Chapter 1

1. Prepare a list of ten engineers who became president or general manager of a large company.
Here is a list of ten engineers who became president or general manager of large companies:

1. Elon Musk:
 Degree: Bachelor's degree in Physics and Economics
 Position: CEO of SpaceX and Tesla, Inc.
2. Satya Nadella:
 Degree: Master's degree in Computer Science
 Position: CEO of Microsoft Corporation
3. Ginni Rometty:
 Degree: Bachelor's degree in Computer Science and Electrical Engineering
 Position: Former CEO of IBM
4. Tim Cook:
 Degree: Master's degree in Business Administration
 Position: CEO of Apple Inc.
5. Sundar Pichai:
 Degree: Master's degree in Materials Science and Engineering
 Position: CEO of Alphabet Inc. (Google's parent company)
6. Mary Barra:
 Degree: Bachelor's degree in Electrical Engineering
 Position: CEO of General Motors Company
7. Marillyn Hewson:
 Degree: Bachelor's degree in Business Administration and Master's degree in Economics
 Position: Former CEO of Lockheed Martin Corporation
8. Carlos Ghosn:
 Degree: Master's degree in Engineering
 Position: Former Chairman and CEO of Renault-Nissan-Mitsubishi Alliance
9. Lisa Su:
 Degree: Bachelor's degree, Master's degree, and Ph.D. in Electrical Engineering
 Position: CEO of Advanced Micro Devices (AMD)
10. Gwynne Shotwell:
 Degree: Bachelor's degree and Master's degree in Mechanical Engineering
 Position: President and COO of SpaceX

These engineers have achieved significant success in their respective fields and have played key
leadership roles in large and influential companies.
 Chapter 2
1. Provide an illustration of how Bayesian Analysis is Used
In the given scenario, Engineer Estabillo of R. E. Construction is facing a challenge: the need to hire
four additional civil engineers to cope with the growing business. He wants to make an informed
decision using a scientific approach. Bayesian analysis can be a useful tool in this situation.

Illustration of Bayesian Analysis in Hiring Decision:

1. Define the Problem:
 The problem is to determine whether hiring four additional civil engineers is necessary for the
company's growing operations.
2. Prior Probability:
 Engineer Estabillo starts with a prior belief about the need for additional engineers based on
his experience and intuition. This is the initial belief before considering any new information.
Let's say he believes there is a 60% chance that additional engineers are needed and a 40%
chance that they are not.
 Prior Probability (Need for Engineers): P(Need) = 0.6
 Prior Probability (No Need for Engineers): P(No Need) = 0.4
3. Likelihood:
 Engineer Estabillo collects relevant data, such as the current workload, upcoming projects, and
the capacity of the existing team. He assesses how these factors relate to the need for
additional engineers.
 Let's assume the data suggest that given the current workload, there is an 80% chance that
additional engineers are needed and a 20% chance that they are not.
 Likelihood (Need for Engineers | Data): P(Need | Data) = 0.8
 Likelihood (No Need for Engineers | Data): P(No Need | Data) = 0.2
4. Posterior Probability:
 Using Bayes' theorem, Engineer Estabillo calculates the posterior probability of needing
additional engineers based on the prior probability and the likelihood.
 Posterior Probability (Need for Engineers | Data):
�(����∣����)=�(����∣����)×�(����)�(����)P(Need∣
Data)=P(Data)P(Data∣Need)×P(Need)
 Engineer Estabillo calculates the denominator, �(����)P(Data), using the law of total
probability:
�(����)=�(����∣����)×�(����)
+�(����∣������)×�(������)P(Data)=P(Data∣Need)×P(Need)
+P(Data∣NoNeed)×P(NoNeed)

5. Decision:
 Engineer Estabillo compares the posterior probability of needing engineers with a predefined threshold
(e.g., 0.7). If the posterior probability is greater than the threshold, he decides to hire the engineers;
otherwise, he decides not to hire them.
6. Sensitivity Analysis:
 Engineer Estabillo can perform sensitivity analysis by varying the prior probabilities and likelihoods to
see how different assumptions impact the hiring decision.

By applying Bayesian analysis, Engineer Estabillo can make a data-driven decision regarding the hiring
of additional civil engineers, taking into account both his prior beliefs and the new information
available to him.
 Chapter 3
1. Interview the general manager of a construction firms. Inquire about the planning activities undertaken by the
firm. Prepare a report about the result of the interview.
Case 3

Report: Improvement Strategies for Motorbus Company's Maintenance Department

Introduction:

This report outlines the planning activities and improvement strategies proposed after an interview with Engineer
Hermogenes Ancheta, the newly appointed Manager of the Maintenance Department at Motorbus Company. The
company, facing challenges related to rapid expansion and inefficient operations, requires immediate restructuring and
streamlining to accommodate the upcoming addition of 50 new buses.

