Self Directed or Managed Teams - Analysis

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contributions. Secondly, the expectation of achieving 95% design capacity is pretty aggressive, bordering unrealistic considering that "the Corpus Christi experiment" was underway especially based on the rates of the other 2 plants. These goals need to be realistic, set with the inputs from teams and coordinators.

Regarding setting team boundaries, clearer definition and communication of team and individual responsibilities as discussed above, would certainly help, which wasn’t set at the beginning because of lack of experience, understanding and data. Setting production targets and goals maybe owned by high level management but, by taking inputs from teams, transparency can be ensured along with making the goals realistic. On a high level, issues that affect a single team’s process and day to day activity ought to be owned by the team whereas company wide issues may be addressed by the high level management and ownership, in consultation with team coordinators.

Lastly, night shifts should have a different pay grade or an incentive. There needs to be increased focus on security and providing hygiene conditions such as bright lights simulating day light, free meals, coffee, free rides back home along with counseling and advising. Feedback on how to provide a better environment needs to be taken from the employees and implemented. To help with preparation, these schedules need to be provided well in advance and in a regular manner.

Conclusion: By following the above recommendations at the Corpus Christi plant as well as the other two plants at Cincinnati and Austin, RL Wolfe can become an industry leader in manufacturing plastic pipes. Not only the productivity rate of 95% but the initial goal of achieving returns on investment of more than 3 times industry average can be achieved. Along with this, the satisfaction and motivation of employees are bound to increase the brand value and reputation. The initial vision established of "creating a system with simplified hierarchy, work force with high level of satisfaction, commitment and a sense of ownership, that would in turn inspire continual process improvement" can be achieved. Empowered employees also facilitates good relationships with vendors that provide raw materials as well as end users of the products. Being in harmony with unions, clients and vendors is a win-win situation and can help RL Wolfe become a standard bearer and a leader in the field.

References:

J. Sterling Livingston. (1969). Pygmalion in Management

Case Study - R.L. Wolfe: Implementing Self-Directed Teams

Wellins, R. (1992). Building a Self-Directed Work Team

Deanne Chiu, Life in the fast lane 2015, Link: http://lifeinthefastlane.com/top-10-tips-surviving-nightshift/

Julie Tappero, Tips for managing night & swing shift workers, Link: http://www.westsoundworkforce.com/tips-for-managing-night-and-swing-shift-workers