University Case Study: Matt Platt's Production Line Dilemma

This case study centers on Matt Platt, a newly appointed production line supervisor facing a complex dilemma involving his team leader, Evan Saunders, and other machine operators. Saunders, a highly productive and dedicated employee, is perceived as overworking, leading to concerns among colleagues about job security and unequal treatment. Platt must navigate this situation, balancing Saunders' contributions with the team's morale and concerns. The analysis explores the company's environment, key individuals involved, and the central problems of conflict, tension, and low morale. It proposes alternative solutions such as quarterly meetings, taking no action, or firing Saunders, along with their respective advantages and disadvantages. The recommended course of action involves direct communication with Saunders and the other employees to address concerns, promote open communication, and maintain a balanced work environment, ultimately aiming to resolve the conflict and enhance employee relations. The case study concludes by emphasizing the importance of clear communication and conflict resolution in maintaining a productive and harmonious workplace.

Running Head : MATT PLATT CASE STUDY

Matt Platt Case Study
Name of the Student
Name of the University
Author Note

Problem Statement
Since Saunders had been one of the most responsible and overworking employees of the
organization, he had become a favorite of Mat Platt hired as a production line supervisor. He
worked hard and Platt was stuck in a situation where he was forced to take some action against
Saunders because this was the situation where people like Smith could not tolerate Saunders
because they feared that he would reduce the number of employees and create extra work
pressure on every operator. Platt was under such a dilemma that he did not want to lose a worker
like Saunders and also so did not want to initiate detrimental consequences since the group of
Smith had told Platt that they would file a grievance against Platt and Saunders. There were
rising complaints against Saunders because Saunders intruded on the colleagues without their
consent. Platt was on the condition of finding a solution to deal with the complaints because
Saunders’ work ethics were likely to cause increased cutbacks. There were also criticism on the
favoring of Platt on Saunders and union grievance was to be taken place if no actions were taken.
In short, Platt has to make some decisions which would benefit each person, enhance the moral
of the workers and knowledge of when they should ask for help.
Recommendations
It can be recommended that flat should have a conversation with his favorite Saunders.
He should begin the conversation by complementing his work ethics and whatever he has done
for the company. He should then explain to him that he is liable to attend the meetings arranged
by unions because he could be missing little important information and also should take breaks
(Al-Rousan & Al-Kenani, 2018). He should then tell Saunders about other employees and how
he can leave impact on their mindsets. He should also get together with some other supervisors
in order to discuss who should be staying in the company and who should be laid off. When

there is a situation where Saunders can do the job of two people then there is no requirement of
having extra workers. The company profits can increase through cutting the workers. Platt
should also ensure that everyone attend the meetings properly and take breaks (Correa-Garcia,
Garcia-Benau & Garcia-Meca, 2018). He should also think about the overtime pay which will
motivate other employees to work overtime like Saunders.
Analysis
From the case study it is found that the company is currently having six machine
operators and one team leader. There is one team supervisor and operators cut down by two
members for which the work has increased for the remaining employees. Also Matt Platt has
been hired as the production line supervisor. He is also a recent University Graduate, is young
and inexperienced but extremely dedicated and hardworking. This is his first Management job
and completely relies on Saunders for knowledge and guidance.
Evan Saunders
Considerably Saunders had been in the plant for more than 29 years and has been serving
as a shift team leader in the last 3 years for the company. He has earned reputation as the most
hardworking and knowledgeable person in the entire plant and is extremely respected by the
staffs of management. The work ethics he has along with his willingness to do more for the
company is acknowledged and appreciated by the supervisors. He is the dream employee of any
employer and is the new favorite of Matt Platt.
Sam Smith
He is a person who doesn't like Saunders and becomes irritated when Saunders tries to
help him without his consent that his thinks to be an intrusion. He threats Platt that he would file
complaint to the union if he does not do anything with the activities of Saunders as he does not

attend important meetings of Union and does not take any break. He works in the company
flexibly without following schedule and takes break only when he wants to.
Some important facts about the company
There are three shifts and Platt has been assigned as the supervisor of C shift and
Saunders works on his own schedule leaves 30 minute early and some days an hour after shift.
The central problems are that two of the staffs have conflict which might lead to conflict between
other workers. There is a tension between the workers the supervisors and there is low morale
among workers. The employees consider that there should be an equal treatment and they are
equally worried about their security of job. The communication is also bad and equality is not
maintained because special treatment is provided to particular person.
Alternative solutions
As the first alternative solution it can be said that Platt should take quarterly meetings in
order to keep the communication transparent and keep the connection intact with each of the
employees. The advantage of this strategy is that there would be open discussions which would
improve and strengthen the relationships. There would be equality throughout the entire
workforce. As far as one disadvantage is concerned there will be more time spent on meetings
and less time spent on work (Tuttle et al., 2018). The second alternative solution is to take no
action. Taking no action will leave Saunders continue with his own work ethic and there will be
chance for more cut offs and save money. Also, the union grievance could also be fallen through.
The consequences is that people against Saunders would file Union grievance which would
decrease the group moral, increase the worker frustration and no solution to the problems will be
ultimately provided. Third alternative solution is that to fire Saunders. It will have better working
environment among the employees with more concentration or work then on conflict and there

will be decreased scope of more layoff (Mikkelsen & Clegg, 2018). As a consequence it can lead
to loss of some important employees and could increase the labor costs.
Implementation
Platt should definitely have a conversation with Saunders to make him understand that he
is liable to attend the union meetings being a part of the organization. Also, being a consistently
good worker he should take breaks, refresh his mind and conserve his energy for the long run.
He should also start the conversation by providing an overview about the seriousness of the
situation and how he might leave impact on the other employees by not following the company
schedules and going beyond the schedule (Meyers & Vallas, 2016). He will then talk to Smith
about Saunders that he would work as under the common ethics as other workers and not run on
his own schedule. Since communication is the key, the communication between both the parties
should be maintained by Platt in order to avoid any kind of conflict and retain the value of
employees having addressed the organizational needs (Kharadze & Gulua, 2018)..
Conclusion
The situation of the case was growing worse since Smith started to rally groups of people
who would support his stance. Platt as a supervisor of the C shift was being criticized by the
operators as blamed him treating people unequally. Further, the operators and the team leaders of
other shifts too starred expressing their concerns over the flexible working hours of Saunders,
doing overtime without pay as per his own choice. Platt tried to confront Saunders about the
situation and wanted to find out way of pleasing both the operator and Saunders at the same time.
In this paper, the some recommendation and alternative solution to the situation have been
provided along with the analysis of the solutions. The paper also has outlined the way Platt
should implement the strategy of clear communication and keep the plant away from conflict.