Current Challenges:
Overworked Staff: The maintenance personnel are overburdened due to the increased fleet size, leading to
dissatisfaction and potential resignations.

Inefficient Procurement: The procurement process, managed by the outgoing Manager Engineer Gaudencio Inductivo,
has resulted in delays and complaints from mechanics and drivers.
Poor Inventory Management: The storage room contains an uneven supply of parts, with excessive quantities of some
and inadequacies in others. Obsolete parts also occupy valuable space.

Proposed Improvement Strategies:

Staffing and Training:

Recruit additional mechanics and assistants to cope with the increased workload.
Provide training programs to enhance skills and efficiency of existing staff.
Implement a rotation system to ensure fair distribution of workload and prevent burnout.

Streamlining Procurement Process:

Introduce a digital procurement system to automate purchase requests and approvals, reducing processing time.
Assign a dedicated procurement officer to handle purchases, ensuring timely acquisition of required parts.
Establish relationships with reliable suppliers to guarantee the availability of essential components.

Inventory Management:
Conduct a thorough inventory audit to identify excess, inadequate, and obsolete parts.
Implement a just-in-time inventory system to minimize excess stock while ensuring essential parts are readily available.
Develop a system for regular review and disposal of obsolete parts, freeing up space for vital inventory.

Implementing Preventive Maintenance:

Develop a preventive maintenance schedule for all buses, reducing the frequency of major breakdowns.
Monitor and analyze data from buses to predict potential issues, allowing proactive maintenance measures.
Establish a maintenance checklist and track repairs to identify patterns and recurring problems, enabling targeted
solutions.

Communication and Feedback:

Create a communication channel for mechanics and drivers to report issues and suggestions.
Conduct regular meetings to address concerns, share best practices, and foster a collaborative environment.

Conclusion:
By implementing these strategies, Motorbus Company's Maintenance Department can transform its operations into an
efficient, proactive, and responsive unit. Engaging in continuous improvement and adapting to the growing demands of
the company will not only enhance the department's performance but also contribute significantly to the overall success
of Motorbus Company.
 Chapter 4
1. Prepare an organization chart of a large engineering firm showing line and staff relationships.
Based on the provided information, here is the proposed organization chart for Bits and Pieces
International Corporation (BPIC) with both line and staff relationships incorporated:

Bits and Pieces International Corporation (BPIC) - Proposed Organization Chart

 President/Chairman of the Board: Engineer Rodrigo Reyes

 Vice President/General Manager: Engineer Jesus Ualat
 Corporate Secretary: Mrs. Mildred Salar
 Auditor: Ms. Elsa Marzo
 Engineering Manager: Engineer Silvino Santiago
 Financial Manager: [New Position]
 Production Manager: Engineer Severo Lagayan
 Quality Control & R&D Manager: [New Position]
 Clerk: [New Position]
 Warehouseman: [New Position]
 Shift Supervisor: [New Position]
 Senior Machinist: [New Position]
 Junior Machinist: [New Position]
 Helpers: [New Position]
 Utilityman: [New Position]
 Operator: [New Position]

In this proposed organization chart:

 Line Relationships: The direct reporting relationships are shown from the President/Chairman
of the Board down to various managers, supervisors, and workers. For example, the Vice
President/General Manager directly oversees the Corporate Secretary, Auditor, Engineering
Manager, Financial Manager, Production Manager, Quality Control & R&D Manager, Clerk,
Warehouseman, Shift Supervisor, Senior Machinist, Junior Machinists, Helpers, Utilityman, and
Operators.
 Staff Relationships: Staff positions, such as Financial Manager and Quality Control & R&D
Manager, support the line positions by providing specialized expertise and assistance. These
staff positions do not have direct authority over line employees but offer support and guidance
in their respective areas of expertise.

Engineer Severo Lagayan can raise the following points during the executive meeting:

1. Clarify Roles and Responsibilities: Discuss and clarify the roles and responsibilities of each
position in the proposed organization chart. Ensure that everyone understands their duties and
reporting relationships.
2. Justify New Positions: Provide a rationale for the creation of new positions, including the
need for a Financial Manager, Quality Control & R&D Manager, and other roles. Highlight how
these positions will contribute to the company's growth and success.
3. Review Reporting Structures: Evaluate the reporting structures to ensure efficiency and
effective communication within the organization. Address any potential bottlenecks or
communication gaps.
4. Discuss Skill Requirements: Outline the skills and qualifications required for each new
position. Emphasize the importance of hiring skilled professionals who align with the
company's objectives.
5. Budget and Resource Allocation: Discuss the budget implications of hiring new staff
members and allocate resources accordingly. Consider the financial impact of adding these
positions to the payroll.
 6. Timeline for Implementation: Develop a timeline for the recruitment and onboarding process
for the new hires. Establish deadlines for filling the positions and integrating new employees
into the existing team.
7. Employee Development: Discuss plans for training and developing existing employees to
prepare them for new roles or increased responsibilities within the organization.

