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Milan Sanitation Department

The given case study analysis should be started with the notion that Success is never
blamed. If a new approach shows success without great losses, workers dismissals, etc, it
means that it is good. A great advantage of Mr. Sponzas approach is its flexibility. He
understands that there is no determined scheme for all companies that will definitely lead to
success. Each case and problem is special that is why needs a creative approach. Moreover,
he even uses different approaches to different shops (the case with Brake Shop). Here one
more advantage should be pointed out, Mr. Sponzas personal meetings with personnel
system; when he saw a problem, examined it, discovered its reasons he met with workers
himself in order to explain it personally without buck passing.
An advantage of a new system is that management was changed first of all. It means
that the work standards were changed, i.e. individual time reports became unnecessary. This
kind of reports is liked by a very small amount of workers that is why it could be accepted as
an advantage. Contrary, the attention was paid to the cost of production in comparison with
other vendors, i.e. its competitive ability on the market. I agree with this policy because
reporting on the amounts of working hours is not very productive but boring. A new system
took into account the productivity which is much more important than daily reports on
personal hours that were spent on a working place. I accept the approach of measuring how
well something was done and not how much time passed during my performance.
Furthermore, the total expenses of a specific shop began to be compared with the total value
of output which, in its turn, was correlated with competitors prices. So the advantage of a
new system was the centering attention on productivity.

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Another benefit is a competitive visibility, i.e. Each shop has a large chart in a visible
location, and a spirit of competitiveness has developed, further spurring their desire to
increase efficiency.
One more advantage of Mr. Sponzas approach is that he did not fired workers and
hired new one, more experienced but he have found that getting labor involved in the
running of an operation is not only exciting and rewarding, but also extremely worthwhile in
terms of improving productivity and service quality.
If starting from the beginning, it is necessary to point out the approach of Mr. Sponza,
i.e. he spent several weeks in order to understand and feel what is going on after he was
placed in charge. As he understood he cannot manage himself only that is why he set up eight
management committees, experts of which received rather clear task, moreover they were
supported by monthly recommendations of the manager of facility. For sure, this led to some
frightening of workers because of work standards adjusting. But if Mr. Sponza invites
external experts, it could provoke a problem because of their incomprehension of inner
environment; on the other hand, local experts are afraid of changes. That means that both
situations have advantages as well as disadvantages.
I would not change the approach of Mr. Sponza because it showed its effectiveness.
Changes could lead to incomes decline. This approach is rather flexible that is why it will be
changed when the time for changes comes. The case study does not mention some
dissatisfaction from workers or Sponzas deputies; it means that there were no such claims;
just fears of changes were named which are naturally.

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References
Anheier K.H. (January 2000). Managing non-profit organisations: Towards a new approach.
Civil Society Working Paper 1. Retrieved from <http://www.google.com.ua/url?
sa=t&rct=j&q=Management+Controls+in+Nonprofit+organization&source=web&cd=7&ved=0CGMQFjAG&url=http%3A%2F
%2Feprints.lse.ac.uk
%2F29022%2F1%2Fcswp1.pdf&ei=lXhQT7DZMq3O4QTDhP3EDQ&usg=AFQjCN
FrlyGymyUPUoPMDMw8O5Z-lUuSZg&cad=rja>
Milan Sanitation Department. (June 2007) The Crimson Press Curriculum Center The
Crimson Group, Inc. Print