Management & Leadership

  • PLC Part 7: Control System Design

    April 11, 2023

    For the past few summers in-between schooling I’ve been working for my Dads company Security Decorating. I’ve worked as a laborer, prep worker, and most recently assistant project supervisor. The main goal of the organization is to complete the best quality work, on time, and on budget while making a profit and maintaining a positive environment for employees and customers. Some of the main projects include industrial buildings, commercial properties, office spaces, outdoor features, and high quality finishing for all purposes. Additionally, the main tasks the organization must perform are estimating new projects, bidding new projects, communicating with general contractors on existing projects, and maintaining and expanding the company’s network.

    The first form of control is output control, which focuses in on measurable results. Within Security Decorating tasks like bidding for projects are measured by how many projects you’ve bided on, and how many you’ve successfully received. With reference to projects, things like how many baseboards can be sanded or finished in a week, how many door frames can be painted in an apartment building, or even the number of 5 gallon paint cans the shop must buy in a week. Lastly, regarding the organizations goals, we can measure customer satisfaction with surveys, personal reviews, and deficiency checklists. All of these examples appropriately fit into this category because they are all measurable and can provide results and feedback for the organization.

    The second form of control is behavioral control, which focuses on the actions of the employees. With this kind of control the organization can influence the actions the employees make, like for example a dress code where all painters must wear at least a white painters shirt. In addition to this, Security Decorating uses an app called ExakTime to prevent employees from adding extra minutes onto their day. Lastly, to prevent workplace issues certain employees typically don’t work with other employees because of past issues between each other. These are all strategies that the employer uses to manipulate the outcome that the employees behavior will have on the organization.

    The third and last form of control is Clan Control, which focuses on informally leading people towards the good of an organization. Examples like celebrating birthdays in the office with a lunch or cake make employees feel special. Other events like Monday morning safety meetings can make employees feel like their cared for, and happy because they get paid to sit around for an hour. These safety meetings directly affect the beliefs and values the employees have about their organization. Lastly, when the owner calls their employees to ask how a projects going and asks for their opinion on how they should move forward gives the employee a sense of belonging and the motivation to keep working hard. These seemingly small informal things an organization can do can really make an impact on the employees and push them to keep working towards the betterment of the organization.

    References:

    Edwards, J. (2014, September 12). Creating Organizational Control Systems. Pressbooks. https://opentextbc.ca/strategicmanagement/chapter/creating-organizational-control-systems/

  • PLC Part 6: Managing a Diverse Team

    April 4, 2023

    Video: The Stews. (2016, May 25). Deaf Employment and Discrimination ┃ ASL Stew [Video]. YouTube. https://www.youtube.com/watch?v=zuIMoR-n92k

    The video I chose to write about is from YouTube and is called Deaf Employment and Discrimination. The YouTube account is run by two deaf females, Jenna, and Jill, although Jenna is the only one in this video. They’ve posted many videos on lots of diverse topics but they prominently talk about deaf culture, accessibility, day in the life vlogs, and ASL (American Sign Language).

    One of the points Jenna makes in this video is the deaf community unemployment rate which is significantly higher than the average unemployment rate. Although this isn’t a barrier this is one of the symptoms of all the barriers deaf people face in the workplace. Some of these daily issues include, not being able to talk on the phone, and not being able to read lips on video conference calls. Additionally, seeing coworkers afraid to talk to you because they’re scared of the awkwardness of not being able to communicate with you is discouraging and sometimes makes deaf people not want to communicate with others either which can become isolating.

    Jenna also explains how applying and going for interviews can be very stressful and that’s where she feels discriminated against the most. Issues can come from deaf people who may require an interpreter because they must inform the interviewer of this beforehand and some people may not be aware of what that implies. It’s also possible for the interviewer to decline to offer an interpreter and instead proceed in writing back and forth. This may be preferred for some but is not ideal If sign language is the interviewee’s first language, instead having an interpreter there may make them feel more at ease. With this being said hiring an interpreter for the interview and even for the job position if you get it adds an extra step and expense for the company and that’s why deaf people sometimes feel as if they shouldn’t ask for one because it will make for another barrier in the process.

