Top Star Bakery Case Analysis
Case Analysis
TOP STAR BAKERY
I. Perspective held by the student.
Though we understand the point of the manager in avoiding extra payment for overtime, we can be more sympathetic to employees who worked so hard to address the demand of the clients for the days that other employees are absent. For us, we should be paid for the time we’ve work rather than sharing the pay of our colleagues who are absent for the day. If works has been designated equally, we may agree with the manager however, we have to police/watch each other to know who works who is something else. We cannot quantify the word load added to those who are present and therefore, it is not fair that we will be paid extra equally.
II. Case Facts
Top Star Bakery was established in October of 1975 engaged in the manufacture of bakery products. They entered into medium-term contract to bake sesame seed buns for local hamburger chain that had total branch network of more than 8 outlets in Metro manila in the year 1986. The sudden demand prompted management of Top Star to consider expansion program to triple its output. Since then, Top Star had continued to grow with the burger chain whose branch network reached to 20 stores in 1987. Top Star management has been paternalistic that allows workers to recruit their relatives and friends to join the company. It resulted to low labor turnover. Its employees enjoy some benefits like free snacks, provision for emergency loan, free uniforms and medical checkup. On May 2, 1987, Production Manager Mr. Manny Bautista was furious over the refusal of his bakers to work overtime. Recently the company accepted a large order for 20,000 pieces of buns and 40% of workforce did not show up for no reason at all. Manny felt helpless and furious at the same time when remaining workers refused to work overtime to complete the job. Because of this incident he wanted to change the practice of previous manager regarding the manner of computing
TOP STAR BAKERY
I. Perspective held by the student.
Though we understand the point of the manager in avoiding extra payment for overtime, we can be more sympathetic to employees who worked so hard to address the demand of the clients for the days that other employees are absent. For us, we should be paid for the time we’ve work rather than sharing the pay of our colleagues who are absent for the day. If works has been designated equally, we may agree with the manager however, we have to police/watch each other to know who works who is something else. We cannot quantify the word load added to those who are present and therefore, it is not fair that we will be paid extra equally.
II. Case Facts
Top Star Bakery was established in October of 1975 engaged in the manufacture of bakery products. They entered into medium-term contract to bake sesame seed buns for local hamburger chain that had total branch network of more than 8 outlets in Metro manila in the year 1986. The sudden demand prompted management of Top Star to consider expansion program to triple its output. Since then, Top Star had continued to grow with the burger chain whose branch network reached to 20 stores in 1987. Top Star management has been paternalistic that allows workers to recruit their relatives and friends to join the company. It resulted to low labor turnover. Its employees enjoy some benefits like free snacks, provision for emergency loan, free uniforms and medical checkup. On May 2, 1987, Production Manager Mr. Manny Bautista was furious over the refusal of his bakers to work overtime. Recently the company accepted a large order for 20,000 pieces of buns and 40% of workforce did not show up for no reason at all. Manny felt helpless and furious at the same time when remaining workers refused to work overtime to complete the job. Because of this incident he wanted to change the practice of previous manager regarding the manner of computing