September 17, 2015

Mr. Cody Kaser

North Dakota State University
Minard 318
Fargo, ND 58102
Subject: Company Profiles for My Job Search
Dear Instructor Kaser:
After completing my job search, there were two companies which I wished to
apply for: AGCO and LORAM Maintenance of Way. Comparing companies, both are
international companies. Both operate out of the bounds of the United States, while
still being based here. The scale of their globalization is different, due to company
size, but they both are using the international business to expand their companys
and grow. Quite an important aspect of a company since it speaks to sustainability
in the future and improved sources of revenue.
One main difference I found is in the companys leadership. This difference
comes from the ability for individuals in the organization to move upwards and be
promoted. From my research, AGCO made this difficult and as a result, it was rarer
for this to occur. At Loram, there was a much larger opportunity to move around in
the organization and succeed managers and directors. Especially for myself, as a
leader, this is of utmost importance since it is a goal to be in a leadership position.
In tailoring my application materials, I would approach each of these
companies differently. With AGCO, I would be more inclined to approach them in a
formal and professional manner. Communication would be formal and direct,
showing professionalism. For my resume, I would illustrate my technical experience
and projects I have worked on. My cover letter would detail how my strengths would
be valuable in further development of high-tech and cutting edge production.
For Loram, since they are more casual and relaxed, I would approach them in
a friendlier way. I would initially tailor my resume to illustrate more of my
personable and leadership skills, in addition to my technical qualifications. They
appear to value the individual more, so I would also call to arrange a company tour
to see the facilities and to meet potential coworkers.

Sincerely,

Daniel Johnson

Enclosures (2)

AGCO Company Profile

Company Profiled: Allis-Gleaner Corporation (AGCO)
Position Applied For: The position Im looking at applying for is the Engineering
Tech Manufacturing Engineering 1 Job.
Company Website: http://www.agcocorp.com/
Company History: AGCO traces its roots back to a man by the name of Edward P.
Allis. In 1901, Allis Co. merged with Fraser and Chalmers to form Allis-Chalmers
Company. In 1985, the agricultural division of Allis-Chalmers was sold to KlcknerHumboldt-Deutz AG (KHD). KHD combined this with their Deutz Farm Equipment to
create Deutz-Allis Corp. Robert Ratliff financed a management buyout and renamed
Deutz-Allis to Allis-Gleaner Corporation (AGCO). More recently, AGCO has opened a
new manufacturing base in Changzhou, China as part of furthering globalization
efforts.
Type of Business: AGCO provides a wide range of agricultural products and
replacement parts for them. Of these products, most of them are agricultural
vehicles and machinery. Other products are power generators, agriculture
technology software, and other advanced technology like observation drones. AGCO
is a global company with manufacturing plants in China.
Business Objective: To provide innovation and advanced solutions for the
professional farmers feeding the world. Working to achieve profitable growth
through the highest quality customer service, products, commitment, and high-tech
innovations.
Brief Description of Position: The position entails working to direct the
manufacturing process on the floor level. This means creating operating procedures
and work instructions to direct how the work is to be done. Overall, this is a position
with a bit of motion, requiring both office and shop work to best execute production.
Introduction Narrative: There are a couple reasons why I wish to apply. The first
is a recommendation about AGCO from a previous co-worker. The second, is AGCOs
global expansion efforts. The main draw to applying is that agriculture equipment
and international business is unexplored territory for me. That makes the position
more interesting because Im able to expand my knowledge base.
Demographics: The position is located in Jackson, MN which has population of
slightly under 4000 people. As a whole the company has 20800 employees and the
Jackson location, called Intivity Center, has 1050 employees. Employee diversity at
Intivity is low as a result from few people wanting to work out in Jackson. The town
itself offers the respective feel and selection of attractions/stores of a small town.
Sources of Revenue: The majority of these sources comes from sales of their
main 5 brands to customers. Another major sector of revenue is their replacement

parts, done through their dealerships. A related source is their expanding Chinese
domestic market.
Whos Who: The CEO is Martin H. Richenhagen, he has been the President and
CEO since 2004. He has also been the chairman of the board since 2006. He also is
instrumental in the expansion of the company into the global market. The director
of Human Resources in the Americas is Eric Haggard, located in Atlanta, Georgia. To
note, the upper management has been in their positions for, on average, 10 years.
Core Values: Here are some of AGCOs most noteworthy values. Customer focus is
the first, stating that they will listen to the customer to provide products that
exceed expectations. Next, is on the symbiotic relationship of corporation to
dealerships and their commitment to furthering the profitability of dealers. For a few
values, they focus on their leadership. There are charges for their leaders to be
proactive, influence the rules, and for continuous leadership improvement. The last
noteworthy value is environmental care and protection.
Public vs. Actual Persona: On the outside, AGCO appears to have a strong
company model with modern innovations, and a global approach that will lead to a
successful future. From further research, this appears to be partially true. Coming
from their employees, there is a negative downward trend that suggests the
company is headed down a disadvantageous path. The associated reasons with this
are the upper management has disconnected with the employees and has
stagnated in their positions. Another aspect is promotion within the company is
rare. In regards to company values, those actions break three of their values related
to leadership. They also break the values of enhancing dealers, since they have
been closing local level dealerships. Lastly, they charge environmental care and
protection but no information is found supporting this. Overall, the company
appears to make many forward strides, but lets slip the achievements they have
already attained.
Communication Styles: For the overarching company, they are a formal company
in their communications. Everything is very to the T and precise. This mostly applies
to the upper echelon and the global aspect of the company. From calling the Jackson
location, the impression was slightly more relaxed, almost a business casual
environment.
Bibliography:
1. http://www.agcocorp.com/
2. http://go.galegroup.com/ps/retrieve.do?
isETOC=true&inPS=true&prodId=GVRL&userGroupName=farg12832&resultLi
stType=RELATED_DOCUMENT&contentSegment=9781414482224&docId=GA
LE|CX2733800014
3. https://www.facebook.com/AGCOcorp
4. http://investors.agcocorp.com/phoenix.zhtml?c=108419&p=irolnewsArticle&ID=2086506
5. http://www.agcocorp.com/about/values.html
6. http://www.agcocorp.com/about/executive-leadership.html
7. http://www.glassdoor.com/Overview/Working-at-AGCO-EI_IE2161.11,15.htm