    This reaffirms Jenna’s idea that you have to show them you are qualified in other aspects like past experience, and technical skills, instead of them focusing on your communication limitations.

    Moving forward I’ll outline 6 strategies employers or workplaces can take to increase inclusiveness for deaf/Deaf employees along with the impact and support it will have on the employee to overcome some of the barriers they face.

    The first strategy an employer can take is to embrace new technology which can support Deaf people. Some technological supports could include text phones, voice recognition software, text relay, video relay, and captioning. This allows the deaf employee to communicate with colleagues better but also complete tasks more efficiently with the proper tools to understand online content.

    The second strategy a company can take is to communicate through Email more frequently. Using mass emails to send to all employees to keep staff in the know can create an easy way to make all employees feel included. Included within staff emails should also be an email regarding the new employee’s disability along with their preferred method of communication from the beginning. This and any other necessary information on proper etiquette in relation to communication gives employees an understanding of how they can properly interact with them.

    The next strategy a company can take is to offer an interpreter along with their position, and additionally speech to text reporters during important company meetings. Both of these tools are useful for deaf people to feel welcome and included in conversation but also ensure that they know what’s going on at all times.

    The fourth strategy a company can use is to make the interview process more accessible, inclusive, and non-discriminatory. To do this the employer can begin with their website making sure it’s inclusive, this could mean making sure any videos have captioning. Another step an employer can take is to ask if the interviewee needs an interpreter within the interview application. This shows that you’re thinking of Deaf people and takes down some of the stressful barriers within the interview process.

    Once a Deaf employee is hired the next step you can take is to implement staff training. One survey found that 56% of Deaf employees surveyed had experienced discrimination in the workplace due to being Deaf or hard of hearing (Stecko, 2023). Additionally, as mentioned previously, the biggest issues facing deaf people in the workplace are feeling isolated and discouraged because they can’t communicate with their colleagues. This is why staff training would be so important, some training could focus on creating an understanding of how to communicate in a deaf-friendly way, learning about barriers experienced by deaf people, and even an explanation and learning of basic American Sign Language. Additionally, this training would offer basic knowledge like being aware of where people stand during presentations, and even the position of their desk to allow this person to see and be seen

    Lastly, Employers can increase the number of visual aids in the workplace to help deaf employees navigate it better. This could include flashing lights in an emergency, visual signs for washrooms, water fountains, and other important rooms, and vibrating alarms synced to any audible alarms in case of emergencies. This would make daily tasks easier and less stressful for Deaf people.

    References:

    The Stews. (2016, May 25). Deaf Employment and Discrimination ┃ ASL Stew [Video]. YouTube. https://www.youtube.com/watch?v=zuIMoR-n92k

    Stecko, N. (2023, February 2). How to Support Deaf People at Work | Inclusive Employers. Inclusive Employers. https://www.inclusiveemployers.co.uk/blog/supporting-deaf-people-at-work/

    Coventry, R. (n.d.). 5 things HR staff can do to support Deaf or Hard of Hearing employees. https://blog.ai-media.tv/blog/5-things-hr-staff-can-do-to-support-deaf-employees

  • PLC part 5: Organizational Structure Design

    March 18, 2023

    Honda is a Japanese company that produces cars, motorcycles, and power equipment. Its headquarters are in Tokyo, Japan, and has been the largest motorcycle producer in the world since 1959. Additionally, Honda produces more than 14 million internal combustion engines annually, making it the largest producer in the world. This ranks Honda as the eighth-largest automaker worldwide in 2015. Although I have no direct relationship with the company I chose Honda because they are my favorite car brand and a technology leader in the industry. Honda’s mission statement is “supplying products of the highest quality, yet at a reasonable price for worldwide customer satisfaction”.

    Honda has undergone significant adjustments recently in order to meet its 2030 global vision. As the automotive industry enters a period of significant change, Honda’s vision for 2030 is to “keep being a business that meets and exceeds its customers’ expectations”. With this said, early in 2020, the firm undertook significant modifications to its organizational and operational structures in order to make progress toward its 2030 global vision targets. Honda changed from a collaborative structure where each division had full autonomy to one that was more cohesive and unified.

    Below we will Analyze the organization’s external environmental factors and explain which ones are currently having the biggest impact.

