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Date Submitted: 10/19/2010 02:59 PM
Starr Johnson
MT302 Organizational Behavior
Unit One: Case Incident 1
How a UPS manager can cut turnover
August 31, 2010
1. In dollars-and-cents terms, why did Jennifer Shroeger want to reduce turnover?
Jennifer Shroeger wanted to reduce turnover because the part-time workers who was
responsible for loading and sorting packages were walking out on the job at a 50 percent
a year. When Shroeger got promoted to district manager, she was facing many problems.
The entire UPS organization relies heavily on part-time workers. In fact, it has
historically been the primary inroad to becoming a full-time employee.
Shroeger responsible for $225 million in revenue, 2,300 workers, and the processing of
45,000 packages an hour but the firm wasn’t able to keep steady employees.
2. In addition to turnover, what other criteria should Ms. Shroeger examine in evaluating?
the effectiveness of the UPS program? Why is it important to examine multiple criteria?
in evaluating an OB program?
Ms. Shroeger should’ve examined what reasons did the past employees quit to begin with
so that she can try preventing it from happening in the future. It is always important to
examine multiple criteria just in case a new problem arises. They will already have the
solution to it.
3. What are the implications from this case for managing in future years when there may
be a severe labor shortage?
Employee and management development activities can play a critical role in a company's
business strategies. In the future the supervisors can adopt Jennifer Shroeger’s strategy
if there is ever a labor shortage and look for new ways to improve it. If these activities are
well planned and implemented, they can enhance the strategic direction of the company.
4. Is it unethical to teach supervisors “to demonstrate interest in workers as individuals”?
Explain.
It is not unethical to train supervisors “to demonstrate interest in...