Morgan-Moe is a major player in the retail industry and has hundreds of store in the upper mid-west. Due to the sharp decline in the manufacturing economy due to which Morgan-Moe has to change its focus to low margin commodities rather than high margin impulse buy. Also there were rumors among the employee and insecurity, which led to the decline in productivity and the motivational factor were lacking. The Vice president for human relation wanted to introduce a motivational program to reenergize the company’s work force. The major areas to focus were type='1'> Changing nature of work Diversity and age Goal setting Organizational downsizing Organizational justice To tackle the situation it came up with 5 options for management system. Program 1: Traditional Management Program 2: Share absence and sick leave Program 3: Share sales and inventory Program 4: Share information and brain storm Program 5: Brain storm without sharing information Based on this program they wanted to analyzed which stores opted for which program and why, the average turnover, weekly profit per month and the staff time cost due to the program. Characters in the case: Jean Masterson CEO of the company. Jim Clauseen, vice president for human relation Victor author of Man’s Search for Meaning. Adequate information: The sharp decline in the manufacturing economy due to which Morgan-Moe has to change its focus to low margin commodities rather than high margin impulse buys. The five program option for management system. Program 1: Traditional Management Program 2: Share absence and sick leave Program 3: Share sales and inventory Program 4: Share information and brain storm Program 5: Brain storm without sharing information To determine: The feelings that employee might have when these systems are implemented that could help or hinder the program’s success. The advice to given to mangers while implementing the program.

Question

Want to see the full answer?

Answer 1

Question

Chapter CC, Problem 10CC

Summary Introduction

Case summary:

Morgan-Moe is a major player in the retail industry and has hundreds of store in the upper mid-west. Due to the sharp decline in the manufacturing economy due to which Morgan-Moe has to change its focus to low margin commodities rather than high margin impulse buy. Also there were rumors among the employee and insecurity, which led to the decline in productivity and the motivational factor were lacking.

The Vice president for human relation wanted to introduce a motivational program to reenergize the company’s work force. The major areas to focus were

type='1'>
Changing nature of work

Diversity and age

Goal setting

Organizational downsizing

Organizational justice
To tackle the situation it came up with 5 options for management system.
Program 1: Traditional Management

Program 2: Share absence and sick leave

Program 3: Share sales and inventory

Program 4: Share information and brain storm

Program 5: Brain storm without sharing information

Based on this program they wanted to analyzed which stores opted for which program and why, the average turnover, weekly profit per month and the staff time cost due to the program.

Characters in the case:

Jean Masterson CEO of the company.

Jim Clauseen, vice president for human relation

Victor author of Man’s Search for Meaning.

Adequate information: The sharp decline in the manufacturing economy due to which Morgan-Moe has to change its focus to low margin commodities rather than high margin impulse buys.

The five program option for management system.

Program 1: Traditional Management

Program 2: Share absence and sick leave

Program 3: Share sales and inventory

Program 4: Share information and brain storm

Program 5: Brain storm without sharing information

To determine:

The feelings that employee might have when these systems are implemented that could help or hinder the program’s success.

The advice to given to mangers while implementing the program.

Expert Solution & Answer

Want to see the full answer?

Check out a sample textbook solution

See solution

Students have asked these similar questions

What is a good response to this post? While Australia and the United States share very similar cultures overall, there are a couple of differences that must be considered when developing REI's global expansion strategy. Both countries score low in the "Power Distance" category because managers tend to incorporate employee perspectives into the decision-making process and manage their teams in an inclusive, participatory manner (The Cultural Factor Group, 2023). "Motivation Towards Achievement and Success" (formally Masculinity) is also similar with the high scores in both countries qualifying them as "decisive" cultures that value professional and personal success and achievement (The Cultural Factor Group, 2023). The two areas where there is the greatest difference are in the "Individualism" and "Uncertainty Avoidance" categories. Australia is considered a more individualistic society with a greater emphasis on self-reliance over communal and government involvement in personal and…

What is a good response to this post? Nike’s value chain reengineering is a stellar example of how effective BPR can lead to consistent success. By focusing on high-value, knowledge-intensive activities like design and marketing within the U.S. and outsourcing manufacturing through third-party contractors, Nike was able to streamline its operations and put a focus on core competencies. This approach has allowed Nike to achieve high returns while maintaining flexibility and adaptability in its supply chain. However, while Nike exemplifies success, not all reengineering efforts see positive results. An example of an unsuccessful BPR occurred with Hershey’s ERP (Enterprise Resource Planning) system implementation in 1999. Hershey’s sought to improve its processes by rolling out a new integrated software system to manage production, operations, and distribution. While their goal was to increase efficiency and streamline delivery, poor planning ultimately doomed the project. Hershey…

What is a good response to this post? When planning for global expansion into Italy, it's important to understand the cultural differences between Italy and the United States as outlined by Hofstede’s four dimensions. Italy and the U.S. exhibit comparable scores in Power Distance, reflecting a similar approval of hierarchical systems and authority in organizations. Both cultures acknowledge the importance of leadership roles while also respecting egalitarian principles. The U.S. scores higher in individualism compared to Italy, indicating a strong focus on personal achievements and independence. In contrast, while Italy is still individualistic, it places a greater emphasis on family and close-knit relationships. This suggests that in Italy, business decisions may be impacted more by familial ties and personal networks than they are in the U.S. Both countries show high masculinity scores, reflecting a cultural preference for competitiveness, achievement, and material success. This…