    Political: These impacts come from policies and regulations from governments around the world. Although there aren’t many positive political impacts, India’s reduction in corporate taxes and the upcoming development in African countries directly benefit Honda. Some political impacts that are negative include the changing tariffs on imports and exports between China and the US. Secondly, some governments across the world disagree with the use of individual vehicles through certain policies. And Lastly, the US and Canada’s gas-powered car sales ban will take place in 2030 and will affect all car manufacturers forcing them to invest more in electric research and development.

    Economic: Some economic factors that could have a great impact on Honda include India’s slow rise in income over the past years. Honda should control the pricing of the existing vehicles being sold there but also sell more 2-wheel products because India has a huge market for this. Other impacts include BREXIT which is affecting the currency exchange rates which affect the profitability Honda will have within those countries. Lastly, with the increased prices in fuel, Honda needs to combat this by changing their strategies towards fuel efficiency, hybrid cars, or fully electric cars.

    Social: Some social factors Honda can take advantage of is promoting their range of cars in Saudi Arabia. With new laws allowing women to drive, there is a gap in the market that they can fill. Additionally, Honda can notice countries that have high populations driving 2-wheel motor vehicles, and who are environmentally conscious because they may have an interest in electric scooters which Honda can provide

    Technological: These factors can have a big impact on the company, including an example in India where Honda launched their new scooter which has new leading technology and is fulfilling the needs of India’s market.

    Environmental: These factors may be obvious but include, the new trend of reducing carbon emissions and transforming Honda’s fleet into all-electric. Lastly, I think the biggest environmental issue is the current depletion of materials and the uncertain depletion of resources which will take place when we switch to electric vehicles.

    Legal: Other than environmental legal factors which can greatly affect the profitability of Honda. Other factors like the quality of products can have huge effects on the company too. An example of this can be taken from India where Honda had to recall 50,000 2-wheel vehicles because of their faulty brake issues.

    To examine the organization’s internal environment, we will use the first half of a SWOT analysis to uncover the strengths and weaknesses and explain what factors would have the biggest impact on the organizational structure.

    Strengths: A strength of Honda is its future vision and creation of new technologically innovative products, this will broaden the organizational structure and bring new departments into its organization. Additionally, Honda has a broad range of products, but with this comes different department heads for each division like motorcycles, power equipment, private jets, engines, and cars. If Honda wants to be successful within their huge range of products their organizational structure must be cohesive and work as one towards a common goal.

    Weaknesses: A weakness of Honda is its need for Higher Investment in research and development. Although Honda used to be a technological leader in combustion engine cars, Honda needs to make a larger investment in the new technology sector of battery electric cars. This will require the organization to come up with new products and ideas and will need to be properly managed within the organizational structure.

    In regard to Honda’s organizational structure, I think the recent move Honda made in 2020 from a decentralized organizational structure towards a more centralized, top-down structure was a great decision. With the world being everchanging and new trends coming out every month there’s so much for an organization to account for. With a centralized organizational structure, the company can avoid confusion by being unified and sticking towards a common goal to function more efficiently, and effectively. Additionally, in such a fast-paced world we need fast-paced decisions. With this style of organizational structure, the decision-making process occurs at one level of management, meaning decisions can be finalized, distributed, and implemented much faster than decisions that require input from multiple boards, department heads, and groups of people. The recent changes made to the organizational structure need time to prove themselves effective, which is why I wouldn’t change anything towards the organizational structure at this point.

    References:

    A. (2023, January 21). Honda SWOT Analysis 2023: A Fast-Paced Report! |. Ronique &Amp; Co LLC. https://swothub.com/honda-swot-analysis/

    Momin, A. (2023, January 17). Honda SWOT Analysis 2023: What Makes Honda Special? PESTLE Analysis. https://pestleanalysis.com/honda-swot-analysis/

    Organimi. (2021, October 26). Honda Organizational Structure [Interactive Chart] | Organimi. https://www.organimi.com/organizational-structures/honda/

    Team, M. S. (2019, October 29). Honda PESTLE Analysis. MBA Skool. https://www.mbaskool.com/pestle-analysis/companies/17980-honda.html

    Shastri, A. (2022, October 28). Detailed SWOT Analysis of Honda – 2023 Updated | IIDE. IIDE. https://iide.co/case-studies/swot-analysis-of-honda/

  • PLC Part 4: Applied Motivation

    March 13, 2023

    For the past 4 summers, I’ve worked for my dad’s painting company. This past summer I was lucky enough to be a part of a leadership role at 300 main street in the new tower being built. I took on the partnered role as assistant to site supervisor with my brother when he applied for the position for his co-op. My Dad thought it would be a good idea to let me join the positions and gain the knowledge my brother would have invadable gained from this role.

