Identifying scope of work at Dixie Weaving Inc

Dixie Case Study: Questions

Based on the initial understanding of Dixie business needs (from the phone call discussion with Bill), what business related details you need to consider for data gathering?

The main problem at Dixie Weaving is the high rate of worker attrition. Some questions to answer include the following: What types of workers are most likely to leave (lower-level workers or management)? Is the attrition rate a long-standing problem or is it connected to a specific event? What are the goals of the intervention, in terms of worker improvement?

As you entered into the first information gathering meeting with the client, what is your strategy to guide the discussion?

During the initial interview, listening to what the customer has to say is the first priority. It is important to understand his or her perspectives of the situation, why the current situation is unacceptable, and his or her goals for the future, and his or her vision of what would be a 'successful' company, versus the current state of affairs. In the Dixie scenario, the interviewer took a very nonjudgmental perspective during the interview, to gain an accurate and candid assessment of the client.

Q3. In this early stage of discussion, how would you integrate different perspectives expressed by different employees?

The different perspectives show a lack of unity amongst the workers that is produced by poor working conditions, a lack of respect by management because of their immigrant status, and an inadequate training program. Worker problems are clearly linked to the hostility of managers and some of the older employees on the unit.

Q4. With due consideration to Dixie situation and Southern Metropolitan University strategies, what you think Joe and Ian must be asking at this early stage of engagement with the client?

Joe and Ian likely want a 'quick fix' for what seems to be a deeper problem with how Dixie treats its workers. A plan will likely require financial expenditures and a complete retooling of how the company deals with employees. Or, they may want to be overly directive in terms of imposing what they think is the solution upon a complex problem.

Q5. As you discover more details on Dixie, what potential problems or challenges (required for the consultants and the client) to manage this engagement?

Dixie seems in clear violation of safety recommendations for workers as well as has trouble retaining employees. The training program is unclear and unsystematic in nature, which further compounds safety problems. Workers are not seen as valuable assets by managers in terms of the work they are assigned or how they are regarded by superiors.

Q6. What important business details (from both Dixie and the consultant perspectives) need to be addressed at this point before the engagement can be progressed further?

The consultant's fee, the goals of the assessment, the budget for any prospective changes, and any legal concerns (particularly since there have been safety violations at Dixie, which the consultant must address when making suggestions).

Q7. In your view, why might Dixie employees choose not to cooperate?

Dixie has a hostile organizational culture. It has an unsafe workplace, indicating a lack of respect for subordinates by managers. Many workers are hostile to new or non-English speaking workers. Dixie may be afraid that further safety violations will be revealed, as well as hostility towards minorities. It may be in violation of OSHA and EEOC relegations. Also, there are insinuations that Dixie may be hiring illegal immigrants.

Q8. Do you agree with the categorized diagnostic strategy outlined by Joe and Ian in their email to Bill? Describe your approach to carry out at least one category they described?

Despite the clear problems manifested at Dixie, the diagnostic strategy seems sound. Regarding observing workers, this would enable more efficient and safe training for employees and allow for workers to provide input as to how to improve worker satisfaction. However, given the safety failures in the past, it would be advised if independent observers were used to reconstruct the job training program.