Solution

Case Solution for Radio Station WEAA: Leading in A Challenging Situation

Complete Case details are given below :

Case Name : Radio Station WEAA: Leading in A Challenging Situation

Authors : Mary K. Foster

Source : North American Case Research Association (NACRA)

Case ID : NA0038

Discipline : Organizational Behavior

Case Length : 10 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

Corin Fiske, the recently hired Director of News and Public Affairs at WEAA a public radio station licensed and owned by Morgan State University (MSU) in Baltimore, Maryland was facing some urgent issues and had concerns about the level of support and motivation among her staff for her and for the station’s goals. For many years educators at the University had run the station as an educational resource for students and as a community service for the city. Over the past five years, the station had suffered from turnover in key positions (e.g., four General Managers in four years, Membership Director position open for over a year). The station had not had a fund raising drive in at least two years and had an operating loss of about $200,000 per year in recent years. A somewhat laissez-faire approach to management had been used at the station. Fiske had been recruited to help the station grow and achieve its potential. She was an experienced TV reporter and radio show host. She had an entrepreneurial spirit and viewed herself as a change agent. She had inherited a large staff of 30 direct reports, 29 were volunteers, one was paid, many had been at the station a long time (two to ten years). Most of the volunteers had no journalism or broadcast experience, other than their work at the station. The quality of the station’s news and talk show programming had suffered from lack of knowledge of public radio broadcast standards and from lack of commitment by some hosts. Since Fiske began working at the station, she had experienced some challenges: staff being late, non-responsive, resistant to change, and argumentative/combative, plus a resignation. What could she do to ensure her success and the success of the organization? She urgently needed to strategize with her boss and develop a plan of action.

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Case Solution for Helen Drinan: Giving Voice to Her Values (A)

Complete Case details are given below :

Case Name : Helen Drinan: Giving Voice to Her Values (A)

Authors : Mary L. Shapiro, Cynthia A. Ingols, Mary C. Gentile

Source : North American Case Research Association (NACRA)

Case ID : NA0144

Discipline : Organizational Behavior

Case Length : 04 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

In early 2006, Helen Drinan, Senior Vice President of Human Resources, Caritas Christi Health Care System (CCHCS), Boston, received two sexual harassment charges against the organization’s CEO and President, Robert Haddad. While she knew she was legally charged with acting, she faced a complicated situation: one, the hospital system was owned and operated by the Archdiocese of Boston with Cardinal O’Malley as the Chairman of the Board for the system; and two, these charges came after the priest molestation cases which rocked the Catholic Church of Boston. In Case A, Drinan presented the well-documented results from an independent investigator into the sexual harassment charges against Haddad. Although Drinan’s investigator presented clear evidence as to Haddad’s guilt, the Cardinal decided to launch a second investigation, using the Church’s lawyers. Drinan, interpreting this action as a delaying or avoidance tactic, decided that she must act. But, what should she say, to whom and how should she frame this critical conversation? In Case B, students read the letter Drinan sent to O’Malley, voicing her values. There is an extensive Epilogue that the instructor can report from or hand out to students that brings the case to a conclusion.

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Case Solution for The Windsor Spitfires Hockey Team’s Journey to the Memorial Cup: A New Era of Leadership

Complete Case details are given below :

Case Name : The Windsor Spitfires Hockey Team’s Journey to the Memorial Cup: A New Era of Leadership

Authors : Blake Sutter, Francine Schlosser

Source : North American Case Research Association (NACRA)

Case ID : NA0162

Discipline : Organizational Behavior

Case Length : 12 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

Abstract is more than 2,000 Characters

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Case Solution for Aurum Furniture and In-Law Management

Complete Case details are given below :

Case Name : Aurum Furniture and In-Law Management

Authors : Daniel T Holt, Jess H Chua, James J Chrisman, Shanan R Litchfield, Vernon Jones

Source : North American Case Research Association (NACRA)

