Please read the Case study Franklin Equipment, Ltd.* in Chapter 11 page No 414 and answer the following Questions 1. Evaluate the criteria FEL uses to assign managers to project teams. What efficiencies do these criteria create? What are the resulting problems? 2. Why is it even more important that project team members work well together on international projects such as Project Abu Dhabi? 3. Discuss the dilemma that Jobe now faces.

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Please read the Case study Franklin Equipment, Ltd.* in Chapter 11 page No 414 and answer the following Questions

1. Evaluate the criteria FEL uses to assign managers to project teams. What efficiencies do these criteria create? What are the resulting problems?
2. Why is it even more important that project team members work well together on international projects such as Project Abu Dhabi?
3. Discuss the dilemma that Jobe now faces.

 

 

Franklin Equipment, Ltd.*
Franklin Equipment, Ltd. (FEL), with headquarters and main fabrication facilities in
Saint John, New Brunswick, was founded 75 years ago to fabricate custom-designed
large machines for construction businesses in the Maritime Provinces. Over the years
its product lines became strategically focused on creating rock-crushing equipment for
dam and highway construction and for a few other markets that require the processing
of aggregate. FEL now designs, fabricates, and assembles stationary and portable
rock-crushing plants and services its own products and those of its competitors.
In the 1970s, FEL began to expand its market from the Maritime Provinces to the
rest of Canada. FEL currently has several offices and fabrication facilities throughout
the country. More recently, FEL has made a concerted effort to market its products
internationally.
Last month, FEL signed a contract to design and fabricate a rock-crushing plant for
a Middle East construction project, called Project Abu Dhabi. Charles Gatenby secured
this contract and has been assigned as project manager. This project is viewed as a
coup because FEL has wanted to open up markets in this area for a long time and has
had difficulty getting prospective customers to realize that FEL is a Canadian firm and
not from the United States. Somehow these customers view all North American ven-
dors as the same and are reluctant to employ any of them because of international
political considerations.
A project of this scope typically starts with the selection of a team of managers
responsible for various aspects of the design, fabrication, delivery, and installation of
the product. Manager selection is important because the product design and fabrica-
tion vary with the unique needs of each customer. For example, the terrain, rock char-
acteristics, weather conditions, and logistical concerns create special problems for all
phases of plant design and operations. In addition, environmental concerns and labor
conditions vary from customer to customer and from region to region.
In addition to the project manager, all projects include a design engineer; an oper-
ations manager, who oversees fabrication and on-site assembly; and a cost accoun-
tant, who oversees all project financial and cost reporting matters. Each of these
people must work closely together if a well-running plant is to be delivered on time
and within cost constraints. Because international contracts often require FEL to
employ host nationals for plant assembly and to train them for operations, a human
resource manager is also assigned to the project team. In such cases, the human
resource manager needs to understand the particulars of the plant specifications and
then use this knowledge to design selection procedures and assess particular training
needs. The human resource manager also needs to learn the relevant labor laws of
the customer's country.
FEL assigns managers to project teams based on their expertise and their availabil-
ity to work on a particular project given their other commitments. This typically means
that managers without heavy current project commitments will be assigned to new
projects. For instance, a manager finishing one project will likely be assigned a man-
agement position on a new project team. The project manager typically has little to say
about who is assigned to his or her team.
Transcribed Image Text:Franklin Equipment, Ltd.* Franklin Equipment, Ltd. (FEL), with headquarters and main fabrication facilities in Saint John, New Brunswick, was founded 75 years ago to fabricate custom-designed large machines for construction businesses in the Maritime Provinces. Over the years its product lines became strategically focused on creating rock-crushing equipment for dam and highway construction and for a few other markets that require the processing of aggregate. FEL now designs, fabricates, and assembles stationary and portable rock-crushing plants and services its own products and those of its competitors. In the 1970s, FEL began to expand its market from the Maritime Provinces to the rest of Canada. FEL currently has several offices and fabrication facilities throughout the country. More recently, FEL has made a concerted effort to market its products internationally. Last month, FEL signed a contract to design and fabricate a rock-crushing plant for a Middle East construction project, called Project Abu Dhabi. Charles Gatenby secured this contract and has been assigned as project manager. This project is viewed as a coup because FEL has wanted to open up markets in this area for a long time and has had difficulty getting prospective customers to realize that FEL is a Canadian firm and not from the United States. Somehow these customers view all North American ven- dors as the same and are reluctant to employ any of them because of international political considerations. A project of this scope typically starts with the selection of a team of managers responsible for various aspects of the design, fabrication, delivery, and installation of the product. Manager selection is important because the product design and fabrica- tion vary with the unique needs of each customer. For example, the terrain, rock char- acteristics, weather conditions, and logistical concerns create special problems for all phases of plant design and operations. In addition, environmental concerns and labor conditions vary from customer to customer and from region to region. In addition to the project manager, all projects include a design engineer; an oper- ations manager, who oversees fabrication and on-site assembly; and a cost accoun- tant, who oversees all project financial and cost reporting matters. Each of these people must work closely together if a well-running plant is to be delivered on time and within cost constraints. Because international contracts often require FEL to employ host nationals for plant assembly and to train them for operations, a human resource manager is also assigned to the project team. In such cases, the human resource manager needs to understand the particulars of the plant specifications and then use this knowledge to design selection procedures and assess particular training needs. The human resource manager also needs to learn the relevant labor laws of the customer's country. FEL assigns managers to project teams based on their expertise and their availabil- ity to work on a particular project given their other commitments. This typically means that managers without heavy current project commitments will be assigned to new projects. For instance, a manager finishing one project will likely be assigned a man- agement position on a new project team. The project manager typically has little to say about who is assigned to his or her team.
