Case
Studies
Case
study #1:
A specialty
gift manufacturing plant hired the Earle Company to assist their
manager’s increase to interpersonal communication within
their management team. Many of the skills and systems, which were
developed and implemented for this company, are in place five
years later.
Case
study #2:
A
manufacturing company needed to provide a forum for employees
to expressing their feelings and concerns to management. Reducing
and solving co-worker disputes was another goal of the program.
For over five years the Earle Company has been the facilitator
of monthly employee-management meeting. It has now become even
more vital because of the original company’s recent acquisition
of another organization with twice as many employees.
Case
study #3:
A
petrochemical company has self-directed work teams and every year
they evaluated the “colleagues” by using a 360 degree
evaluation method. Once a year the employees make suggestions
and express their concerns about the evaluation process. Because
of this employee input, the evaluation method has changed. The
Earle Company assisted in this process by presenting feedback
effectiveness training and by third party facilitation collected
improvement suggestions.
Case
study #4:
A
petrochemical company had an employee who was promoted because
of his excellent technical skills. Once in a supervisory position
his lack of people skills became apparent and the Earle Company
provided the resources to help him make the necessary changes
in his supervisory skills.
Case
study #5:
A
supervisor and a manager in a petrochemical company worked close
together but for some reason seemed to have a personality clash
that was interfering with their productivity. The Earle Company
was hired to assist them in improving their working relationship.
Case
study #6:
A
manufacturing company hired the Earle Company when they experienced
increasing tension from their work force. This tension was interfering
with productivity. The Earle Company became the mediator between
the company and the employees which ultimately resulted in new
understanding and cooperation between both parties.
Case
study #7:
A
supply company needed to define their corporate training needs.
The Earle Company assisted them in developing a company-wide survey
and then became the third-party collection point. After collecting
this information it was processed and presented for management’s
review. In addition to the formal survey the Earle Company facilitated
a series of debriefing meetings with all the employees. From this
effort the company developed a game plan for management changes
and areas of training needs.
Case
study #8:
A
foreign manufacturing company contracted with a local engineering
company to design their plant. This project ended with a lawsuit
and the Earle Company assisted in mediating this dispute.
