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RL Wolfe: Implementing Self Directed Teams
Analysis

RL Wolfe

Introduction

I always believed that pushing down responsibility to the folks that are integral to a process or goal was the way to enjoin employees in decision making. I believed (and still do) it imparts a degree of ownership and license that can have far reaching benefits in terms of efficiency, cost savings and innovation. I believe that hierarchical, authoritarian organizations are dinosaurs in many ways and can truly miss an opportunity to glean ideas and participation from staff that can have dramatic results for an operation.

Self managed work teams is a concept that was introduced in manufacturing facilities in the 40’s but really began getting traction in the late 70’s and 80’s. RL. Wolfe’s, specifically John Amasi’s, experiment while directionally correct has not produced the kinds of results expected by him or his management. While they have shown modest increases in productivity they have fallen short in hitting the goals hoped for by Amasi projected to be around 95%. (Although still currently higher than the other Wolfe facilities)

I think the process and outcome to date has to be frustrating as it appears from the study when management feels they have done everything correctly. This included bringing in fresh eyes from their Austin and Columbus plants. They worked with union issues and established new ground rules and job responsibilities leaving the new facility without the encumbrance of an organized work force. The management team evaluated and tested the production workers as a precursor to enrollment in the new plant program looking hard at team work and collaboration. The management team restructured work to be more inclusive and participatory pushing responsibilities to the work group rather than

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