By addressing these points, Engineer Lagayan can contribute valuable insights to the discussion and
help the company make informed decisions regarding its organizational structure and human
resource allocation.
 Chapter 5
1.
To prepare a forecast of the human resource needs for the newly built telecommunication
facility in Antipolo, Rizal, Engineer de Guzman should follow a systematic approach to
identify, recruit, and retain the right personnel. Here's a step-by-step guide for him to
forecast the human resource needs effectively:

1. Assess the Requirements:

 Conduct a thorough analysis of the tasks and activities required for the new facility.
 Identify the different job roles and their responsibilities, including technical, administrative, and
managerial positions.
 Collaborate with relevant departments and teams to understand the specific skills and
qualifications needed for each role.

2. Forecast the Demand:

 Estimate the workload for each job role based on the facility's operational needs.
 Consider future growth and expansion plans while forecasting the demand for human
resources.
 Take into account factors like seasonality, market demand, and technological advancements
that might influence workforce requirements.

3. Internal Talent Assessment:

 Evaluate the existing workforce within KCC to identify individuals with relevant skills and
experience.
 Assess the feasibility of transferring employees from the head office to the new facility,
considering their expertise and willingness to relocate.
 Encourage employees to express interest in the new opportunity voluntarily.

4. External Recruitment:

 Develop a comprehensive job description for each vacant position, outlining the required
qualifications, skills, and experience.
 Advertise the job openings on relevant online job portals, industry-specific websites, and social
media platforms.
 Collaborate with recruitment agencies or headhunters to identify potential candidates for
specialized roles.
 Conduct rigorous interviews and assessments to ensure candidates meet the necessary criteria.

5. Training and Development:

 Develop a training program to onboard new employees and familiarize them with the company
culture, policies, and procedures.
 Provide technical training for specific roles, ensuring that employees are well-equipped to
perform their duties effectively.
 Encourage continuous learning and skill development to enhance employee capabilities over
time.

6. Retention Strategies:

 Implement competitive compensation packages and benefits to attract and retain top talent.
 Foster a positive work environment that promotes teamwork, innovation, and employee
satisfaction.
  Recognize and reward outstanding performance to boost morale and motivation.
 Establish clear career paths and opportunities for growth within the organization.

7. Regular Evaluation and Adjustment:

 Monitor the performance of the new hires and assess their contribution to the facility's success.
 Gather feedback from supervisors, team members, and clients to evaluate the effectiveness of
the workforce.
 Adjust the human resource strategy based on performance metrics, market trends, and
changing business requirements.

By following these steps, Engineer de Guzman can effectively forecast the human resource needs of
the new telecommunication facility and ensure the success of his assignment.
 Chapter 6
1. Scrutinize an existing engineering organization by classifying techniques used in communication.
Communication Techniques in Northern Container Corporation (NCC):

In the communication between Northern Container Corporation (NCC) and Red Ribbon
Manufacturing Corporation, several techniques are evident. Analyzing these techniques can shed light
on the effectiveness of NCC's communication methods.

1. Written Communication:

 Letter Correspondence: Both NCC and Red Ribbon Manufacturing utilized written letters to
communicate, indicating a formal communication channel.
 Clarity and Formality: The letters were clear and formal, maintaining a professional tone in
the communication process.

2. Follow-Up Communication:

 NCC's Follow-Up Letter: Engineer Monsod initiated a follow-up letter to Mr. Tapiador,
indicating proactive communication to ensure the progress of their agreement.
 Response Time: The response from Red Ribbon Manufacturing was relatively prompt, within a
few days of receiving NCC's follow-up letter.

3. Active Listening and Interpretation:

 Understanding Concerns: NCC's inquiry indicated active listening and a desire to understand
the status of the order, showing their commitment to customer satisfaction.
 Misinterpretation: Red Ribbon Manufacturing perceived lack of response from NCC as
disinterest, leading to the decision to engage with another company.

4. Timely Communication:

 Urgency: The urgency in NCC's communication, especially after the layoff of workers,
highlights the critical nature of securing new business contracts promptly.
 Missed Opportunity: The delay in NCC's response or lack of acknowledgment might have
contributed to losing the potential client.

5. Feedback Mechanism:

 Absence of Feedback Loop: There is no indication of a feedback loop or acknowledgment

from NCC regarding the order, possibly leading to miscommunication or misunderstandings.

6. Relationship Management:

 Building Relationships: Engineer Monsod's effort to establish a business relationship with Mr.
Tapiador demonstrates NCC's focus on expanding its customer base.
 Trust and Reliability: Red Ribbon Manufacturing's decision to switch suppliers indicates a
potential trust issue, suggesting that they found another company more reliable in terms of
communication and responsiveness.

