What Do We Do With Howard

Topics: Employment, The Work, Chris Cutler Pages: 7 (1726 words) Published: July 25, 2015
MGMT 362 C
Organizational Behavior
Name: YI KA SO(VEGA)

CASE STUDY 3
What do we do with Howard?

Synopsis:
The story start with Howard Lineberry, he is a certified surveyor. He worked for Agrigreen Inc. as a lead surveyor, his job duty is to assist project engineer for survey activities and support project engineers on any means possible. During his years at Agrigreen, a lot of personnel changes had been made. "Since he was hired, he had worked for four different supervisors."(What) First supervisor was Jerry Givens, he was a very precise person and wanted everything done according to schedule. After Givens was retired, Paul Jackson was his second supervisor. "Unlike Givens, Jackson expected Lineberry to plan his day based on the work that needed to be done and to go ahead and do it."(What) Under Jackson's supervision, Howard made a "considerably big mistake and cost the company time and money to fix the error he had made, after that incident, people started to treat him differently, isolated him and called him lazy and disorganized."(What) Because of the incident, Jackson decided to hired Dan Richards to assist Howard and double check his work. This gesture had made Howard distressed, and on top of all, Dan had often passed unpropitious comments on Howard in public. A year after, Dan was transferred and Mel Cutler stepped in and took Dan's position. Mel Cutler had been in the company for two years before he worked as a surveyor. He had surveying experience from another company and he was a draftsman before, everything seems to go well, and Howard Lineberry and Mel Cutler seems to work well together. Mel had often caught some small errors before things got out of hands. However, due to recently changes to the plant location, things had been different between Mel and Howard. Due to expansion of the company, another supervisor had decided to move the survey group to the tech office 1/2 mile away from the plant. Immediately, Howard felt good about the changes because he had more room for his equipments and no one would bothered them at the new location; however, Howard seems to be taking advantage of the situation. According to Mel Cutler, "He started to coming to work late and leaving early couples of times each week, also he had been taking naps after lunch, justifying it by saying that he often worked late and was just making up the time."(What) Beside that, Mel also notice Howard made errors on the job because of the way he kept his notes, so he brought up the issue to him, and got a negative response. "The debate continued for several weeks, and since then, the only verbal exchanges between them had been terse and directly concerned with the job. The enjoyment of his job is gone and Lineberry often dreaded coming to work."(What) Meanwhile, personnel changes rapidly at the plant, after Mel got hired, they hired Lee Miller as a plant manager, he is indecisive as a manager but a good engineer. He was the one who decided to move the tech office. After that decision, Miller had arrange Howard and other surveyors to report to Frank Silverton, who had been there for only 8 years, and stating he had more experience in survey than anyone else at the plant. Miller also hired Vince Adams, a high school graduate to help out Howard at the survey. In the recent year, A engineering graduate, Tad Pierson, was hired, he moved up from a project engineer to supervisor of survey group for just one year of time, and now, he has to decide if there should have a survey department after all. Finding of fact 1

OB concept- Generational differences
Agrigreen Inc manufacture had been around for a long time, during the 18 years of service in Agrigreen, Howard Lineberry saw a lot of changes made in the company. For example, Jerry Given, the person who hired him was retired, after him, he worked with people similar age like Mel Cutler, "they both had young families and shared many of the same outside interest." (What)Then there is...
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