Case ID : NA0226

Discipline : Organizational Behavior

Case Length : 14 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

One of the most complex challenges for a family business is when an in-law joins the firm. In-laws are part of the family through marriage; but they form a group of unique stakeholders in the family firm as marriage can be severed but blood cannot be changed. Consequently, in-laws are not always viewed as full-fledged family members. While the firm’s founder and family members face challenges as they consider integrating in-laws into the family firm, the in-laws face many challenges in joining a family firm as well. This case illustrates these tensions by tracing John Malone’s involvement working as an in-law for Aurum Furniture, a small family business located in a large Midwestern city in the U.S. Issues that would have been straightforward in a non-family firm were anything but that in the non-professionalized family firm. The case provides considerable flexibility with instructors having opportunity to discuss the dynamics among members of a small family business. While we emphasize the challenges faced by in-laws, the case is particularly well-suited to facilitate a more general discussion on the challenges that an individual encounters as he or she joins a non-professionalized family firm. As such, it can be used with family business owners as they reflect on their concept of family and the roles of individual members-especially, in-laws-and the firm’s decisions to professionalize. The case can be used with graduate and undergraduate students and workshops in family business or small business management.

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Case Solution for Conflict at MRW: The New Employee’s Pregnancy

Complete Case details are given below :

Case Name : Conflict at MRW: The New Employee’s Pregnancy

Authors : Margarita MM Marti, Adolfo AM Montalvo

Source : North American Case Research Association (NACRA)

Case ID : NA0258

Discipline : Organizational Behavior

Case Length : 14 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

MRW is a courier firm based in Barcelona (Spain). In 2010, it was consolidating internationalization of its business. It is against this background that the case raises a highly sensitive, emotional issue: What to do about Sonia, a recently-hired manager (still in her probationary period) who suddenly reveals that she is pregnant. Moreover, her pregnancy is a high-risk one, likely requiring an early medical leave. The new manager’s post involves setting up Information Technology (IT) systems, which are vital to the firm’s business, internationalization and invoicing. ‘The case explores two standpoints: (1) a company weathering the economic crisis, in which it is contrary to the firm’s ‘belt-tightening’ measures to hire a replacement for an employee on leave; (2) the company’s track record in the CSR field including its promotion of opportunities for women. The case aims to create a dilemma for students. Some will defend Sonia’s right to a maternity leave and to continue working in MRW, especially in the light of her trials and tribulations with fertility treatment and the fact that the pregnancy is a risky one. Others will defend the company’s interests, arguing that the situation in the firm is critical and that MRW’s internationalization is vital for the company’s business development. The latter group will focus on Sonia’s role in launching the internationalization project. The question of what to do about Sonia’s pregnancy is a critical one for both the Technology Department and for Sonia. Dealing with it requires great care.

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Case Solution for CH2M HILL: Reinventing Organizational Careers

Complete Case details are given below :

Case Name : CH2M HILL: Reinventing Organizational Careers

Authors : Karen Newman

Source : North American Case Research Association (NACRA)

Case ID : NA0219

Discipline : Organizational Behavior

Case Length : 23 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

This case addresses one over-arching problem – a broken career development system – and two concrete manifestations (symptoms) of the problem at CH2M HILL, an employee-owned engineering services firm. The first manifestation of the problem was unusually high voluntary turnover, at least by CH2M HILL’s standards, among newer employees. The second was a lack of qualified internal candidates for top jobs. The voluntary turnover problem was the most immediate issue. Exit survey data and engagement survey data pointed to a lack of advancement opportunity as the main reason for high voluntary turnover among new employees. The second problem was less acute but still serious. Though CH2M HILL thought of itself as a career employer, fewer than 25 percent of top managers in early 2012 had been promoted from within. Internal candidates were not filling positions near the top and some top positions were vacant for months because the right person could not be found for the position, inside or outside the company. Both problems suggest the larger issue needs to be addressed -organizational careers need to be reinvented in the firm. Jan Walstrom, Chief Learning Officer, had been charged with rebuilding CH2M HILL’s career development systems and processes. It fell to her to determine what steps she could take to solve the over-arching career development challenge while addressing the two concrete manifestations in the short run.

