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Team Project

Case Study #4: Working Hours


The Rotating Shift.

Created by: Jamison Creekmore and Holly Scallions

Salt Lake Community College, Communication 1010, (Section), April 3rd 2016

Table of Contents:

Title
Table

1
2
3
4-5
6-10
11
12

Page
of Contents
Executive summary
Project Description
Methods
Conclusion
Works Cited

Executive Summary
This is a summary of team 1s problem solving process for the Group communication project.
This communication project required our team to use the reflective thinking sequences to resolve
our teams issue. The issue that Team one was tasked with solving was a scheduling conflict
concerning 15 coworkers needing to find a schedule that works for everyone, resolving the issue
on their own without assistance from mangers or supervisors.

Group one used the reflective-thinking sequence to assist in finding a situation that was workable
and fair to all those involved. We worked together to define and analyze the issue and then we
established criteria for finding a working solution to the issue. Group one brain stormed for
potential solutions to the issue, analyzed all solutions. Came to a conclusion on a specific
solution. Set up a working plan to implement the solution chose.

Team ones solution is to create a rotating shift between the three shifts available as to make the
situation as fair to all employees. This solution offers the most open-minded and fair decision to
all employees. This solution runs the risk of possible attrition and dismay of employees. This
solution also provides a very fair way of scheduling and allow the employees to understand that
no one will be given special treatment based off of school or family life.

Project Description:
Our group chose Case Study #4: Working hours. For this case study we had fifteen coworkers to work certain shifts in the company. We needed five people to work four hour shifts.
The shifts were: Morning, Afternoon, and Evening. The problem that came about from this was
we had 6 employees who were married and were refusing to work the evening shift. Claiming
that they need that time to be home with their spouses and that matters more than what the single
people need. The single employees want the evening shift off in order to socialize with friends
and meet people.
Our Solution was one of the first ideas mentioned. It seems to be the fairest and best
solution to accommodate all employee desires. We will create a rotating shift between the three
shifts. This will be the most effective way because it allows everyone a chance to have the
evenings off. The table on the next page will show how the rotations will work. We decided to
rotate each shift every week. This problem is important to solve because we need to keep all
employees happy, in order to ensure the job gets done.

WEEK 1
Group 1
Group 2
Group 3

Monday
Morning
Afternoon
Evening

Tuesday
Morning
Afternoon
Evening

Wednesday
Morning
Afternoon
Evening

Thursday
Morning
Afternoon
Evening

Friday
Morning
Afternoon
Evening

WEEK 2
Group 1
Group 2
Group 3

Monday
Afternoon
Evening
Morning

Tuesday
Afternoon
Evening
Morning

Wednesday
Afternoon
Evening
Morning

Thursday
Afternoon
Evening
Morning

Friday
Afternoon
Evening
Morning

WEEK 3
Group 1
Group 2
Group 3

Monday
Evening
Morning
Afternoon

Tuesday
Evening
Morning
Afternoon

Wednesday
Evening
Morning
Afternoon

Thursday
Evening
Morning
Afternoon

Friday
Evening
Morning
Afternoon

Methods
Group one began the communication project with filling out the team contract assigned in
meeting one, the team contract entails the roles that each individual will hold in Group one. Then
by utilizing the reflective thinking sequence (Adler & Elmhorst, p. 236) several steps were
followed and are listed and described below to assist in resolving group ones issue, full
documentation and findings of each step are listed below. After completion of the final report,

Team one was tasked to a team member evaluation, where each team member can assess the
others teammates on their participation and work ethics.

Part 1: Define the issue


Group one determined that the problem is: finding the fairest way to schedule 15
employees who have families and or school or social lives to attend to.

