Case studies

Mudflats Biscuit Manu particularuring Plant Roles Mudflat is say to be a leading businessman in the hill rural ara who admits the largest and the ane and merely state of the art cookie manufacturing whole kit and caboodle in the coun humble that was running for more than 30 years. His business constitutes over 2000 employees and his products had a 70% market sh ar in the local market. He as swell as exports his products to 20 countries including USA. Roles Mudflat ilkwise had other business Interests In the field of hotels, travel, dress up and plantation.He is a father of two baby birdren who has completed their Master Degrees in Bangor n the field of IT and Fashion Design. His belief was that its his prime responsibleness to look later on the welfare of his fellow employees and their families and his character towards them was more of father than an owner of the plant Itself. He also proved that paper qualification does non subject when It came to real life busine ss. Them in request to enjoy his retirement. He then(prenominal) decreed his son Reason as the Director Operations and his girl Rossini as the Director Marketing.Over all(prenominal) analysis of this caseful is to check up on as to how the modernistic focussing fire is different to that of the old management approach of managing the biscuit manufacturing plant. 2. Question 1 Discuss round the leadership approach of Roles Mudflat and how the follow was emolumented for many years with his self-learned management skills and main drawbacks of the process. The leadership approach utilise during the reign of Roles Mudflat at his manufacturing plant is a mixture of Autocratic approach, elected approach and Paternalistic approach.As an tyrannic he decided that his manufacturing plant would be more controlled if he did not recruit professional managers. Through practicing autocratic approach he was able to cast off quick decisions, this was rather wildcat as he was facing constant mixtures in the environment collect to competitiveness in the local as well as the unknown markets. It was rather a challenging thing for Roles Mudflat to be looking into his actors of necessity as they were needed to keep his business from falling apart.Through democratic approach Roles Mudflat was able to create an environment as such that he appointed his some senior employees as Supervisors to overlook employees under thereby back up decision-making amongst them. He also conceived in an plain-spoken-door policy, which encouraged employees to pay back to him whe neer and whatalways cartridge holder they needed to chat to him. This resulted in building the employer and employee kind which built compliments in- mingled with, encouraged group- work amongst his fellow employees and so forth. Finally, as a paternal Roles Mudflat was more looked as a father rather than a boss.This is so because he believed that the people working for him were the best as stigma tizes he consumeed. He not only looked into the needs of his employees, he also extended an extra move over towards the needs of their families too. He supported his workers by giving 02 month bonuses, provided softening loans to purchase a motor cycle to errors who worked more than 05 years, distri exclusivelyed a modify ration pack worth of RSI. 1000/-, pipered scholarships to their children whom were selected to universities, provided books and other accessories to needy children. Society, with come out which survival of the phoner would be damaged. And he also was a people person, although he did not shake up an HRS to look into the needs of the employees he happen to do it the way he understood how to manage people. The bene case-hardenedtings shed light oned finished Roles Mudflat with his self-learned management skills are however very(prenominal) few compared to that of the drawbacks. He believed in an open or policy, whereby all employees feedback was considere d and he acted upon accordingly. This policy change the morale of employees to a great extent and had a direct impact to the turnover.When employees feel that their decisions and feedback are accounted for they gain a sense of belongingness and trust which assists Roles Mudflat retain his fellow employees. Another benefit is that Roles Mudflat has a 70% market share in the local market, exports his products to 20 countries including USA, caters to the needs of over 2000 employees and also to peeher has won over the nightclub through certain CAR projects. The little companionship of management he has, had stand byed him not only look into the internal environment but also to cater to the external environment too.The drawbacks of the leadership approach used by him is such that, it is the result of drop of interest of the leader that leads to his adopting this style. This proves poor management and makes the employees lose their instruction and focus. Roles Mudflat has no int erest approximately the future of his business, I. E. No mission or vision of the business, no career culture for his employees. accord to the case, his approximately senior employees are Just Supervisors. They charter no development beyond that because he does not figure the importance of such a promotion for such employees.This may be due to his lack of knowledge of how to manage people or more or less the causal agent as to his lack of interest to recollect his business forward. There is no proper presidencyal structure that illustrates the positioning of the employees of the manufacturing plant. He has no set purpose and policy of how the business has been running in the past and how it came to be. This is obligatory for the next heir who would be taking over. Without this policy or procedure no one flowerpot put two and woo to lounge abouther and continue the business, or to survive in the competitive market. . Question 2 What are the shortcomings of the brisk a pproach taken by the crude-fashioned directors and their team to the change the process? The tonic approach taken by the young directors and their team to the change the process was rather costly. Rather than providing internal promotions they hire two Secretaries as Personal Assistants to the newly appointed directors. Six managers were hire for the core functions of the company namely Production, HRS, Quality, Supply Chain, Marketing and Finance.The managers were the newly appointed directors classmates. They failed to identify manpower requirement, through internal recruitment. They incurred a lot of pay on unnecessary expenses kindred for instance Reason came to understand that the company was running without a vision consultant in the country to come up with an attractive vision and corporate plan. Reason made acquirable printed cards to all employees with the vision and mission statement and spent one million rupees on insureing digital boards with the companys vision .The HRS introduced a new inducing scheme based on individual cognitive process and informed all employees that their annual bonus bequeath be based on performance appraisals. Here the new management failed to inform the employees as to how their performances were going to be appraised and as to what they had to do in order to improve their current performance. Employees had no one to go with their grievances as they were not given such(prenominal) assist as compared to Roles Mudflat. Employees were highly denominated as they faced difficulties communicating with the new management.The new directors failed to integrate the culture of the companys vision and mission. There was a clash between the previous culture and the existing culture. Reason and Rossini were too busy recruiting new blood to the organization that they ailed to realize the damages it was doing to the company. The employee turnover increased by 25% of the starting signal three months Reason and Rossini took over the company. 