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Case Solution for Precision Steel Fabrication: An Equipment Purchase Decision

Complete Case details are given below :

Case Name : Precision Steel Fabrication: An Equipment Purchase Decision

Authors : Nancy M. Levenburg, Brian Scalabrino

Source : North American Case Research Association (NACRA)

Case ID : NA0101

Discipline : Operations Management

Case Length : 17 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

For nearly 60 years, Precision Steel Fabrication (PSF) had been making fabricated steel components for the contract furniture (commercial office furniture) industry. At the time of the case, the $10 million firm was emerging from a downturn in sales and seeing its first sales increase in three years, and was contemplating the purchase of a $1 million tube laser. The tube laser could do the work of three machines: a table saw, a hydraulic press, and a deburring machine. Should PSF purchase a tube laser? If so, how should three vendors’ offerings be evaluated and what criteria are most salient? While the tube laser would greatly increase the firm’s manufacturing efficiency, the decision itself is relatively risky. The case is written to provide the framework for evaluating an equipment purchase decision within the context of business and operations strategy, and in a small business environment.

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Case Solution for BPO, Incorporated

Complete Case details are given below :

Case Name : BPO, Incorporated

Authors : Scott M. Shafer

Source : North American Case Research Association (NACRA)

Case ID : NA0042

Discipline : Operations Management

Case Length : 15 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

The Employee Benefit Outsourcing (EBO) unit of BPO, Inc. is experiencing rapid growth as a result of industry trends toward greater outsourcing of business processes. Despite rapid growth in revenues, the EBO unit has not been able to make a profit in part because of problems with its operations. A Six Sigma project has been initiated with the goal of developing a computer simulation model of the Health and Welfare Service Delivery process to help get a better handle on the operational problems. The define-and-measure phases of the Six Sigma project have been completed and the case includes the project charter, a process map, detailed operational data, and process performance benchmark data. Students are to use the data provided to develop their own simulation model, validate it with the benchmark data provided, and then use the model to complete the analyze, improve, and control phases of the Six Sigma project. More specifically, students can use the simulation model to test incremental changes to the current process as well as test more radical changes to the process such as the high-touch, low-cost option proposed by EBO’s new Senior VP of Operations.

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Case Solution for Preferred Customer Service at US Airways

Complete Case details are given below :

Case Name : Preferred Customer Service at US Airways

Authors : Umit Akinc

Source : North American Case Research Association (NACRA)

Case ID : NA0202

Discipline : Operations Management

Case Length : 13 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

Repatriation of the previously off-shored call center operations of the US Airlines was being completed in the summer of 2011. Reservation Director of the East Region considered this to be an opportunity to high quality and faster service to the “preferred customers” by establishing a preferred customer desk at the Winston-Salem Center. The headquarters has asked the director to provide an in-depth analysis of the proposal’s costs and benefits before it can be approved. The wider question of the case is to cogitate whether this initiative has merit. Is it likely to provide enough advantages (both quantifiable such as shorter average wait times and non-quantifiable such as the perception by the customers of the service quality) to justify any additional personnel costs? The call centers operate 24/7 and experience varying call volumes. This causes the required number of agents to economically achieve some targeted average wait times to greatly fluctuate during each time increment (e.g., each hour). Therefore the case, more narrowly, focuses on the challenges of (1) the fundamental trade-off between wait times and agent utilization; and (2) scheduling of the start times of the standard 8-hour shifts to provide adequate coverage during each period. The Instructor’s manual provides extensive analyses based on multiserver queuing models and linear programming of these technical issues. In addition, the case provides rich opportunities to discuss human resource strategies and their role in securing competitive advantage.

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Case Solution for General Micro Electronics, Incorporated: Semiconductor Assembly Process

Complete Case details are given below :

Case Name : General Micro Electronics, Incorporated: Semiconductor Assembly Process

Authors : Scott M. Shafer, Charles Volk

Source : North American Case Research Association (NACRA)

Case ID : NA0217

Discipline : Operations Management

Case Length : 15 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

General Micro Electronics (GME) designed, assembled, and tested semiconductors for wireless, memory management, wire line telecommunications, and networking applications. In January it purchased a new wire-bonder machine to support its growing contract assembly business. For the first couple of months the new machine performed well, but then its performance became more erratic and eventually was no longer meeting its internal standard for wire-bond strength. The strength of the wire-bond was an important quality dimension of semiconductor chips. With the use of overtime on the existing wire-bonding equipment being very close to full utilization, the need to improve the performance of the new wire-bonding machine was becoming critical. GME’s operations personnel were continuously tweaking the new machine in an effort to find a combination of process parameters that would improve the machine’s performance. Unfortunately, the performance of the machine continued to deteriorate.

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