    The role as the assistant to the site supervisor had many tasks including, daily manpower counts, verifying deficiency lists, quality control checklists, material and equipment tracking, and progress reports to name some. The organizational goal we were to achieve was to make the site run more efficiently. By doing the little things we made it easier for our experienced painters to continue painting with fewer obstacles in the way.

    Motivation is made up of many factors and it influences what people do, how they do it, and how much effort they put into it. While working at security decorating for the past few summers I’ve come to know many of the employees and their specific behaviors. One takeaway I’ve learned is that most employees in trades prefer extrinsic motivation rather than intrinsic. A good way to motivate these employees would come from additional bonuses for site supervisors and employees who did an exceptional job if a job was finished early or under budget. In addition to this, I’ve noticed many employees value days off so every once in a while I would offer Fridays off if the week was productive or if the office was slow.

    Equity theory is all about perceived fairness, it is far from equality because, unlike equality which calls for equal opportunities, equity calls for equal outcomes. This means some will be given more opportunities than others because they are lower on the totem pole, although this is nice it isn’t true fairness. In a leadership role, I will use equality theory in the business structure to give and treat my employees equally. In addition to this, I do see some value in equity theory. I don’t think it should be implemented in the business structure but In certain situations as a leader I think it’s nice/necessary to give extra help to employees who may be struggling more than others. This can bring them the motivation they need that equality theory may have not provided

    Expectancy theory explains how motivation is directly influenced by the expectation that the job will have a positive outcome for the employee. Some important terms include instrumentality which refers to the belief that the employee will be rewarded for the completion of a goal. Valence which describes how much an employee wants the reward, and expectancy which is the belief that the employee can actually accomplish the goal. Working in the construction industry I’ve noticed that there’s a high level of Expectancy and valence. I will improve on my instrumentality as a leader in order to provide increased motivation, this will include being clear about what the reward is, how to achieve it, and how it will be allocated. In addition to this, I will be sure to give my team a valuable reward so they can trust the importance of their effort.

    Job rotation is a simple motivator that is often forgotten. If forgotten employees will get bored, and frustrated. This is a key motivator in the construction industry which I will use to give employees a break, pinpoint where employees work best, and further develop employee skills. Included in my tasks as the assistant to the site supervisor, when the normal tasks were done I was sanding or rolling walls. This happened often and after a full week of sanding, my body was sore and I didn’t have the motivation to come back in on Monday. When Monday came and my site supervisor told me I would be switching tasks it was a breath of fresh air and most definitely increased my motivation.

    Job enlargement is the next step I’d take in providing motivation to my employees. Job enlargement increases the amount of tasks that an employee performs, some advantages include skill development, career growth earning you a higher wage, and a sense of increased responsibility. Within the painting industry, there are so many tasks you can do whether it’s brushing, rolling, masking, taping, sanding, or spraying. In my first summer with the company, I was fascinated by the spray machine and really wanted to learn that skill. As a leader giving loyal employees the possibility to get excited to learn new skills will increase their efficiency and will be an overall asset to the company.

    Reinforcement theory sees behavior as environmentally controlled rather than internally controlled. This theory positively reinforces actions there in line with company goals in hopes that the employee will continually do them. In terms of using this in the workforce some employees may see this as belittling because they’re being treated like an animal, but if done correctly can be extremely positive for the company. Consistency is an easy way to describe this theory, when we consistently give favorable rewards to the employee we will consistently see positive actions and it keeps its course like a revolving circle. Including this in the ways I will motivate employee’s will increase my trustworthiness, and likeability, as well as my employees efficiency in relation to company objectives.

    The key to motivation is being able to understand your employee’s wants and needs. Maslow’s hierarchy of needs suggests after our basic physiological and security needs are met we then need to fill our social, esteem, and self-actualization needs. These needs include love, friendship, family, the desire to be respected and feel important, and the need to learn new skills and pursue life goals. The many tactics in this paper for motivating employees are all very helpful but seem situational. In general, as a leader, it is most important to meet Maslow’s hierarchy of needs because these are the most basic things we can do to bring fulfillment and motivation to our team members or employees.

  • PLC Part 3: Personal leadership Philosophy

    Leadership Philosophy’s describe how we want to lead and include our values, ethics, and behaviors to guide us in a certain direction and help us in our decision making. This philosophy is made up from our past experiences, and individual perspectives and is important to write down because it helps us stay consistent in terms of who we want to be as leaders. While writing it down is the first step, its encouraged to share your leadership philosophy with your employees so that they can understand what to expect from you, and what you expect from them.

    Leadership philosophy’s are not just an outline on how you’re going to behave in the workplace but they should be philosophical in a sense that there’s an overreaching goal that you want your employees to gain from your leadership. This over reaching goal is similar to a vision. Although leadership philosophy’s and vision and mission statements are not the same, they do go hand in hand. My Personal vision is to maintain balance and be present while leading my project team or bringing up my own company. This vision is important because its the end goal and all the actions I take should move towards this goal. Next, my mission is to learn where I can, to listen as often as I can, to apply what I’ve learnt, to teach to those who are listening, and to engage those who aren’t. This mission represents the actions I will take to move closer to my vision. Without a vision or mission in mind when creating your leadership philosophy your not moving towards a greater goal and your leadership along with your team becomes stagnant, or without a purpose.

    As a leader I will value communication enabling my team to ask questions, provide feedback, and exchange ideas. I will value honesty, because without it there’s no integrity and no trust which leads to an unhealthy environment. I will value a hard work ethic, meaning everyone has off days but when its time to work, we work. I will value community, including the surrounding community I work in and the community we will create within the team. Lastly, I will value fun, this wont take away from the hard work ethic my team will aspire to have but will be an asset in terms of bringing laughter, friendships, increased productivity, and balance to the workplace.

    A necessary disclaimer to point out within leadership is that leaders may have a more preferred or more natural style which may show in everyday activities but styles are situational and can change depending on the task. With this said my beliefs as a leader are as follows. I believe in respect, and that it must be showed even if it hasn’t been earned or deserved. I believe in courage, and i’d hope my employees use this to stand up against wrongdoings. I believe in learning from mistakes, mistakes are fine to make but must be learned from. I believe in investing in others, whether that’s through training and development, annual raises, or being a mentor. Lastly, I believe in honoring trust, this means if an employee shares personal information, or something vulnerable I will respect the wishes of the employee on what to do with the information.

    Putting good behaviors to practice as a leader is important because people tend to follow by example. As a leader I would be open minded to, thoughts, change, and creativity. I would use self awareness as to not damage relationships. Next, I would use a coaching mindset to help my employees improve by providing feedback and praise when earned. Additionally I will be an active listener who allows employees to feel heard and understood. Lastly, I will be a solution orientated leader meaning I will view challenges as an opportunity for solutions instead of just a challenge.

    Everyone has different ideas on why they come to work. Most people come to work for money, but there are other motivations like independence, friendship, knowledge, or structure/routine. All workplaces are different and not all workplaces are a good fit for everyone no matter how good your leader is. The most important thing about work is finding a job you love because we spend almost half our lives working. Most people don’t have the luxury of this so the next most important thing is to find a place where you love to be. This is why an organizations company culture is so important. Leaders must find a group of like minded people in terms of values, beliefs, and behaviors who thrive in the hands of your leadership. Once you’ve found these people, don’t let them go.

  • PLC Part 3: Leaders Characteristics

    March 1, 2023

    Jordan B. Peterson is a fellow Canadian with a background in psychology where he once used his expertise to lecture young minds but is now more well know as an author and media commentator on platforms like YouTube, and the Daily Wire. Jordan Peterson is an intelligent man and excellent public speaker. He has the ability to formulate and articulate words into such convincing sentences which is why his following has grown exponentially in a time where political differences regarding opinions, thought and speech are polarized.

    12 Rules for Life: An Antidote to Chaos is a book written by Peterson, which in short provides life advice through psychology, ethical principles, and religion. Peterson is such an inspiration, motivation, and role model to me because of his core values and beliefs. Jordan’s thoughts are rooted in moral values, and never go without a logical explanation. I think, in todays society where politicians are constantly lying, all sides of mainstream media are biased, and peoples political views are either right or wrong with no in between. This creates a place where personal opinion and thought aren’t recognized and explanations for beliefs are rarely given. Petersons bravery to stand up and peacefully teach his followers what he perceives to be the truth even if it goes against the grain is just what I think the world needs.

    Syd Barrett is an English singer-songwriter who co founded Pink Floyd. Generally one of the first steps of becoming a leader if the role isn’t already assumed is taking the initial step to do what you want and what you believe in. In this case it was Syd taking the initiative to start the group and the legacy that came from it. Although this is only one aspect of leading, Syd lead the band in many ways including being the songwriter for their hit debut and many singles. Syd was also the lead guitarist at the time which together built the framework for the new style of music they were creating.

    The formation of the group and Syds genius laid the roots for 2 major music movements including psychedelic space-rock and blues-based progressive rock. Although Syd was eventually kicked out of the group for his mental illness and drug abuse, I still think he’s an admirable leader. Not all leaders can be excellent at everything which Syd shows us by getting kicked out of the group but its his drive and passion that I think is most admirable from a leadership standpoint. Once your gone its the people you’ve impacted and the things you’ve done that will be remembered. I think Syd achieved his greatness as a leader by creating something so unique generations after can still enjoy and try to follow in his footsteps.

    Arnold Schwarzenegger is my biggest role model and an admirable leader which I look up to daily. Arnold is considered one of, if not the greatest to ever compete in bodybuilding but he also set the pace for Bodybuilding and is the most prominent figure in its history. When we talk about the difference between managing and leading we establish that leaders don’t have to be managers and commonly aren’t but they take on roles like influencing, bringing change, and directing the people towards a bigger vision. Arnold did this as a training partner in the 60’s and continues to lead today through his legacy and old tapes.

    Arnold and Frank Zane were training partners throughout a good part of his career. They were glamorized for their physiques but also the things they did. Arnold and Frank would do their cardio together which is one of the most important parts of conditioning and being healthy. Cardio was also often overlooked because it didn’t grow the muscles that people sought after. Arnold would also train with many of his friends and competitors and celebrate by going out and having a healthy meal together. Arnold was much more than just his physique and gave the world of bodybuilding a standard to live up to and a way of life that was more sustainable.

    Throughout the last year of training at public gyms I’ve met some of the nicest people and can see the impact Arnold left on the community of likeminded people. While Arnold has transformed the community into something special we’ve seen a increase in some areas such as the abuse of Performance enhancing drugs. Arnold was also apart of steroid use but him and his competitors took smaller amounts and for shorter periods of time. Contrary to some of todays bodybuilders Arnold lived a cleaner lifestyle which promoted the basics within diet and training and overall health.

  • PLC Part 2: Decision Making

    February 4, 2023

    Introduction & Problem Identification:

    The case I choose includes 4 characters with the theme of corporate social responsibility and is called “Safety? What Safety?”. The four characters include Bob, who’s president, John, a chemical engineer, Henry, the controller, and Kirk, the assistant controller who plays the protagonist in this story.

    Kirk who is considered a smart employee has been being groomed to rank up and take over the controller position. Being a good employee at the company upper management has started including him in major company functions including the monthly financial statement summary which he was asked to attend.

    Within this meeting talk about opening a new manufacturing plant and the cost per unit of the chemical products had begun. Bob and John then enlightened the group on the waste treatment and disposal problems that may arise from this. John went on to say that the current waste facilities would not be adequate for this new plant and wouldn’t meet the industry’s high standards but would pass the federal standards. If the company were to add the additional waste facilities it would raise the cost per unit. The dilemma is the decision between making more profit or damaging the environment. One last point which was brought up was environmentalist pressuring improvements in regulations at a federal level. Even with this Bob decided for the company the new manufacturing plant would open and the company would not spend anymore money in waste facilities because there closets competitor isn’t even up to par with their current waste facilities. The majority of the managers agreed with this and Kirk was left speechless.

