Analysis Questions: Quaker Oats Case
1. Unions may become concerned about job redesign/’re-engineering’ initiatives. What motivated the union to cooperate with the Quaker Oats redesign idea in the mid-1990s?
2. How was supervision different under the redesign from what it had been earlier?
3. What were the ‘triads’ and how did they support the self-managed teams?
4. How were employees compensated under the new team structure?
5. The new Quaker plant design included support for ‘skill-up’ initiatives. How did this work?
6. How was the LMLT structured?
7. What role did training & development play in the plant redesign?
8. What were the most important outcomes of the redesign?