Case Study 4: Initial AnalysisAt Wister Manufacturing, the company faced a serious problem, when the company's main supplier postponed its next order of the following two months. Which put the 19 employees who work for Wister manufacturing in the hands of the company, who were laid off for 90 days. With nothing to do for 90 days and enough money to pay all 19 employees for up to 3 months, they decided to pay their most productive team over the next 3 months and instead of spending work days in the company in which they will work. the community with non-profit organizations. The key problem is that there is a communication problem between the employees and the company and the company has not fully communicated what it actually intends to do, which has made the employees unhappy. The solution that was proposed to them caused resistance between the employees and the company simply because they were not aware of the problems that were happening in the company. Instead of being informed of the incident, employees received a memo containing a solution. Given this idea, employees felt like this was a step toward their dismissal from the manufacturing company. That being said, employees also faced challenges that hampered them even if they wanted to do their jobs, including transportation due to the location of certain events. Which brings me to the second problem, which is the company's community service event schedule. By only addressing their problems, the company neglected the needs of its employees because it failed to see how it would affect them psychologically. The events conflicted with the schedules of many employees and are a human relations and safety issue middle of paper...... there is a part in community service, the company does a part to pay and keep their jobs by doing so, Wister will incentivize the majority of employees to stay with the company. The improvement in employee satisfaction can be attributed to the cognitive model, which has different fluctuations and variations of downward and upward trends. Even though the changes I suggested will solve the company's problems and improve the company. There will always be a lingering problem and it's just a matter of employee preference and whether the employee wants to do the job. Which is beyond the control of the company and depends entirely on the worker. Another issue would be money and what would happen to the employees after the 90 days and if orders don't seem to pick up and get back on track will they still have a job or will they be forced to be laid off ?.