    Decision Criteria:

    Environment 10/10: If the new manufacturing plant has any chemical leakage it could be detrimental for the ecosystems and environment around it. Additionally, we don’t know the plan of action from the company in terms of what will happen to the excess of chemical products which need to go into proper waste facilities. This is very dangerous because they could be dumping this anywhere, most likely not where people live which means it would harm an ecosystem full of wild life.

    Profit 10/10: Shareholders, managers, and certain stakeholders like investors want to squeeze as much money into their pockets as they can even if the chances of ruining the environment are foreseeable. The amount of people who will benefit from this are most likely greater than the people who might be negatively affected by this. Adding a waste treatment plant would raise the cost per unit and decrease profits. Although with time, the edition of the new manufacturing plant may allow the company to reach economies of scale which means the cost per unit actually decreases returning more profit to the business.

    Risk 10/10: With improper waste disposal or chemical leaks the surrounding community which could include family’s and kids would be affected by the contaminated material. Additionally if an accident were to happen, the lawsuit and damages could cost more than the waste facility itself. Lastly, if regulations change and the government comes to check for inspections they will see the lack of waste facilities that were required for the manufacturing plants for the time period prior to the increase in regulations.

    Convenience 6/10: If the waste facilities were built, when federal regulations are raised the company wont have to be pressured into building the facilities immediately. This is convenient for the company because there playing a guessing game as to if they’ll have the money when the regulations change instead of getting ahead of the game while they can.

    Generate Alternatives:

    1. The first alternative is to build the additional waste management facility to abide by industry regulations even if it costs more.
    2. The second alternative is to move the manufacturing plants to a different country or region with lower or no regulations at all.
    3. The third alternative is to find a more environmentally friendly plating process. This could mean using existing technology or creating new technology to plate the products.

    Evaluate Alternatives:

    Alternative #1: With this alternative the environment is positively impacted because it lowers the risk of waste leakage, although it requires the company to build a new facility. Secondly, profit is negatively impacted because its costly to build a new facility. Additionally, the risk involved is low because it meets industry and federal standards but ill require the company to take out an additional loan affecting profits. Lastly, the convenience of this alternative comes with not having to change much while also abiding by federal regulations incase they increase.

    Alternative #2: With this alternative the environment will be destroyed by dumping chemical products because of the lack of regulations and standards in the new country. Secondly, profit will increase because manufacturing plants will cost less to build, there will be no need for waste facilities to be built, and labor costs are cheaper. This will lower unit costs and increase profit. Additionally, the risk of this alternative comes with not being able to sell your current plant or the time and money it will take to transfer your knowledge and technology. Lastly, this alternative is the least convenient because it requires you to sell you plant, find a new country, make connections with new suppliers abroad, and methods of exporting products back to the home country.

    Alternative #3: With this alternative the environment will be positively impacted because the use of new technology and a environmentally friendly plating process. Secondly, profit may decrease with the additional costs of finding or buying the new technology as well as implementing it in the manufacturing process. Additionally, the risk of this alternative is pretty low because it doesn’t negatively affect the environment nor will the costs be excessive. Lastly, the convenience of this alternative comes with not having to use waste facilities anymore, while on the other hand requires you to change your business processes.

    Select the Best Alternative: 

    The best alternative for this company is to use or create new technology within their plating process. This is the best alternative because it has very little impact on the environment, it wont cost a lot to develop, the overall risk is low, and it will end up being convenient for the company.

  • PLC Part 1: Planning

    January 26, 2023

    Vision: My Vision is to maintain balance and be present while leading my project team or bringing up my own company.

    Mission: My mission is to learn where I can, to listen as often as I can, to apply what I’ve learnt, to teach to those who are listening, and to engage those who aren’t.

    1 Year goal: To cut my current weight within an estimated 13 month phase while adding cardio to my training and maintaining a 200 calorie deficit until I feel like I’ve achieved what I set out.

    5 year goal: To find a fitting company within the trades sector of project management and to gain knowledge in all aspects of the company within the next 5 years.

    10 Year goal: To have gained the knowledge to create a product or own a successful business and move the business venture in an upward financial direction.

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