4. Question 3 Being the HRS double-decker, what is your proposal to young directors to implement best HRS practices and processes in this 30 year-old company with over 2000 employees?When we look at the business that Roles Mudflat maintained for the past 30 years and the manufacturing plant that is now about to reach extinct, we could see that the main occasion for this unsuccessful turn is the lack of knowledge the new management as about the culture and the business itself that was run by their father. As an HRS coach-and-four, before I implement best HRS practices and processes I shall prototypic speak to the employees and learn from them about the manufacturing plant. This is done so as to get a wider picture of the business as a whole, and as to how it was controlled by Roles Mudflat.Through this I could derive his secret of managing people and do a simile of before and after the new management took control. As it is the employees are much disgusted over the way they have been treated and how much they have been ignored. So as an initial step I would involve employees in wait oning me to work out a SOOT of the past and surrender and get their valuable comments or kindleions, if any. Based on the SOOT analysis, I shall look into the areas that were lacking much expertise.Initially, the HRS manager should be able to fix the denominated staff and to do so he/she has to be very open to them, allow them to speak about their bothers bothering them. Later, recruit a counselor to help those employees whose intellects needs special attention. The HRS Manager should effectively encourage employee engagement benefit from owe employee turnover, gr confluent customer satisfaction, a solid corporate culture, improved performance and communication, and higher commitment to the core values and objectives of the organization which had been engraft during the initial period when Roles Mudflat was leading.HRS Manager should also clarify the str ategic direction by means of articulating the Vision, Mission and Values of the organization. HRS Manager should also integrate HRS programmed through HRS practices. For instance, by establishing a Staffing and Recruitment Policy it well help the organization to develop an effective recruitment tragedy in order to attract qualified workers who are committed to the organizations goals.The HRS Manager should also be able to identify the short-term and long-term human resources needs through a HRS planning process in order to mitigate resignations. HRS Manager should also develop a compensation policy. This is done by identifying goals and objectives of the organization by considering the competitiveness in attracting and retaining employees and whether performance is tied with pay increases. HRS Manager should also provide for training and development programmed so as to eater to all employees in need of training.Case StudiesCase Scenarios Read the side by side(p) scenarios. Answer, in a 50- to 100-word response, each of the following questions Scenario 1 Sophia has been removed from her family and clothe into foster care for the second eon in the last 2 years due to her mothers ongoing tenderness abuse. Sophia has disoriented many days of schoolhouse and often comes to school dirty and wearing extraneous(predicate) clothes from the day before. Sophias mother does not think she has a problem and blames the system for once again taking her daughter. 1. What backside a human service professional do to help this family?They can have the family go to family counseling also have the mother take substance abuse classes or to a drug rehab program. thence go clack to the foster care center and talk to Sophia and see why see is missing school and wearing dirty clothes. The human service can tell Sophia if she want to go back al-Qaida she need to go back to school and get good grade and wear unused clothes to school then she can go back cornerstone with her parents Sophia would be my first focus because kids are most vulnerable. I would place Sophia in temporary foster care and set up semiweekly meetings to understand her point of view of her current speckle.I would also check her school betance. And see if she needs some counseling to talk to someone about how she feels. We have a duty to protect that child not only from her living situations but also by placing her into a caring, loving family that will not allow this to happen. If she at last comes to realization that this temporary situation could befit a permanent situation maybe she will engage in the service nominateed and take things poorly the second time around, but never allow her to think its too late to make a change with her life. 2.How might the familys previous involvement with the child surety system affect their willingness to engage in services the second time around? The familys previous involvement could be that they were not informed of why their child wa s be taken out of their care and they are fairish upset about the whole situation of having her taken away. The case worker could have just taken the child and gave no explanation or propose a plan to help the family provide a invariable environment for their daughter which would make anyone unwilling to engage in services. I would hope that the mother would realize the longer it takes her to look for help and watch clean the longer it will take for her daughter to return home. If she eventually comes to realization that this temporary situation could become a permanent situation maybe she will engage in the services offered and take things seriously the second time around, but never allow her to think its too late to make a change with her life. I am sure the child is very insecure of the Human Services at this point.Especially due to the fact that she has had so many issues with them in the past, and nothing has been done, at least nothing that was making a positive impact o n her future. I personally feel having a closer relation with this child and building up trust may be a very positive approach. Social service workers are helpers. One asset that we possess in this profession is the baron not to judge. In this profession, just like our lives, we see people progress and regress. It does not stop our willingness to help.However, we do change our tactics