does everything he can to sabotage my designs. We usually worry about customers
creating change orders; here it's the fabrication and operations manager who is
responsible for them. Perry second-guesses everything I do and makes design
changes on his own, and these are always bad decisions. He is out of control. I swear
he stays awake at nights thinking up ways to ruin my designs. I don't have this prob-
lem with any other manager."
Jobe left the se interviews thoroughly discouraged and could not imagine what
would come up in his interview with Stonebreaker. But Stonebreaker was quite posi-
tive: "I enjoy these international projects where I get to travel abroad and learn about
different cultures. I can't wait to get started on this."
Jobe asked Stonebreaker about the ability of various team members to work
together. Stonebreaker replied, "No problem! We've all worked together before and
have had no problems. Sure, there have been ruffled feathers and hurt feelings between
Rankins and Perry. Rankins can be arrogant and Perry stubborn, but it's never been
anything that we can't work around. Besides, both of them are good at what they do-
both professionals. They'll keep their heads on straight."
Jobe was even more bewildered. Gatenby says this project's success rides on Jobe's
facilitation skills. The finance manager appears to want off this project team. The
design engineer and operations manager admit they detest each other and cannot work
together. And the human resources manager, having worked on projects with Perry
and Rankins before, expects a rosy working relationship and anticipates no problems.
Jobe had a second meeting with Gatenby. Before discussing the design of the team-
building sessions, he asked questions to learn what Gatenby thought about the ability
of team members to work together. Gatenby admitted that there has been very bad
blood between Perry and Rankins, but added, "That's why we hired you. It's your job
to make sure that the history between those two doesn't interfere with Project Abu
Dhabi's success. It's your job to get them to work well together. Get it done."
Their dialogue toward the end of this meeting progressed as follows:
Jobe: "Why do you expect Rankins and Perry to work well together, given their
history? What incentives do they have to do so?"
Gatenby: "As you should know, FEL requires formal goal setting between project
managers and functional managers at the beginning of each project. I've
already done this with Bruder, Stonebreaker, Perry, and Rankins. Perry
and Rankins have explicit goals stating they must work well together and
cooperate with each other."
Jobe: "What happens if they do not meet these goals?"
Gatenby: "Tve already discussed this with top management. If it appears to me after
two months that things are not working out between Perry and Rankins,
FEL will fire Rankins."
Jobe: "Does Perry know this?"
Gatenby: "Yes."
Transcribed Image Text:does everything he can to sabotage my designs. We usually worry about customers creating change orders; here it's the fabrication and operations manager who is responsible for them. Perry second-guesses everything I do and makes design changes on his own, and these are always bad decisions. He is out of control. I swear he stays awake at nights thinking up ways to ruin my designs. I don't have this prob- lem with any other manager." Jobe left the se interviews thoroughly discouraged and could not imagine what would come up in his interview with Stonebreaker. But Stonebreaker was quite posi- tive: "I enjoy these international projects where I get to travel abroad and learn about different cultures. I can't wait to get started on this." Jobe asked Stonebreaker about the ability of various team members to work together. Stonebreaker replied, "No problem! We've all worked together before and have had no problems. Sure, there have been ruffled feathers and hurt feelings between Rankins and Perry. Rankins can be arrogant and Perry stubborn, but it's never been anything that we can't work around. Besides, both of them are good at what they do- both professionals. They'll keep their heads on straight." Jobe was even more bewildered. Gatenby says this project's success rides on Jobe's facilitation skills. The finance manager appears to want off this project team. The design engineer and operations manager admit they detest each other and cannot work together. And the human resources manager, having worked on projects with Perry and Rankins before, expects a rosy working relationship and anticipates no problems. Jobe had a second meeting with Gatenby. Before discussing the design of the team- building sessions, he asked questions to learn what Gatenby thought about the ability of team members to work together. Gatenby admitted that there has been very bad blood between Perry and Rankins, but added, "That's why we hired you. It's your job to make sure that the history between those two doesn't interfere with Project Abu Dhabi's success. It's your job to get them to work well together. Get it done." Their dialogue toward the end of this meeting progressed as follows: Jobe: "Why do you expect Rankins and Perry to work well together, given their history? What incentives do they have to do so?" Gatenby: "As you should know, FEL requires formal goal setting between project managers and functional managers at the beginning of each project. I've already done this with Bruder, Stonebreaker, Perry, and Rankins. Perry and Rankins have explicit goals stating they must work well together and cooperate with each other." Jobe: "What happens if they do not meet these goals?" Gatenby: "Tve already discussed this with top management. If it appears to me after two months that things are not working out between Perry and Rankins, FEL will fire Rankins." Jobe: "Does Perry know this?" Gatenby: "Yes."
Expert Solution
Step 1

1. The criteria used by FEL to assign managers to project team is very simple. They assign manages on the basis of their expertise and their availability to work on a new project. For example, A is an individual working on a project and his project is going to over by 20th July 2016 and the new project of similar field will be starting form 22nd of July 2016 then this employee will be shifted to new project which means that the manager who is not loaded with the current project will be assigned with new projects.

The employees are assigned on the grounds of their loyalty and the availability but not on the grounds of work he or she is performing. There are various problems due to these criteria as some of the members stop working effectively as they don’t want to take burden of complete their job before the stipulated time. They are not concerned about the work environment. As we have seen that two employees have a clash among themselves and none of the other members and top management tried to resolve the issue.

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