Department of Business and Management

College of Management and Economics

Visayas State University
Visca, Baybay City, Leyte
Philippines

A Group Work Case Analysis

Leadership: ACME Mineral Extraction Company

(TITLE)

Submitted by:

Anacleto, Hazel

Calaycay, John Leonard

Cinco, Jezel Ann

Cutamora, Bart Mitch A.

Lingatong, Maricel

Malatag, Marian

Morbos, Darlyn Kristine E.

Submitted To:
Doryn Jan Avila
Mgmt 101 Instructor
Introduction
Point of View

The issue was analysed from the point of view of Suzanne Howard, who was hired to
develop a program that would improve productivity and the morale at the Acme sites.

Definition of the Problem

The workers at Lubbock plant don’t fully trust Howard and her team. And the program
that they introduced to Lubbock plant is not suitable for the workers at the plant. They need
someone who is highly respected at the Lubbock plant and loyal to his/her work that would serve
as a leader to the different teams for the project that Howard and her team had introduced to the
plant.

Objectives of the Study

 To have a good team strategy on how to get the trust of the Lubbock plant workers
 To find someone who is highly respected and trusted by the workers that will serve as a
leader to them
 To have a good program that would increase the productivity and morale at the Lubbock
plant
 To settle the conflicts of each different team, in order to have a good relationship with
each other

Relevant Case Facts

Acme Mineral Extraction Company used highly sophisticated technology, employing
geologist, geophysicist, and engineers on what was referred to as the “brains” side of the
business, as well as skilled and semiskilled labor on the “brawn” side to run the company’s
underground extracting operations.

Wichita and Lubbock plant are under the management of the Acme Mineral Extraction
Company. They have the same problem about productivity and morale. And in order to solve the
problem the Acme hired Suzanne Howard and her team to develop a program that would
increase the productivity and morale of each plant.

Wichita plant was the first site being implemented by the new project. The program had
been successful in Wichita by the help of Donald Peterson, a long-time Acme employee who is
highly respected at the Wichita plant and was looking for one final challenging project before
retiring. Because of the program develop by Howard and her team the productivity and morale
soared at the Wichita plant.

The Lubbock plant was the next facility where Howard and her team needed to introduce
the new develop program. However, when Howard and her team attempted to implement the
program, things didn’t go well. The workers in Lubbock don’t fully trust them. No matter how
hard they tried to make the project working in Lubbock, morale continued to decline and
conflicts between the different groups of workers actually seemed to increase.

Alternative Courses of Actions

Due to the problem of the Acme Company, these are the Solutions/alternative courses of
action that maybe implemented to solve the problem:

 Think of other strategy in approaching the workers at Lubbock plant that would help
them to get there trust, e.g. talk to the different groups of workers and ask what their
problems about the plant new implemented project are.

STRENGTHS

 They would know the real reason behind the problem encountered and they would
have an idea of what kind of strategy should be implemented.
 They would also know and find a solution about the problem, if they will know
the reasons why each worker doesn’t show commitment about the new project.

WEAKNESSES

 Time consuming.
 It would need a lot of efforts.

OPPORTUNITIES

 They will be close to the worker by knowing their problem.

 They have the rights to implements strategies on solving the plant productivity
and morale problem.

THREATS

 It would cost more money, because of changing the type of project they have.
 The workers, if they will never cooperate with them.
  Find/appoint someone who is a highly respected worker at the Lubbock plant that is
willing to be a leader of the different teams in the plant.

STRENGTHS

 They would have someone who is highly respected by the worker, which will
serve as the leader.
 The workers will listen to them through the help of the person who is appointed as
a leader.

WEAKNESSES

 There is a possibility that the person that they choose would not accept their offer.
 They would not find someone who is capable for the project.

OPPORTUNITIES

 They have the right to choose which worker is applicable for the role of being a
leader.
 They have the authority to command the leader that they choose.

THREATS

 The workers, if he/she is not willing to commit in the project.

 There selves, if they will lose hope in preceding their goals.

Recommendation
Find/appoint someone who is highly respected worker at the Lubbock plant that is willing
to be a leader of the different teams in the plant.

They need someone who worked at the plant that understands the problems of both brains
and brawn sides of the business. Like in the Wichita plant, Donald Peterson had worked over 39
years at Acme Company and have been encountered different kinds of problems between the
brains and brawns. And Peterson is one of the reasons why the implementation of the project of
Howard had been successful in Wichita plant, because the workers had trust and respect on him.
Peterson has an idea on how to deal with the workers because of the long career in the Wichita
plant. He also became a leader to the Wichita plant workers which make the work of Howard and
her team less efforts.

So, in the terms of Lubbock plant, Howard and her team need to find or appoint someone
who is capable to be a leader to the Lubbock plant. A strong leadership is needed in a certain
group or team in order to achieve their goals. So, because Howard doesn’t get their trust yet, he
needs someone to be his partner that is been highly respected and trusted by the workers.

Appendices

Definition of terms

Brains - are referred to the sophisticated technology, employing geologist, geophysicist, and
engineers.

Brawns – referred to the as skilled and semiskilled labor, which run the company’s underground
extracting operations.

Morale - the general level of confidence or optimism felt by a person or group of people,
especially as it affects discipline and motivation

Strategy - a carefully devised plan of action to achieve a goal, or the art of developing or
carrying out such a plan
Leader - somebody who guides or directs others
Photo Documentation of the case analysis group work