Critical Analysis of Southern Discomfort Case

THE MAJOR UNDERLYING CAUSE OF THE UNION LEADERS’ RESISTANCE TO CHANGE

The major underlying cause of the Union leaders’ resistance to change is protecting the rights of employees. It is known that the labor union members try to resist horrible working condition including long working hours, the absence of benefits, low wages and so on. Labor union tries to solve the employees’ problems in the organization and dictates the rights related to labor. (Hamel, 2011, para.1) In our case, the labor union of the Oconomo plan is unwilling to cooperate with Jim and plant manager because it protects the rights of the employees. It is known that Jim and the plant manager offered “a cell manufacturing approach which would cross-train employees to perform up to three different jobs”, but the union members refused to implement it.

If I were Jim Maleskowski, I would use the following implementation tactics to convince Union members to change in order to save the Wisconsin plant. First of all, I would explain them the significance of change at the plant. Secondly, I would persuade the labor union leaders of the fact that “a cell manufacturing approach” could help to save the plant and I would promise them that this approach would be used only several months. It would give an opportunity to save money in order to buy new equipment. The purchase of new equipment specially designed for this business would help to facilitate the work of each employee. Moreover, new technologies would increase the employees’ motivation and job satisfaction, increase in wages and benefits. These measures would positively influence the organization’s productivity and the plant would be saved. Moreover, the Oconomo plant would hold the leading position in the competitive market due to the use of new technologies.

CONCLUSION

In conclusion, it is necessary to say that Southern Discomfort case gives an opportunity to evaluate the full significance of changes in the organization which is considered to be a bankrupt as its costs are too high.

 

REFERENCES

Consador, K. (2011) Process of Change in an Organization. Ehow.com. October 3, 2011. Retrieved from:

Dolan, R.J. (2000) Note on Marketing Strategy. Harvard Business School Publishing. November 12, 2000.

Fusion, J. (2011) How to Change the Culture of the Workplace? Chron.com. October 2, 2011. Retrieved from:

Hamel, G. (2011) The Role of Labor Unions. Ehow.com. January 23, 2011. Retrieved from:

Stone, D. (2010) How Organizations Change. A Model for Organizational Transformation. Making Change Real. June 23, 2010. Retrieved from: