn't just focused and came up with this viewpoint just because of the tension that happened between Mr. Carlo Barrera and Mr. Singon , rather we concentrated more on with the employee governance itself. Problem Analysis ISHIKAWA DIAGRAM

Methods

Lack of Reward System

Work Environment

Producti Efficienc Tension among employees Disputat ions

Disordered Flow of Communication (particularly on Downward Communication)

Poor Administrati on

Poor Employee Engagement

There should be balance between management and employee empowerment, therefore, the Black Hawk should set clear objectives, organize the works of the employees. Also, its superiors or managers should interact with their employees, by motivating and communicating with them. Measuring performances of its employees, developing people, including (the managers) themselves will also be a big help for the company.

Decision Analysis FAST ANALYSIS improvement on performance line, coordination & appraisals & reward staff function system 4 3 5 4 5 18 5 4 4 16

FAST Feasibility (Financial/ Economic) Acceptability (Social Impact) Suitability (Political Soundness) Timeliness (Priority Urgency) TOTAL

orientation & development programs 2 4 2 1 9

Potential Problem Analysis While Black Hawk keeping an ambiance of a happy workforce, another way to engage its staff is through reward schemes. A well-recorded and consistent performance management scheme must be observed, so that rewards can be clearly linked to performance. Such rewards can enhance employee productivity and engagement, as well as help encourage loyalty from the work, as they feel that working at Black Hawk really does pay off. But the thing is, if done badly, Black Hawk will find its business spends unnecessary amounts of money on giving rewards or incentives. If this will happen, following this route to its logical conclusion definitely the Black Hawk will suffer through poor productivity and bad working relationships among its employees, resulting in lost revenues.

Conclusion For our decision tool as presented above, we made use of Fast Analysis. As regards to the Black Hawk case, we determined that there is a lack of mutual interaction of the managers among its subordinates. Internal factors must be also be given significance particularly on the flow of communication inside the organization. Messages relying information about employee complaints, concerns, and recommendations must be noted and be given consideration and appropriate action. In this manner, it will secure the employees' commitment in attaining organizational goals. As to what our group has learned during our past lectures, that a happy and fulfilled employee is a more productive one, but of course, to attract and retain the best talent for a business surely involves engaging employees in the long term. So logically speaking, the more employees feel that they are valued and see that their team leaders are helping them work towards their personal career goals, the more loyal to and engaged with a business they will be. Obviously business benefits of employee engagement for the Black Hawk will include a reduction in employee turnover and avoidance of disputes and conflicts. In this manner, this will help the company to reduce costs associated with recruitment and training, and also more important is that it encourages stability. That in itself will deliver benefits not only in the Statistics Department but also for the entire company, in terms of spreading feelings of engagement and team loyalty and values.

Group # 2 Team Dedace Members: Cochien, Howell Dedace, Kevin Pano, Regina Quinicio, Vilmore Kenneth Suan, Ariane Zarsadias, Mark