The case of workgroups in manufacturing operations

Article Abstract:

After many years of controversy and uncertainty, participative management and work design issues are becoming the focus of attention in the 1990s. There is ample evidence to suggest that the success of some foreign and domestic manufacturers may be attributed to the management of their human resources. This article discusses the trends that are encouraging the reassessment of the traditional and widely applied principles of job design, which makes the case for organizing manufacturing jobs into groups. Based on a normative model proposed by Hackman and on the workgroup activities in the United States, Japan, and Sweden, this article evaluates the feasibility of adopting groups in a manufacturing setting and identifies the potential obstacles to their adoption. Many of the conditions required for the success of groups can be created through deliberate managerial decisions. (Reprinted by permission of the publisher.)

Manufacturing industries, not elsewhere classified, Manufacturing industry, Manufacturing industries, Work groups, Teamwork (Workplace), Participatory management

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Employee relations issues for U.S. companies in Mexico

Article Abstract:

Low labor costs are a key attraction for companies seeking to establish or expand operations in Mexico. However, the realization of sustainable low costs while maintaining high quality requires managerial approaches adapted to the Mexican business environment. Companies doing business in Mexico need to understand the significant culturally based differences between U.S. and Mexican approaches to employee relations. This article examines employee relations in Mexico from the perspective of U.S. managers, identifies pivotal features of Mexican employee relations, and offers pragmatic guidelines for managing employee relations south of the border. (Reprinted by permission of the publisher.)

Foreign operations, International aspects, Mexico, Corporations, Labor relations, Foreign business enterprises

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Lessons from the best companies to work for

Article Abstract:

This compilation of selections from the book "The 100 Best Companies to Work for in America" indicates that progressive employee relations programs should: (1) make people feel part of a team; (2) encourage communication; (3) stress product and service quality; (4) utilize profit sharing as an incentive; and (5) seek to reduce distinctions in rank.

Employee rights, Work rules

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