I am a part of the management team of a rapidly growing, privately-held clothing company. Over the last year, we now have generated $80 million in sales as well as for the next season, we have forecasted sales of $150 , 000, 000. Our businesses are totally based in the U. T., which is a odd occurrence due to the fact that most attire companies outsource almost all of all their manufacturing to foreign countries because the manual labour is much cheaper and even more affordable. The rapid growth in our company is largely because of our niche target market. General this market target contributed towards flexible and fast operations. One other differentiating factor that sets apart us through the common apparel company is definitely our employee policies. The company philosophy that we get enforced since our creation has been to take care of all our staff with fair labor procedures and to be as profitable as we can easily without taking advantage of the nature of worker policies. This kind of fundamental regulation has attained us a good reputation inside the eyes of media and the good-spirit of corporate responsibility. This coming summertime, we identified that our business cannot sustain the amount of purchases coming in. We added within a second shift, amounting to 1, 000 new employees, resulting in 3, 500 total employees. It is now Sept. 2010 and it has become clear our inventory is continuing to grow too large for our company to keep. It was sometimes known that through the winter season, firm sales might slow down, eventually slowing down production. Our productions cannot surpass 4 million dozen among October – March, but with our current staffing, there exists too much production going on. With this development dilemma, we have to figure out a way to slow down shows to meet the quota. Our company is faced with picking out laying away our workers, which some of our staff have already experienced in prior jobs. Whenever we lay away workers, there is absolutely no guarantee that we will be able to rehire the same persons in the planting season. We also cannot afford to lay off of the...
References: Wicks, A. C. (2010). Business ethics: A Managerial Strategy. Boston: Prentice Hall.
