...B.R Richardson Timber Products Corporation Case Study By Julie Woody 10/25/2014 Organizational Development HRM 460-1 In the B.R Richardson Timber Products Corporation case study, Richard Bowman, who was in charge of industrial relations at the company, contacted Jack Lawler, an Organizational Development Practitioner, as he was looking for someone to conduct a “motivation course” for the blue-collar employees of his lamination plant. He told Mr. Lawler that the morale among the employees were extremely low due to the fact that a fatal accident had occurred several months before, and because the plant manager was extremely authoritative. After being contacted, Mr. Lawler arranged a meeting between himself, the President of the company, and Mr. Richardson. After the meeting, Mr. Lawler then visited the plant for one day along with two of his graduate students to assess and analyze the situation to prepare his presentation and suggestions to the company. In his evaluation of the company, Mr. Lawler determined that there were several problems that were evident amongst the workers. The laminating plant was growing rapidly, and was an extremely profitable portion of the company. One of the problems that became evident was that despite its profitability, the company was reluctant to expand and do improvements to the laminating plant to upgrade its machinery, and to hire the additional staff needed to keep up with its growth. There was also a very evident communication problem...
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...ORGANIZATIONAL DEVELOPMENT – FINAL ESSAY ------------------------------------------------- According to the integrative case “B.R. Richardson timber Products Corporation” we will work out a report with theoretical approaches and practical proposals in order to achieve organizational change within this firm. First we want to suggest a model and a prospect to entering in contract with the Corporation. For guiding our report work we stick to the General Model of Planned Change. This Model provides 4 steps of granting a Change and Improvement by addressing the tasks of Entering and Contracting, followed by Diagnosing, Planning and Implementing Change and finally Evaluating and Institutionalizing Change. We will begin through suggesting and guiding the Entering Process. 1. Before both sides the OD practitioners and the Management of the B.R. Richardson Corp. are starting with any measurements or activities they have to clearly clarify the organizational issues. This is useful and important according to the aspects of providing a similar and shared basement for cooperation, exactly defined duties, rules and responsibilities as well as setting common goals. The entering process often means to the client organization a kind of opening, revealing internal issues and weaknesses to strangers. This concerns and attitude of rejection must be unlearned previously in order to build a trustful and strong relationship of working together with the consultants. The first step is clarifying...
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...Acknowledgments ix Acknowledgments This book owes a great deal to the mental energy of several generations of scholars. As an undergraduate at the University of Cape Town, Francis Wilson made me aware of the importance of migrant labour and Robin Hallett inspired me, and a generation of students, to study the African past. At the School of Oriental and African Studies in London I was fortunate enough to have David Birmingham as a thesis supervisor. I hope that some of his knowledge and understanding of Lusophone Africa has found its way into this book. I owe an equal debt to Shula Marks who, over the years, has provided me with criticism and inspiration. In the United States I learnt a great deal from ]eanne Penvenne, Marcia Wright and, especially, Leroy Vail. In Switzerland I benefitted from the friendship and assistance of Laurent Monier of the IUED in Geneva, Francois Iecquier of the University of Lausanne and Mariette Ouwerhand of the dépurtement évangélrlyue (the former Swiss Mission). In South Africa, Patricia Davison of the South African Museum introduced me to material culture and made me aware of the richness of difference; the late Monica Wilson taught me the fundamentals of anthropology and Andrew Spiegel and Robert Thornton struggled to keep me abreast of changes in the discipline; Sue Newton-King and Nigel Penn brought shafts of light from the eighteenthcentury to bear on early industrialism. Charles van Onselen laid a major part of the intellectual foundations on...
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