Walter Long Case Analysis

Walter Long is an effective leader and his leadership made a positive impact on his organization. He served as a motivator, inspiring improvement amongst his employees. The recommendations outlined in PEP will surely have a negative effect on employee morale and will begin to minimize Long’s accomplishments. In an effort to start the LDTC and maintain high NTAR metrics, it is my recommendation to reject PEP and created a new proposal. This new proposal should accomplish the following:
1. Eliminate fixed-station assignments
2. Combine testing with operation
3. Limit Singer’s role so that he cannot affect production
Prior to Walter Long joining the team, NTAR’s employees were not reliable. The report describes them as “agitators and troublemakers”. Spending was out of control, and to make matters worse, production was unbelievably low. In a short span of 24 months, Long took a failing team and increased fiscal productivity per hour of work by 53%. He took a team of “agitators and troublemakers” and increased labor efficiency by 11%. This group was able to produce $457,000 in profits. Long was able to increase profits because he valued his employees. The best decision that Long made was to match job functions with a worker’s skill set. This enabled workers to function in an environment, which suited them best. Each worker was able to utilize their skill set across different functions. They were empowered to complete job functions from production to the testing phase. This also introduced employee accountability. Since each employee now has a prescribed set of duties, job responsibility became more tangible because each employee saw the fruits of their labor from beginning to end. They were not only able to hold themselves accountable but each other as well. This group of “agitators and troublemakers” became a group of responsible