7. Problem-Solving Approach:

 Proactive Measures: Engineer Monsod's proactive approach in inquiring about the order and
attempting to rectify any potential issues indicates a problem-solving mindset.
 Decision-Making Impact: Red Ribbon Manufacturing's decision to switch suppliers showcases
how communication effectiveness can directly impact decision-making processes.
8. Continuous Improvement:

 Learning Opportunity: This case serves as a learning opportunity for NCC, highlighting the
importance of timely, clear, and responsive communication in maintaining business
relationships and securing contracts.

In summary, while formal written communication was used, the lack of a timely response and
feedback loop might have contributed to misunderstandings, leading to a missed business
opportunity for Northern Container Corporation. Effective communication techniques, such as active
listening, timely responses, and relationship-building efforts, are crucial for successful business
interactions and customer satisfaction.
 Chapter 7
1. List down the financial and non-financial benefits given to employees by an engineering firm of your choice.
Financial and Non-Financial Benefits for Employees in an Engineering Firm:
Financial Benefits:
1. Competitive Salary: Providing a competitive salary that is in line with industry standards ensures that employees
are fairly compensated for their skills and experience.

2. Performance-Based Bonuses: Offering bonuses based on individual or team performance can motivate
employees to achieve their goals and contribute positively to the organization.

3. Health Insurance: Providing health insurance coverage for employees and their families helps ensure their well-
being and provides financial security in case of medical emergencies.

4. Retirement Plans: Offering retirement plans, such as a 401(k) or pension scheme, helps employees plan for their
future and provides financial stability after retirement.

5. Paid Time Off: Providing paid leave for vacations, holidays, and personal days allows employees to rest and
rejuvenate without worrying about lost income.

6. Educational Assistance: Offering financial assistance for further education, certifications, or skill development
programs supports employees' continuous learning and career advancement.

Non-Financial Benefits:
1. Flexible Work Hours: Implementing flexible work hours or remote work options can improve work-life balance
and accommodate employees' personal commitments.
2. Professional Development Opportunities: Providing opportunities for training, workshops, and conferences helps
employees enhance their skills and stay updated with industry trends.
3. Recognition and Appreciation: Recognizing employees' achievements through awards, praise, or employee of the
month programs boosts morale and fosters a positive work environment.
4. Workplace Wellness Programs: Implementing wellness programs, such as gym memberships, yoga classes, or
mental health support, promotes employees' physical and mental well-being.
5. Career Advancement Opportunities: Offering opportunities for career growth, promotions, and internal job
postings motivates employees to excel and contribute to the organization's success.
6. Employee Engagement Activities: Organizing team-building events, social gatherings, and community service
activities fosters a sense of belonging and camaraderie among employees.

In the case of Engineer Felicidad Lazaro at Batangas Polytechnic College, addressing the issues related to employee
recruitment and retention might involve revisiting the non-financial benefits. For instance, fostering a positive work
environment, recognizing and appreciating employees' efforts, and providing opportunities for professional development
could help retain existing faculty members and attract new qualified candidates. Engaging with employees to understand
their needs and concerns can also guide the implementation of effective solutions.
 Chapter 8
1. Identify an engineer of your choice. Describe his leadership style. Are there important changes that have to be
made in his style? What are those? List down the proposed character change applicable.
Engineer Oscar Pascua: Leadership Style and Proposed Changes

Leadership Style: Engineer Oscar Pascua appears to have an authoritative leadership style. He makes decisions quickly
and takes charge of implementing changes within the organization. He is results-oriented, evident in his prompt actions
such as recommending dismissals, implementing salary increases, hiring new employees, and forming investigative
teams. However, his leadership approach seems to lack a participative element, as there is no indication of involving
employees in the decision-making process or seeking their input on solutions.

Proposed Changes:

1. Implement Participative Decision-Making:

Character Change: Foster a more participative leadership style by involving key officers and employees in decision-
making processes. Encourage open communication, feedback, and suggestions from the team members.
Benefits: Involving employees in decision-making can lead to innovative solutions, higher morale, and a sense of
ownership, which can contribute to better problem-solving and implementation of initiatives.

2. Focus on Training and Development:

Character Change: Prioritize training and development programs for existing employees to enhance their skills and
capabilities. Identify high-potential employees and provide them with opportunities for growth.
Benefits: Well-trained employees are more equipped to handle their responsibilities effectively, leading to improved
services and reduced system losses. Training can also enhance employee motivation and job satisfaction.

3. Implement Performance Monitoring:

Character Change: Establish a robust performance monitoring system to track the progress of employees, units, and
initiatives. Recognize and reward employees and units that show improvement and meet targets.
Benefits: Performance monitoring creates accountability, encourages employees to meet goals, and ensures that the
organization is making progress. