Tuesday, January 21, 2020
Herman Miller. Essay examples -- essays research papers
Herman Miller: Role Model in Employee and Environmental Relations Case Summary and Questions for debate †¢Ã‚     The company had been a model for almost 70 years – until the 1990’s EMPLOYEE RELATIONS †¢Ã‚     Used as example of superb employee relations in business text books like o     A Passion for Excellence o     The 100 Best Companies to Work For in America †¢Ã‚     Interesting point of how the founder named the company after his father-in-law, giving honor to him who supported the business both in financial start-up and via family †¢Ã‚     The DuPree family maintained a paternalistic relationship with their employees †¢Ã‚     DuPree family brought their devout, faith influenced values to the company in various ways: o     Kind, gentle tones with employee communications o     Profit sharing and employee incentive programs (before they were popular) o     Participative management methods o     Silver parachutes for those who might lose their jobs o     Considered the employees as vice presidents o     Salary of top executives were not more that 20 times the average wage of the line worker o     Evaluations given to and by employees every six months †¢Ã‚     Results and evidence of Excellent Employee Relations include o     Loyal workforce o     Development and movement from within the company o     Gifted design teams o     Commitment to doing what was right (rather than what was best) ENVIRONMENTAL RELATIONS †¢Ã‚     Stopped using two species of trees for their rosewood signature piece â€Å"Eames chair†when it was discovered they came from vunerable rain forests †¢Ã‚     90% cut in trash hauled to landfills †¢Ã‚     Built $11 million waste-to-energy heating and cooling plant resulting in $750,000 annual savings in fuel and landfill costs †¢Ã‚     Ceased use of Styrofoam cups and distributed 5,000 mugs to compe... ... – most organizations were still very structured by hierarchy b.     Profit sharing incentives – gotta love that! c.     Opportunities for advancement d.     Allowing employees to feel valued and part of team e.     Job security 5.     Do these types of policies add to costs in an unacceptable level? – if these areas are benefiting the company enough, they can always find other efficient manners of cost-cutting and still producing quality! A few really good loyal workers with great benefits can get a lot more work done in less time than many who are out for themselves and really have not concern for the good of the company 6.     Were competitors too lean and mean? 7.     Was there a better way to handle the inevitable ‘letting go’ of some employees? 8.     Were there alternatives? – there are almost always alternatives a.     Cutting costs in other areas? b.     Increasing advertising? c.     Expanding market?
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