Alvarez: A Case Study
I. Executive Summary
Alvarez, a mechanic in Canalven, has been with the company for 25 years and is five years away from retirement. He is good at his tasks and has a good understanding of the machineries, displayed by his ability to develop high quality machines for the plant use. He is very energetic and very proud of his job and his capabilities, so proud that he inscribes his name in bright yellow to every machine that he developed and assembled. This caught the attention of Stone, a young but experienced engineer who was new to the company and was assigned to supervise the skilled workers, including Alvarez. Alvarez did not believe in the leadership and abilities of Stone, who made mistakes and delays in
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Point of View
The group have adopted Pinto’s point of view given that he is the one tasked to make the decision concerning Alvarez.
V. Areas of Consideration A. Alvarez’s performance and past contributions to the company B. The existing policies of the company in relation to rewards and recognition for the workers C. The economic cost of the decision to the company D. The effect of the decision to Alvarez and to the other workers E. The effect of the decision to the integrity of the management F. The effect of the decision to the overall business’ productivity and competitiveness
VI. Analysis / Assumptions * Alvarez identifies himself with Canalven as evidenced by the length of time he has worked for the company. It is possible that Canalvens may be the reason he was working in Venezula instead of Columbia. The pride he felt in being so good at building and fixing machines also indicates that his work holds a big part of his identity, his personal definition of who he was. * Alvarez is a person with high narcissism, that is, he has a grandiose of his own importance and requires excessive admiration. He has a sense of entitlement and tends to be arrogant as portrayed in his reaction when a welder asked him if he was not afraid of being fired. He is often difficult to work with and may have a false sense of his effectiveness as manifested by his sustained grumbling. *
His careful language exemplifies a quasi-diplomatic approach in controlling his followers. Brunk also emphasizes that “many other jefes […] resented what Zapatista headquarters had become: the centralizing product of Zapata’s interaction with urban intellectual parties” (350). This internal struggle stemming different actor’s perspective on what was happening to Zapatismo provides a more nuanced look at a pivotal group in the Mexican Revolution.
Arnie describes Jose in many wonderful ways of his work. Jose is known as a very hard
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Jose has always had more than one job for long periods of time. His work ethic defines his sense of responsibility. Mr. Rodriguez is an Indigent Health Care Supervisor. He has a bachelors’ degree in social science. He mentioned in the initial assessment that he loves and cares for his children and wants to give them everything they will ever need. Jose’s father worked hard all his life and instilled appropriate manners and responsibilities and Jose and his siblings. Jose described his father as his best friend and life teacher that wanted the best for him and his family. Jose served a tour of duty in Panama and several missions in Iraq. His father supported his every decision and motivated him to move forward even when things looked difficult and hopeless. Jose stated that his father was always there for him no matter the situation. Jose mentioned that the best lessons his father instilled in him was to be a good and loving father. Jose’s life took a turn for the worst about a year
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The problem in the case is the poor corporate culture at Lazier Industries. Although the company is performing well, there is dissent amongst managers, VP’s and employees which is spreading rapidly. The underlying issue is Bob Lazier who has not done a good job demonstrating his vision for the company and implementing a corporate culture that complements this vision. Therefore, in this analysis it will be recommended that Bob implement not only performance metrics that measure employee satisfaction such as quarterly surveys but also implement rewards such as employee of the month in order to increase morale. Further, LI will look to invest in its employees in order to increase productivity in the long run.
This sense of self-importance and admiration plays an important role in the rest of the story leading up to the massacre, as Abelardo believes that the growing crowd is protesting on his behalf. This is clearly not the case as no one, not even his
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