8. http://www.mergentonline.com/companydetail.php?
compnumber=72282&pagetype=synopsis
9. http://www.mergentonline.com/companyexecutives.php?compnumber=72282
10.
http://www.intivitycenter.com/
11.
Phone call to Jackson, MN location, Intivity Center (888-434-2426).

LORAM Maintenance of Way Profile

Company Profiled: LORAM Maintenance of Way
Position Applying For: Manufacturing Project Engineer Intern
Company Website: http://www.loram.com/
Company History: Loram started out in 1954 as the Mannix International in
Canada. They became LORAM Maintenance of Way in 1974, and expanded their
product lines to produce most of the types of machines they produce today. In the
1980s, Loram became Americas leader in rail grinding and shoulder ballast
cleaning, which continues today.
Type of Business: Loram specializes in rail maintenance equipment. Specifically,
they design, assemble, and operate these rail maintenance machines.
Business Objective: To become the global leader in the railway infrastructure
market, and to provide innovation, high-tech equipment, and stellar customer
service. All of this done safely and consistently to better improve the maintenance
of way.
Brief Description of Position: The position entails working with the quality and
manufacturing department. Duties mostly include working to resolve manufacturing
issues in the shop. Doing this entails working to facilitate redline drawings (technical
drawing re-writes) and other solutions to solve the problems. For the most part, this
process is done though a morning meeting known as Material Review Board. This
meeting goes over non-conformances in the assembly procedures and materials,
and assigns quality and manufacturing engineers to resolve them.
Introductory Narrative: One of the reasons I would like this internship is the
company appears to be pleasantly progressive in how they treat their employees. To
be explained in a later section, there appears to be a lot of flexibility and perks to
working even as an hourly employee. Another big reason is the company has an
extremely interesting set of products. The rail maintenance market is seldom heard
of in the general population, and exposure to this business would provide a new and
unheard of experience.
Demographics: Loram has around 720 employees. The companys main
manufacturing plant is located in Hamel, MN, but their rail maintenance machines
operate over the entire USA. The diversity in the company is slightly stagnant. Due
to little exposure, the company doesnt always get the best of the best applicants.
What is nice is the range of experienced to inexperienced workers there.
Sources of Revenue: The largest source is leasing their equipment to the
railways of America and Canada. Most of this revenue comes from rail grinding.
They also sell their equipment to foreign railways, but this is a smaller market that
they are expanding in.
Whos Who: The President and CEO is Phil Homan. Employee reviews show only a
51% approval of him. Director of Human Resources is Annette Setterland-Villamil.
David Badger is the Director of Safety and Continuous Improvement and is the lead

over this internship. David focuses on continuous improvement through lean and 6sigma initiatives. He also appears to be quite engaging and fair with employees.
Core Values: Company values are, Integrity First, Customer Focus, Accountable for
Actions, Results Oriented, and Excellence in All We Do. The first is essentially being
honest and trustworthy. Second, paying attention to customer needs and finding
solutions for issues they may have. Third is being responsible with the work they do.
The fourth value entails driven for success and the company goals. The last value is
more forward looking, with an emphasis on the future and paying attention to the
little details.
Public vs. Actual Persona: Publicly, the company has little prominence. They
have a Facebook and LinkedIn, but Facebook hasnt been updated since 2011 and
LinkedIn has mostly information from their website. From further digging, and
employee reviews, the company has a relaxed office feel with a more casual
environment. They also have employee perks outside of regular compensation, like
employee social events monthly. This is the office though, and the field work is
apparently quite rough. Creates a contradiction in values, since office workers are
treated well but field employees are not.
Communication Styles: Communication with Loram is business casual at the
most. They have a very relaxed and casual way of communication. This appeared in
the employee reviews with a HR person from Loram responding to reviews. They
spoke in a very conversational manner and were personable. Interesting to say the
least, but for a company this size and this secluded from a public view, it makes
sense that they can operate with a less rigid and less formal environment.

Bibliography:
1. http://www.loram.com/
2. http://loram.dkssystems.net/about/
3. http://www.glassdoor.com/Overview/Working-at-LoramEI_IE345633.11,16.htm#
4. https://ev.linkedin.com/company/loram
5. https://www.linkedin.com/pub/david-p-badger/10/94a/673
6. https://www.linkedin.com/pub/annette-setterlund-villamil/11/293/b60?
trk=pub-pbmap
7. https://www.facebook.com/Loram-199449966777520/timeline/
8. Call to Mark Mckee, a Recruiter at the Hamel offices, 763-478-2594
9. Employment at LORAM from 5/18/2015 - 8/21/2015