In today’s operational management arena, there are certain expectations from a managerial aspect that must be met in order to be successful. A comprehensive look at the Space Age Furniture Company will show exactly what the Materials Requirement Planning (MRP) calculations are for this company at present time and then take the information given in order to properly suggest ways to improve the sub-assemblies. In addition, there will be an analysis on the trade-offs between the overtime and inventory costs. A calculation will be made on the new MRP that will improve the base MRP. This paper will also compare and contrast the types of production processing to include the job shop, batch, repetitive, or continuous, and determine which the primary mode of operation should be and exactly why. A detailed description on how management can keep track of the job status and location during production will also be addressed. Finally, there will be a recommendation on they type of changes that need to occur that will be beneficial to the company and at the same time add value to the customer. This paper will conclude with summary of the major points.
Overview
This company manufactures tables and cabinets to hold microwave ovens and portable televisions. Looking at the data, it is apparent that there are ways to make this company more efficient in their manufacturing processes while looking at the overtime hours involved in the operations. Most of this companies products follow the very same assembly and production lines with the difference being that the Saturn microwave stand and the Gemini TV stand both contain a part refered to as 3079 which requires a special lathe in the production phase. This lathe requires a highly train...
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Vonderembse, M.A. & White, G. P. (2013). Operations Management. San Diego, Ca: Bridgepoint Education, Inc.
In this essay, the author
Explains that in today's operational management arena, there are certain expectations from a managerial aspect that must be met in order to be successful.
Explains that it costs $0.25 per week to hold any of these parts over and the cost of holding each subassembly in inventory is $0.75 per unit.
Opines that if there were a fixed production, utilizing smoothed production operations would look like:
Explains that when comparing overtime costs versus inventory costs, there has to be a comparison of the normal hours worked with the overtime wages earned and then compare those to the storage costs.
Describes the regular hours and overtime hours, the overtime rate, and the total wages.
Argues that maintaining a minimum inventory of part 3079, which is the bottleneck, would be the least expensive option when comparing overtime and the cost of holding inventory.
Explains that there are two costs associated with holding inventory: financial and physical holding costs. traditional inventory models capture the trade-off between inventory holding and equipment setup costs, but fail to consider periodic fixed costs and regular-time production capacity constraints.
Explains that space age furniture is a repetitive production processing facility based on routine schedules in high production volumes. lack of detailed schedule for manufacturing operations may cause difficulties in material requirements planning and may affect the production itself.
Explains that many production systems, including mrp, use a schedule "push" approach to move materials through the processing operation. when an order is placed, the product is pushed from one work center to another according to that schedule.
Analyzes the case study of the space age furniture company. they analyze the materials requirement planning (mrp) calculations for the company and suggest ways to improve the sub-assemblies.
Explains that the space age company manufactures tables and cabinets to hold microwave ovens and portable televisions. the company uses the mrp system to reduce inventory and improve on-time delivery numbers.
Explains how electronic data interchange (edi) connects the databases of different companies. mrp allows companies to place orders for goods and materials to arrive as they are needed to meet the projections of the master schedule.
Illustrates how a fixed smooth production operation can be used to improve the space cost of each unit.
Explains that new mrp will prioritize the requirements throughout the production process in a more efficient level.
Recommends dynamic tool requirement planning (dtrp) and adaptive choice modeling (acm) to improve the company's operations.
Cites alfieri, tolio, and urgo's project scheduling approach to production and material requirement planning in manufacturing-to-order environments.
Kinicki, A., & Williams, B. K. (2011). Management: A practical introduction (5th ed.). New York, NY: McGraw-Hill Irwin.
In this essay, the author
Explains that motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work.
Explains that there are numerous motivational theories that attempt to explain how motivation works, but the challenge is applying them to actual situations or individuals.
Explains that compensation based solely on commissions does not address other motivational factors that will motivate sales staff to peak performance.
Explains how a successful motivational program recognizes these factors and combines awards, recognition, and peer pressure. this is consistent with the erg theory developed by clayton alderfer.
Explains victor vroom's expectancy theory, which suggests people are motivated by two things: how much they want something, and how likely they think they are to get it.
Explains that motivational theories can be divided into two groups: external rewards and enforcements and internal factors. maslow's hierarchy of needs theory illustrates employee needs beyond a paycheck.
Explains that human resource management experts believe adequate base pay is essential to retaining employees and basic staff motivation, but it doesn't motivate in the long term.
Analyzes how solange de santis' story refutes the stereotypical view of factory workers. they were dedicated, hard-working, highly skilled, and creative, but were locked in a tight battle between management and unions.
Explains how american airlines discovered what can happen when they allowed production workers some creativity. they rigged up old machine parts and built "thumping ralph", a drill-bit sharpener.
Explains that the brazilian company semco has a large proportion of blue collar workers. they give their workers an unusually large degree of freedom and responsibility, including letting them plan production, set their own work hours, and choose the sites and designs for the factories.
Explains that employee motivation is not an absolute science and no single motivational theory will work for all employees.
