FMC Aberdeen and FMC Green River Case Study Example | Topics and Well Written Essays - 1000 words

FMC Aberdeen and FMC Green River - Case Study ExampleThe gist structure has resulted in a formalized system of authority and decision making. Kenneth Dailey has shown a willingness to change and is open to trying forward-looking ideas.The nuance at FMC Green River is a traditional company oriented system of values that turn in been shaped over several decades. Rules rather than values shape the culture. The production methods and safety concerns have necessitated the execution of strict behavior patterns. There are few social ties within the company framework to cook a feeling of unity. There is a language that is common among the workers that does individualize the culture.While Kenneth Dailey has a willingness to pundit change, there is also a union contract that the company needs to follow. There is contemporaryly no clear plan or mechanism in place at FMC Green River that would aid in making any changes. The plants are well established and mature. The workforce reflects t he cultural values of the region that the employee prove was drawn from.FMC Green River could benefit from a reduction in its formal structure in raise of a more organic organization. The current system of rules at the facilities could be expressed as norms and values, which would earmark the workers with greater autonomy. FMC Green River is a continuous production operation that has a single product, which would simplify integration them into the decision making process.Because FMC Green Rivers workforce is regional, it would be open to having company events that would strengthen the informal culture and socialization of the employees. One of the current problems that FMC Green River has is a lack of a common company attend among the employees. Company branding within the minds of the employees through signs, images, or mission republicment could bring the culture next together. FMC Green River is impeded by having no system of rites that restrict the workers position within the organization.FMC Green Rivers current formal structure will make change a challenging proposition. There will be substantial resistance on the part of the workers as well as the existing systems. The current state of the organization will almost certainly dictate a revolutionary change that will await extensive planning and dedication.IV. RecommendationsIt is suggested that FMC Green River cause to empower their employees to make more independent decisions. Management and supervisors should begin to provide communications channels for feedback on efficiency and quality. This will require a material satisfy system to reinforce and motivate the workers. Kenneth Dailey can also begin to allocate more authority to the demean level supervisors to provide them more flexibility in creating company values instead of rigid rules.The instalment should also create a system of recognition that would define the employees role within the organization. The current union structure is impe rsonal and needs to be more individualized. A system of recognition for achievement would be an immediate step in this direction. A facility mission statement that reflects a common stopping point for all employees should be promoted within the plant.Kenneth Dailey should undertake an action research project to evaluate the cost and define the direction of a more radical change in organizational structure. Improving the communications