** Case Study: Slade Plating Department Reading: Slade Plating What factors have led to the emergence of the group culture in the Plating Department? The Slade Company has different group cultures because of the different areas of work within the company. The Plating department of the company was under the supervision of Otto Schell. He worked from 8 am to 5 pm. He managed 38 workers who usually got paid low wages. Because the plating department had long hours, the employees would get paid overtime when they had to work after regular hours. The company preferred to pay overtime instead of hiring more people and invest in training. Therefore, the factors that led to the emergence of the group culture in the Planting department were low wages, bad management, low employer supervision and low internal management controls. The management does not care about the group culture in the plating department. It looks like the management is pleased with the overall performance of the company. The company is not interested in supervising the overtime of the plating team. Therefore, the employees take advantage if the lack of supervision and slack off and cheat on their timesheets. If you were in Porter’s position, what would you do? If I was Porter, I would put a stop to the inefficiency of the plating committee. Otto should start controlling the overtime hours with better system. The company should invest in a system that does not allow other employees to punch out for the rest of the group. Also, Porter should incentivize employees to work at the same level. It looks like Hernandid not care about working harder because he knew he was going to keep his job and he was not going to get rewarded if he worked harder.