Research Paper on:
Case Study Analysis (Saturn)

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study submitted by a student, Saturn had demonstrated a successful and new approach to organizing as it respects the U.S. automobile industry. The organization represents characteristics typified by  Quality of Work Life programs, according to the case submitted by a student; this allows one "to see the benefits of a cooperative and customer-focused HRM approach. " In evaluating  the situation at Saturn, some background information is necessary. In 1973, Irving Bluestone, who had been the head of the United Automobile Workers (UAW) General Motors (GM) division, wanted to  create a better work environment for the employees (Schneider & Stepp, 2004) . The GM-LAW Quality of Work Life (QWL) program had become a model for many other similar  efforts that would spring up across the United States during two recent decades, the seventies and eighties (Schneider & Stepp, 2004). The QWL approach had been extended and the  United Steelworkers of America (USWA) would join in and set up similar teams in the eighties (Schneider & Stepp, 2004). The most radical manifestation related to the relationship between the  union and management had been concepts outlined in GMs Saturn division (Schneider & Stepp, 2004). There would be an alignment of the Saturn division and the UAW (Schneider & Stepp,  2004). The Saturn plant is considered to be an integrated automobile manufacturing plant that employs 7,000 individuals (Schneider & Stepp, 2004). It encompasses most elements discovered in the Hunt  Wesson plant but that goes much further (Schneider & Stepp, 2004). About half of the middle managers who are found in the organization are LAW members and are partnered with  the Saturn managers (Schneider & Stepp, 2004). This is considered to be a unique partnering arrangement and extends to the nonoperational departments as well (Schneider & Stepp, 2004). That is,