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Essay / Research Paper Abstract
A 15 page paper that responds to a student-provided case entitled Riordan Manufacturing. The essay identifies the existing situation, opportunities and challenges facing the company and briefly reports on how each principle player views the situation, which includes higher turnover and low job satisfaction. The writer comments on risk assessment of the situation and alternative solutions. The writer offers several alternative solutions and justifies each. The writer then makes three recommendations with justification and expected outcomes. Bibliography lists 9 sources.
Page Count:
15 pages (~225 words per page)
File: MM12_PGriordn.RTF
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Unformatted sample text from the term paper:
is comprised of three major divisions located across the world: plastic fan parts are made in Hangzhou, China, custom plastic parts are made in Pontiac, Michigan and plastic beverage containers
are made in Albany, Georgia. The companys primary customers are automotive parts manufacturers, bottlers and producers of beverages, appliance manufacturers and aircraft producers. The company is having problems with employee
job satisfaction levels, it has been declining. Surveys of the 550 employees reveal job dissatisfaction mostly with compensation and benefits. As with most manufacturing companies, employees represent a vast array
of education, skills, age and job expectations. As motivation decreases, production decreases leaving the company with a large proportion of low performers. The problem is throughout the company with managers
and others pressuring the company to change its compensation and benefit package. They especially want a system that is based on performance rather than just seniority and cost-of-living rates. In
most departments, employees want better compensation and more interesting work to perform. Since the company recently changed the culture to one that incorporates teamwork, employees also want the work on
teams to be recognized. The CEO recognizes the something must be done or the company will continue to lose good workers and talented people. The options the CEO is considering
include a piecemeal solution that would focus on the major and immediate motivation issues, find and use new motivation strategies, and overhaul the entire reward system. The cost of any
new approach to compensation and benefits is a major factor because the companies major customers are very sensitive to the prices they pay. However, each of the key executives
has a slightly different idea about meeting the challenge. Founder and CEO Riordan thinks employees should be more loyal because they are treated well; Collins, Senior Vice-President, is worried about
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