Cites bizhelp24's article, "the art of motivating salespeople." the article is available at www.johnboe.com.
Describes compensation today's different types of motivation theories, citing kinicki, williams, and kjeralf.
Reid, Sanders. "Process Selection" and "Capacity Planning and Facility Location." Operations Management (A Student Companion). 2004. April 15, 2005. .
In this essay, the author
Describes how ford motors experimented with winches and ropes to pull the chassis down a line while the assemblers stood in one place with their parts piles.
Explains that bmw's efficient assembly line production system conforms with the manufacturing principle of simplifying operations into standardized flows to achieve optimum results.
Explains that bmw's newly-opened manufacturing plant in leipzig, germany boasts a high-tech assembly line that transports the chassis from one production station to another with speed and ease.
Explains how the bmw plant's automotive assembly line produces the x5 sav and z4 roadster.
Explains that product design has a huge impact on the manufacturing system performance. bmw's unique prototyping system helps boost productivity by reducing the amount of vehicle re-work needed.
Analyzes boston's "off the dole and on the assembly line." business week website october 4, 2004, issue 3902.
Robbins, S. P., Decenzo, D. A., & Coulter. M. (2013). Fundamentals of Management (8th ed.). Upper Saddle River, NJ: Pearson.
In this essay, the author
Opines that leaders of today must be a leader that influences their employee to maximize their performance. the relationship between managers and employees has changed over the last few decades.
Explains that real leadership is about transforming the system. leadership is being able to stand up to the norms and take a stand.
Explains the leader-member (lmx) theory that there are specific groups that are the favorites of a leader and are considered, an ‘in-group’.
Explains that charismatic leaders have five characteristics that dive this: they have a vision, are risk takers, and are sensitivity to the environmental obstacles and their team member’s needs or their traits that are unique. staff want to perform so that they are recognized as outstanding performers.
Explains the importance of body language and eye contact when a leader is charismatic, and why employees respond to this type of leadership.
Explains that visionary leaders are excellent at communicating the company vision for the future. their communication style is so effective that they instill enthusiasm to their staff.
Opines visionary leaders must be able to envision an outcome and think about the best solution, not just carry out the prior vision.
Explains charismatic and visionary leaders build trust within their teams. they are authentic and empower employees by gathering input and valuing the team's knowledge.
Opines that companies need to act and react quickly in making decisions. asking teams input and getting their expertise on the items they are the most knowledgeable only increases the speed of the company.
Opines that visionary leaders of today and the future need to be flexible enough to adjust their leadership qualities to manage and influence in different cultures.
Carpenter, M., Bauer, T., Erodogan, B., & Short, J. (2013). Principles of management. (2nd ed.).
In this essay, the author
Explains that employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication. justice can be defined as a person receiving what they feel they are entitled to.
Explains the equity theory and how managers can use this to motivate employees by awarding their hard work.
Explains that people can make exceptions to the "input-to-output" ratio if they feel that the referent is deserving of higher inputs. the challenge to this formula is that everyone has a different viewpoint on the same situation.
Explains that employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication, in a word they seek justice.
Opines that a manager's responsibility is to balance the constant chaos that is tied to the matter of justice within the workplace.
Explains the reinforcement theory, which goes into detail about the consequences that follow an action within the workplace.
Explains how the job is designed, what it entails, and how specialized is the position. rotation is most likely to appeal to people who do not want the same routine day after day.
Explains that goal setting is an important tool for managers because it motivates employees to achieve their goals. however, goals can also have a downside.
Explains that every employee is placed in various circumstances that will influence their motivation. self-appraisal evaluations help employers assess what are some positives and negatives of meetings.
Cites carpenter, bauer, erodogan, & short, j. principles of management.
Robbins, S. P., Decenzo, D. A., & Coulter. M. (2013). Fundamentals of Management (8th ed.). Upper Saddle River, NJ: Pearson.
In this essay, the author
Explains that teamwork in business today is fundamental. there are four segments to an effective team: resources, leadership and structure, trust, performance and reward.
Explains that education and having a mentor were very important for jim in his career growth.
Opines that jim's recommendation for career growth is to continue to work toward and finish his education. he also feels that seeking a mentor is always helpful.
Explains that management fundamentals are an interesting topic as it covers a wide range of business basics. jim goddard is ceo and president of 9healthfair, which provides free health screenings around the state of colorado.
Explains that leaders are necessary to help businesses achieve their goals. they state that jim goddard's traits include intelligence, drive, job knowledge, self-confidence, and extraversion.
Explains how jim's communication style is based on the person he is speaking with. he uses mbwa or management by walking around daily as an informal communication tool to get to know his staff.
Explains that jim believes in the mcclelland three-needs theory, which states that people are motivated by a need for achievement, power, and affiliation.
Explains that jim makes decisions by gathering information from all the appropriate people and involves his managers to get as much data as possible.
Explains that organizational culture is an unspoken way of life within the walls of a company. jim wanted to set the tone for the company once he joined.
Explains that corporate strategy and structure are closely linked, and that ibm is an example of a rigid hierarchy that didn't adapt to rapid changes.
