Green River and Aberdeen have very different designs of structures with in there respective business models.
Green River is a company that started in 1948 with a traditional management style that runs in a top down style and many levels of middle management. Green River has multiple worldwide service lines that are supported by it 1150 employees. The employees of Green River are part of the Steel Works of America Union "The union was a progressive one that yet labored under old standard job descriptions" (Clawson, 2005, pg 23). Green Rivers, employees are also separated into two large groups. 400 of the 1150 employees work in the underground mines, while the other 750 work the production lines above ground. Communicate does not flow freely through the ranks and employee are not encouraged to speak about changes and quality problems with senior management.
Aberdeen is a new start up company that is trying a new empowered employee management style. Aberdeen employs 100 employees with only one costumer. The employees of Aberdeen work in empowered teams that have appointed leaders, which are appointed by the members of the groups. Communicate is open in the Aberdeen facility with the senior manager holding meetings on Monday and Thursday weekly with all the staff to go through quality needs and product changes. Communication within Aberdeen is also encouraged between staff and management. Aberdeen staff do not have a union, and do many of the middle management roles such as schedules, reviews and pay raises. Aberdeen also try to get every employee cross-trained in every skill set of the job.
For Green River to understand and implement changes in its facility that would make it run closer to the Aberdeen system, Green River will have to go through large organizational development in many areas. The Areas of development that need to be understood for Green River to make an organizational change are:
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