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The case about capital of Nebraska electronic association is an anatomy case which describes management success in operating high efficient beau monde. Over the years, Lincoln could record a steady growth, satisfied thousands of guests, and financed with internally generated funds. 1 . How would you describe Lincoln flack to the organization and motivation of their employee? Lincoln had a lot of results control in the conjunction. The first gear thing to mention is that the phoner created a piece blend brass where the employees were give for producing more(prenominal) and more.Therefore, at that place were virtually workers on the factory floor ho had earned more than 45,000 in a single year. Other employees had the find to own their own ho gives and cars and they didnt get any debt. The company didnt reward just now for productivity, but they in want manner rewarded for high quality, cost reduction, and new ideas. The workers assured their work and both one of the m felt like a boss for him/herself. Moreover, the promotion and hiring for a new commerce give the current employees the opportunity to get innovational and usually they train the employee for a new ancestry to be qualified.They besides hire new people if the credit line contends special skills. Furthermore, the company used the open door policy where the employee problems can be perceive and solved. The managers were sharing the workers the like parking and dining room. The company top executive Gorge E. Willis knew at least 500 employees personally which satisfied the workers indigence to be recognized. 2. What role do you think this approach has play in Lincoln performance over the last 25 years? produce any another(prenominal) factors been more definitive? In fact, satisfying the workers had played a big role in Lincoln success.No matter of how bang-up the managers are, the work is completed by the workers, it was essential to motivate them to produce more products. As the company succeed in satisfying the employees, as they spontaneous to stay in the company and be more plenteous. That helped the company to mount their strategy perfectly produce more for lower cost. 3. What factors will be critical to Lincoln continued success? It is important to Lincoln company to guarantee the employee loyalty instead of counting on the paying system and giving bounces to them.In any snip that the company couldnt satisfy the financial needs for the workers, it will be the end for them. They should focus more on other types of honor. For example, the most productive employees can drive special parking, or quicker promotions. Also the company needs to hire supervisor for the employees. The company had a worker who was equal to(p) to manipulate the system and use the lunch break to finish some work with on hand while eating the lunch with the other one Furthermore, there should be some delegation of authorities in the company. He top executive managers ar e making even the miniatureest decisions in the company which may cause some obstacles for midpoint managers to take a quick necessary decision. 4. What recommendations would you make to Mr.. Willis? I believe Mr.. Willis should continue using the open doors policy and maintain the good relations with employees. In the same time he needs to give some authorities to middle managers to make the decisions they need to keep the work stream flows. He should also focus more on making the products delivered in the right time and fix the delay in delivery.The company strategy hasnt changed for a while, and it is important to make some critical changes in the company environment to draw and quarter more employees instead of making the company place the employee go to in order to have high wage only. Implementing new technologies that assure trim back the number of workers will be more efficient. Finally, he cant depend on the employees self observation only, but also needs to have clo se set(predicate) eye on them to determine how efficient they are. CASE-8 DIAGNOSTIC PRODUCTS CORPORATION 1 .Evaluate both the design of the EDP Performance Bonus broadcast for Us-based line of merchandise process engineers (Fees) as it currently exists and the way in which the program is macrocosm implemented. What changes would you suggest, if any? Explain The program were based on the Fees performance in six areas 1- cross training 2- PM completion 3- teamwork factor for MS 4- complete first visit 5- call back rate and 6- administrative functions. The current system is not affective in evaluating the employees because of many reasons. First, the employees have no complete control in some areas.For example, complete service events in the first day are not always come-at-able no matter of how hard the employee tries because of many factors that are not cerebrate to the employee abilities. Second, there were some problems raised after implementing the program such as some subse quent visits were not a call back. Therefore, the program readjusted to overwhelm some areas as exceptions. Finally, the evaluation is based on subjectively legal opinion which can be varying depending on the managers perspectives. Some receipts may be implemented to improve the whole program.For instance, as the managers realized that finish services in the first visit is not always possible, they need to count points for every employee who finished his part of the service in the first day. Regardless of the delay was caused by other factors. Another essential improvement is making the evaluation based on objectively Judgment quite than the managers opinions. It is important for the employees to know how they exactly evaluated. In that way they can guarantee that the personal problems will not affected their evaluations.Finally, as the system was use to assure the customers satisfaction, the company should focus more on their opinions of the customers services by hiring an emp loyee to provide them an evaluation form and take it back from them. For the customers who seek care via phone, the company can take their opinion after the service was provided by making the customer bush a number to evaluate the employee. 2. rather of using a results-control system like the Performance Bonus Program could EDP control its Us-based Fees effectively using only action and/or personnel/ cultural controls?If so, what would such a system look like? If not, why not? Explain. I believe that there were plenty of choices the company can use in order to achieve their goal. They can use action control to prevent employee from hiding the customers bad evaluation by hiring an employee whos responsible for giving customers the evaluation forms and take it back from them. With closer direction on the employee they will tend to perform better. Furthermore, in the case there was nothing about the companys effort to create a good work environment for the employee There were not cl oser relation between the employees and their managers.Even the rewarding program was not big enough to attract the employees attentions. There was not anything about giving them promotions or higher salaries for good work. 3. In answer the question posed below, assume the following hypothetical facts In February, Joe, a EDP FEES, was called to a large research laboratory in a small Midwestern US city to perform a repair Job on an Emulate 2000 instrument. Soon after he arrived, he told the laboratory client personnel that he thought he could complete the Job in 2 hours. However, he encountered some significant difficulties and the Job took 2 days.Harvey, the laboratory manager, was quite upset because the laboratory could not afford to have the instrument down for that long in such a plodding workload period. later the Job was completed, Joe invited Harvey out for a conciliatory dinner. After a few rounds of drinks, Joe explained why the repair Job had taken long than expected. Then he handed Harvey the EDP customer satisfaction quite a little form and asked him to be kind in completing it. The restaurant measurement for the two of them for the evening was $179. 80. Question How would you analyze the ethics of Joeys behavior?Joe has no ethics at all ( I know you will utter I am going so far here 0 ) He did not finish his Job in the right time. The Job needed about 2 hours to be done and he took 2 days He did not only cost the company property and time, but he also fail in satisfy the customer who was upset because of the work delay. Moreover, he invited the customer to conciliatory dinner and tried to manipulate the customer to get positive evaluation for his lousy work. The company should cover the outlays for this dinner to as a part of travel expense which mean they will pay 179. 80 for unnecessary dinner