Explains how jim has experienced subtle things in managing, such as managing people and managing a diverse board of directors.
Explains battilana, casciaro, robbins, decenzo, and coulter's fundamentals of management.
Kinicki A. & Williams, B. (2013). Management: A Practical Introduction, 6th edition. New York, NY. McGraw-Hill Companies, Inc.
In this essay, the author
Opines that the majority of managers are able to help them find what they are looking for, by using their technical knowledge, but it doesn't take them long to figure out when a manager doesn’t know much about their department.
2. Kinicki, Angelo, Williams, Brian Management, a practical introduction, Second Edition. New York, New York, McGraw-Hill 2006/2003
In this essay, the author
Explains leadership is the ability to influence employees to voluntarily pursue organizational goals. leadership is a relationship between the leader and their subordinates that makes management successful.
Concludes that managing and leading are two different ways to organize people. although many leaders have a charismatic style to some extent, this does not require loud personality.
Explains kinicki, angelo, williams, brian management, a practical introduction, second edition.
Explains kinicki, angelo, williams, brian management, a practical introduction, second edition.
Explains that management and leadership are two different concepts. management is a theory and way of doing business.
Span and Control – This element pertains to such issues as the number of subordinates under the direct supervision of a manager. It is extremely important to take into consideration a larger pool of subordinates can equate to efficient cost, but to...
In this essay, the author
Explains organizational culture as a reflective view of the inner workings of an organization. organizational structure establishes the manner in which power and roles are coordinated and controlled amongst the varying levels of management.
Defines work specialization as the level in which duties are subdivided into distinct jobs within the organization taking into account efficiency gains and efficiency losses.
Explains departmentalization as the foundation for determining how jobs will be grouped, which can include function, process, geography, product, or customer.
Explains the chain of command, which establishes the level of authority from the bottom to the top within the organization.
Explains that a large pool of subordinates can equate to efficient cost, but too large results in performance issues.
Explains that centralization and decentralization refer to the process in which decision-making is limited.
Explains that robbins, s. p., and coulter, m. (2014). management (12th ed.). retrieved from: colorado technical university ebook collection database.
Analyzes the structure of amazon's organizational structure, starting with work specialization and departmentalization.
Cites blandino, s., and deutschman, a. on amazon’s culture: how to shape an enduring organizational culture.
Slack, N., Chambers, S., & Johnston R. (2007). Operations Management. Upper Saddle River, NJ: Pearson Prentice Hall. Retrieved on February 06, 2014 from SMC Learning Resources
In this essay, the author
Explains that 28 units per hour = 250’000 units/year / 365 days/ 24 hours per day.
Opines that staff should be encouraged to restore tps basic principles and take advantage of jidoka and kaizen tools to fully address the problem. following jit principle should reduce inventory costs and ensure efficient manufacturing outcome.
Explains that toyota's production system is a legendary sylphlike philosophical concept of lean production.
Explains toyota's georgetown facility is 7.5 million sq. ft., the largest plant outside of japan. since 2006, about 500'000 are produced annually.
Asks doug friesen, what would he do to address the "seat problem"? where would you focus your attention and solution efforts?
Opines that doug should analyze the problem on supplier's side. proximity and supplier-manufacturer friendly relationship might allow tmmk representatives to inspect manufacturing and quality control processes at kfs.
Explains that the andon pulls report shows the difference between shifts. offline cars in the overflow area kept for three days without action created excessive inventory.
Cites adler, goldoftas, & levine, d. i.'s case study of model changeovers in the toyota production system.
Stephen P. Robbins and David A.Decenzo, Fundamentals of management: essential concepts and applications (USA: pearson prentice hall, 2003), PP.13-14.
In this essay, the author
Opines that effective managers must be effective in conceptual, interpersonal, technical, and political skills.
Explains that political skills are related to the ability to enhance one's position, build a power base, and establish the right connection. effective managers must be prestigious so that subordinates listen to and do the job more efficiently.
Explains clive t. goodworth's how to be a super-effective manager-a guide to people management.
Explains that john p. kotter, the general managers (the free press, a division of macmillan publishing co., inc, 1982).
Explains richard e.boyatzis' the competent manager: a model for effective performance.
Explains stephen p. robbins and david a.decenzo's fundamentals of management: essential concepts and applications.
Explains robbins' definition of managers as those who oversee the activities of other people with the purpose of accomplishing organizational goals.
Explains that conceptual skills are mental ability to analyze and diagnose complex situations. they help managers see how things fit together and facilitate making good decisions.
Explains mary parker follett's definition of managers as "getting things done by other people." without good interpersonal skills, managers are not able to pass their thoughts to subordinates.
Explains that managers have more specific technical skills than normal workers. this could be integrated skills that could enable managers to control the whole organization, or specific skill applied within a certain area of the organization.
Opines that managers should also have the following basic personalities in order to be effective: emotionally stable, optimistic, liked achievement, ambitious, above average intelligence.
Explains that a manager's competence cannot be understood by looking at one of their competencies out of context of his or her other competencies.