Kyrsti Deane

BA 2238
Final Project
Due: 12/09/2018
December 3, 2018

TO: Boris Metzger

General Manager, Monsters Inc.

FR : Kyrsti Deane
Première HR Consultant

RE: Analysis and recommendations

Mr. Metzger,

Thank you for sending the video footage of your incorporation. I have completed my review of
your worksite and have come to the following conclusions.
Attached you will find a full analysis listing a variety of issues I witnessed in the very short time
I was exposed to your company culture. After listing the issues, I grouped them together to give
you a broader idea of what problems your company faces and some root causes, rather than just
providing individual issues that need to be addressed.

Summary:
Monsters Inc. is a company that is almost essential to the monster world because it provides
electricity and power to most of the grid. However important, the way the organization operates
is severely flawed and should be corrected promptly. There are many top performers such as
James Sullivan, but unfortunately there are cheaters and deceptive employees such as Randall
Boggs. The success of Monsters Inc. strongly depends on the actions you take going forward
Mr. Metzger, and the corrections you make as the leader of the company. Training yourself and
your staff about legal issues facing the organization, the importance of work productivity and
meeting quotas/goals, in addition to promoting a healthier and happier workplace culture is vital
to the longevity of Monsters Inc.
As I was almost finished watching the video you sent, I heard Sullivan say, “Laughter is 10x
more powerful than screams.” This seems to me like an excellent starting point for your journey.

Best of luck,
Kyrsti Deane
 Kyrsti Deane
BA 2238
Final Project
Due: 12/09/2018

Monsters Incorporated
Boris Metzger, General Manager

Issue Witnessed: LEGAL

One of the most compromising situations a manager can find themselves in is legal trouble. I
was astonished to discover that your company, Monsters Inc., and its top division manager,
Henry Waternoose, have been under investigation for quite some time. If an enforcement agency
is aware of (and investigating) the illegality of some operations within your company, I would be
shocked if you were not actively performing internal investigations as well. There are many
employment and equal opportunity laws you need to review to protect your company. (Dessler,
2017, pp. 30-42) Also, it seems that management has systematically lied about the toxicity of
children. These issues will most certainly open you up to lawsuits. I do understand that
management has recently changed, but your top priority should be closing any ongoing
investigations on good terms and to remain permanently out of legal trouble.

Issue Witnessed: Company Culture

The way in which your employees interact with each other is another issue of high concern. At
first, I felt as though your employees (Sullivan and Wazowski) were uncomfortable going to
their supervisor (Waternoose) when they needed help. It was to much dismay when I realized
that Waternoose was actually part of an evil plot, completely willing to abandon his best
employees and a manager who misleads the majority of his workforce. I hope this goes without
being said, but that is a significant problem and likely the source of much of the animosity
among associates. Coworkers not getting along and strong competition that promotes cheating
create a toxic work environment. Finally, I witnessed forms of workplace bullying that should
never be tolerated. Associates do generally seem proud to work for your company so the very
least you could promise them in a harassment-free environment with a dynamic meant to help
them succeed.
 Kyrsti Deane
BA 2238
Final Project
Due: 12/09/2018

Issue Witnessed: Missed Productivity

Whether it is lack of training or blatant disregard of training, your employees seem to be missing
the mark in multiple ways. For example, from the footage you provided I deducted:
• Quotas haven’t been met in over a month
• 58 doors were damaged, decommissioned, or demolished in a month
• Accidents are frequent, “accident-free days” generally not exceeding 43
Safety is one of the most important policies for companies to regulate in a company of your size.
MOSHA has rules and laws that protect workers and companies. Monsters Inc. is at risk of
being shut down unless the company is compliant with MOSHA guidelines.

Recommendations:
In order to correct these deficiencies, simple but entirely necessary measures need to be taken
immediately. Again, I must strongly emphasize that the most important responsibility you have
as a general manager is protecting the company legally. This requires educating the workers
within Monsters Inc. about the rights and responsibilities they have as employees. Strong and
restructured training is the biggest necessity of Monsters Inc. and it is highly recommended that
you seek an outside company for this initiative.

Training:
It is abundantly obvious the biggest area of opportunity for your company is training.
Reevaluating the ways in which you teach and relay information to employees is imperative.
The best course of action is for you to perform a strategic training needs analysis on your
company in the areas you are struggling the most. (Dessler, 2017, p. 235) I have provided a few
examples for you.

Reducing the number of accidents and increasing accident-free days should be a clear goal which
is consistently relayed to employees. Incentivizing these goals is also recommended because of
the high importance of having a safe work environment. Also, damaged or inoperable doors are
 Kyrsti Deane
BA 2238
Final Project
Due: 12/09/2018
basically 100% shrink. Therefore, it is extremely important that employees protect their work
equipment. Mismanagement and unenforced policies are likely the reason so much destruction
and damage occur to Monsters Inc. property. Assigning levels of accountability and punishing
those accountable, having a clear chain of command, and following strict policies and procedures
to protect company equipment will prove successful.

Ethics, integrity, workplace diversity, honesty and respect are all key notes that also need to be
reviewed and touched on during training. There is a terrible atmosphere within your building
that drives coworkers apart rather than bringing them together. Discrimination and unfair
policies weren’t abundantly clear from the video footage; However, workplace bullying appeared
to be tolerated which is unacceptable. Companies sometimes take for granted that its employees
should already know that treating others fairly and with respect is the expectation, so they never
talk about it. Training Monster Inc. managers about core values the company stands for is the
first step to the journey ahead of you and there are specific things to remember when you
develop your training program including: set learning objectives, create a motivational learning
environment, make the learning meaningful, make skills transfer obvious and easy, reinforce the
learning, and ensure transfer of learning to the job. (Dessler, 2017, pp. 240-241)

Investing in the future:

Wanting to find more efficient ways to supply the monster world with the electricity it needs is
admirable but wasting company resources on technology that sucks screams out of children is
unethical and immoral. Monsters Inc. is at a crossroads and management needs to change the
direction the company is heading, or it will face supreme consequences. Strong investments
should be made in new innovations and technologies; however, this should be an open process
given your company’s history of secrecy. I would recommend simply expanding jobs or utilizing
job rotation as a small first step of this process. Your employees seem eager to learn and try new
roles, so you should support that effort and allow them to help propel the company forward by
offering new ideas. Given the size of your company, I suggest developing a career development
program and succession planning techniques. (Dessler, 2017, pp. 311-315)