The Atchison Corporation (A)
Price Millman's comments in his informal ending up in divisional vice presidents were honest and forward, the types of comments that folks at Atchison could both respect and fear. As the company was built on ethics and honesty, Millman's comments, when honest, give the impression of the shift in how Atchison really does business. His philosophy is certainly much different, having a " fight until you dieвЂќ mindset, very confrontational. This is very much the case in the closing comments, stating that he's considering a new formatting for the company, and lounging it on the line by saying that each month will has to be better the last.
This is very conflict stance, in addition to most cases I might strongly argue with taking it. But with a new format coming, they can take this type of approach, to see if in fact his vice presidents will try very hard to increase sales.
Millman is already struggling with an uphill battle. Workers tend to resent change. But he features one thing opting for him in that respect. He can give a change that may increase worker wealth, by providing those things that Atchison would not. While Jerome Atchison may have prided himself with " currently taking case of familyвЂќ this individual in reality has not been helping his family at all. With almost no compensation program, employees had been offered no drive to work better or perhaps harder. Rather, they simply do enough work not to receive fired. At the time you look at managing, you see that his plan was further counter productive, since no administrator could be terminated, unless with a review from the top, and basically needed to be on corruption or some other ethic explanation. These, in conjunction with the idea of lifetime careers will no longer stand crystal clear today, and Millman preventing spirit will probably do away with this kind of old-style thinking.
The first thing to implement can be described as policy modify. Broad capturing compensation programs from top to bottom. You must give staff something to work for. Second, you set out a policy to...