Part 2: Analysis of the issue


Group One thoroughly discussed the issue at hand to make sure there was a complete
understanding of the situation and all aspects. With a better understanding of the issue Group one
has a better chance of being able to effectively resolve the issue with little conflict.
In analyzation of the issue group one determined that the key problem was: finding the fairest
way to schedule all employees who have home and school demands?
As group one analyzed the issue we considered all the characteristics of issue and the
stakeholders related to the issue (The individuals who in direct result will be affected by the
decision),

Characteristics:
1. Attrition issues: When dealing with employees schedules and attempting to work around
personal and school schedules, its a difficult task to avoid employees just up and

quitting. Todays employees seek jobs that allow them to have a personal life. Make sure
you allow time off for family emergencies, personal business and vital errands, such as
picking up kids from school. Dont make overtime a way of life, and respect an
employees days off when scheduling special projects. Employees are more likely to stay
on jobs that blend well with their lives. (yourbusiness.azcentral.com)
2. Fairness: When attempting to find a schedule that works for 15 different employees with
different home, work and school lives to attend to, its difficult to not want to make
exceptions for an individual who doesnt want to work nights because they have a family
to spend time with, or a student who doesnt want to work mornings because they have
college classes to attend. The fallout from scheduling practices that do not take workers
needs into account can be devastating. Difficult scheduling practices undermine
workers efforts to fulfill their caregiving responsibilities and make maintaining stable
child care nearly impossible. They also make it tougher to pursue education or training
while holding down a job, as many workers want to do to make a better life for
themselves and their families. (nwlc.org)

Stakeholders:
1. Mangers and Bosses: This scheduling issue directly affects the administration of the
work place. If the scheduling conflict is not resolved it could potentially leave the
company short staffed and behind.
2. Employee and Family: The relationships of the employee and family may suffer due
to the scheduling conflicts, thus leading to many other potential family problems. As

well as the employees academic profile may suffer due to scheduling conflicts at the
work place.
Part 3: Criteria for solution
Group one feels that when establishing the criteria for the solution it is important to
make all criteria clear before considering any possible solutions as to avoid any
unnecessary arguments over information that not be useful and to avoid wasting
valuable time.
We started off by discussing many different pieces of criteria involving the main goal
of finding the fairest way to make a schedule that works for 15 employees with
different work, family, social and school lives.

1.
2.
3.
4.
5.

-Criteria
1. Apply principles of effective communication that we are learning in the class.
Be achievable within our four-week time frame.
Cost less than $200.
Provide a fair and effective schedule for the employees to follow.
Be acceptable to the manager.

Part 4: Possible solutions for the problem


Group ones following steps were to utilize the brainstorming technique. This step required us to
think of as many possible outcomes and possibilities to solve the issue at hand regardless of how
wild or off the wall they may seem. We didnt keep track of the number of ideas or asses them
until we couldnt think of any more. Group one was really able to use our creative thinking while
doing this.

We came up with several ideas, a lot of the ideas had the same outcome or had to do with the
same scenarios.
1.
2.
3.
4.

Base schedules off of seniority


Base schedules off of performance
Base schedules off of credentials
Create a rotating schedule where each employee works at least one of each shift

Part 5: Solution Analysis


In this step group one got the opportunity to come down to a final solution based off of all of the
criteria and analyzation. We listed our top ideas after comparison of all of them and weeding out
the duplicates. We discussed the options that remained and chose the one that we both felt like
had the best out come and was the fairest to all involved.

Reduced list of solutions:


1. Create a rotating schedule that everyone has to work at least one of each shift
2. Base Schedules off of Seniority
3. Base schedules off of performance

Part 6: Implementing the solution


After choosing a solution, Group one then set up a plan to put the solution into play.

Part 7: Follow up on the solution

Conclusion
In conclusion our solution to the problem provided is the only fair and logical way to solve
said problem. The rotating shift allows for all co-workers to have nights, mornings, and
afternoons off. It does not show that certain individuals can control their schedule and dictate
how others should work because they believe their own personal lives are more important. It
creates a fair and unbiased work environment.

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Work cited
Adler, R. & Elmhorst, J. (2010). Communicating at Work (11e). New York: McGraw- Hill.

http://yourbusiness.azcentral.com/tips-prevent-attrition-organization-5347.html

http://nwlc.org/resources/schedules-work-act-giving-workers-tools-they-need-succeed/

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