(Solution) Alvis Corporation Kevin McCarthy is a manager of a production department in Alvis Corporation, a firm that manufactures office equipment. After... > Snapessays.com

(Solution) Alvis Corporation Kevin McCarthy is a manager of a production department in Alvis Corporation, a firm that manufactures office equipment. After...

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I need help with this Study cases. I have 2 But I will submit separately so won't get confused.... This is only question, but only needs around 450 words.Alvis Corporation


Kevin McCarthy is a manager of a production department in Alvis Corporation, a firm that


manufactures office equipment. After reading an article that stressed the benefits of participative


management, Kevin believes that these benefits could be realized in his department if the


workers are allowed to participate in making some decisions that affect them. The workers are


not unionized. Kevin selected two decisions for his experiment in participative management.


The first decision involved vacation schedules. Each summer the workers were given two weeks-


vacation, but no more than two workers can go on vacation at the same time. In prior years,


Kevin made this decision himself. He would first ask the workers to indicate their preference


dates, and then he considered how the work would be affected if different people were out at the


same time. It was important to plan a vacation schedule that would ensure adequate staffing for


all the essential operations performed by the department. When more than two workers wanted


the same time period, and they had similar skills, he usually gave preference to the worker with


highest productivity.


The second decision involved production standards. Sales had been increasing steadily over the


past few years, and the company recently installed some new equipment to increase productivity.


The new equipment would allow Kevin’s department to produce more with the same number of


workers. The company had a pay incentive system in which workers received a piece rate for


each unit produced above the standard amount. Separate standards existed for each type of


product, based on industrial engineering study conducted a few years earlier. Top management


wanted to readjust the production standards to reflect the fact that the new equipment made it


possible for the workers to earn without working any harder. The savings from higher


productivity were needed to help pay for the new equipment.


Kevin called a meeting of his 15 workers an hour before the end of the workday. He explained


that he wanted them to discuss the two issues and make recommendations. Kevin figured that the


workers might be inhibited about participating in the discussion if he were present, so he left


them alone to discuss the issues. Besides, Kevin had an appointment to meet with quality control


manager. Quality problems had increased after the new equipment was installed, and the


industrial engineers were studying the problem in an attempt to determine why quality had gotten


worse rather than better.


When Kevin returned to his department just at quitting time, he was surprised to learn that the


workers recommended keeping the standards same. He had assumed they know the pay


incentives were no longer fair and would set a higher standard. The spokesman for the group


explained that their base pay had not kept up with inflation and the higher incentive pay restored


their real income to its prior level.


On the vacation issue, the group was deadlocked. Several of the workers wanted to take their


vacations during the same two-week period and could not agree on who should go. Some


workers argued that they should have priority because they had more seniority while others


argued that priority should be based on productivity, as in the past. Since it was quitting time, the


group concluded that Kevin would have to resolve the dispute himself. After all, wasn’t that what


he was being paid for?


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This question was answered on: Sep 21, 2023

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Sep 21, 2023





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