to help these individuals with each failed attempt. Scenario 2 hindquarters has been dispossessed for most of his adult life. He is often seen on the medians of busy intersections asking for pabulum and money or wandering through the park talk to himself. derriere used to essay housing in a stateless protection but often chooses to sleep in the local park. During the wintertime, the local homeless coalition attempts to talk to John about mollifying in the shelter but he refuses.Staying out in the cold has led John to being hospitalized on several occasions, but he maintains that he is fall in off without anyones help. 1. If you were a case manager for the homeless coalition what would you do to try and help John seek appropriate housing during the winter months? I would try to talk to John to see what happened all through his life and why he is homeless and why he refuses to stay in the shelter. There could be a mental or aflame underlying issue that could factor his reasoning with himself.I would try my best to offer John alternatives such as appropriate housing or shelter, on with assigning him to a case worker to follow up with and seek for resources. I would try to offer counseling and build that trustworthy client-caseworker relationship in order for him to understand and believe there are better ways to live in this world. Identifying the skills he may lack as well. Its obvious John may be suffering from depression, lack of trust, and low self-esteem. The longer John remains in this state of mind it will be hard for him to get all his needs met. Adults, childr en and young who have Developmental Disabilities are offered programs that range in intensity and backcloth according to their needs and desires from highly supervised residential programs to job train and supported living. The Network strives to protect the welfare of individuals at-risk in numerous ways. I feel getting John problematical in an organization like this one where he was taken care of and receiving meds I feel he would be on the path to a healthy happy life.In this case it would be good to know what disciplines John most likely fit into. Psychology would be my choice. I would attack his mind and behavior for a answer. 2. How does Johns outlook about receiving help affect his ability to get his needs met? John has too much pride in his self to accept the help he needs. He is already got it set in his mind that he can make its own his own without any help from anyone. He thinks this is a handout to him. Many homeless have this mentality and they live day to day on t he streets.John (as well as the many others) need to be reminded that these programs are here to help and are not a handout in any way, most of the programs that are out there for the homeless are set up to assist those in getting back on their feet and off drugs and the street. This is going to be a process in which we may have to take baby step to get the job done. First we must get John to trust us, and let him know we are his friends looking out for him. We must get him to a doctor, get him medicated and get his mental unwellness under control so he understands us and his situation better.I believe after those two steps we will see huge improvements in him, and Im sure he will also want to make great changes in his life. . Resistant means they have to attend but they dont participate, they miss their appointments, So, We want to give John whatever services he will accept. Scenario 3 Juan often runs away from home because his parents constantly fight and often blame him for their issues. Juan runs away for 2 to 3 days at a time and will do this at least once a week. When he is at home, he typically does not follow the rules and will yell at his parents and siblings.Juan has a history of defiant behavior, but his home environment has often been chaotic. Juans parents have been through family counseling, but they feel it was not helpful and are reluctant to do it again. Juan sometimes will run to a local group home that takes in runaway youth. 1. If you were a counselor at the group home, how might you work with Juan to get him to stop running away from home so that he is not sleeping on the streets? I would try to talk to Juan to ask him why his parents are fighting about and why does he think he is the blame.Then ask him has he ever sat down and had a talk with his parents to see if he can help them out being he is the oldest in the family. I would try to get Juan to understand that the only blame he should take responsibility for would be any deviant behav ior that he does. His parents fighting and him being blamed for it is just a way for them to pass the buck onto him and make him feel bad. He is not responsible for his parents fighting and once he can realize that and put measures of emotional protection he would not feel the need to run away. However I would encourage Juan to seek positive ways to handle and deal with the stress from home, whether becoming involved with sports or other positive groups. Juan would be offered therapy and anger management classes. hard to figure out what makes him the angriest and we both figure out a solution to the problem so that he can remain in his home every night and learn the importance of rules as well. . Parents sometime worry when they dont know where their kids are, therefore, causing arguments.I would render him ways he could be an influential key to the other kids in the house. 2. How might you try to work with the family even though they have participated in family therapy previously and did not find it effective? I would try talking one on one with each family member. Since I have already talk to Juan, I would talk to his mother to see what she has to say and how she feels. Then I would talk to his father to see if he has been in Juans life from birth to now. After talking to the parents then I would talk to his brothers and sisters to see how they feel about him.Once I have completely talked to everyone I can understand what really happen or have a whole picture of all the problems. Then I will tot up the whole family together and let them express how they really feel and how they want to stay a happy family. Encourage the parents to understand and accept the fact that there is a problem in the home and it starts with them. As a counselor there would be weekly follow up visits with the family. The family would be offered resources and as a whole we all work together to find a solution to the problems inside the household.I am a firm believer that one should never give up. And as a human services worker, I will never give up on a patient or a family. Maybe, they werent ready to change with the first session, I feel we must give up all we got in order to show change and get a positive result. To pass on the ice, I would start by asking questions like, What do you see the problem being? This gives the parents some since of control in helping the problem. I would suggest marriage counseling to stop the arguing. There has to be another reason for their arguments other than Juan running away.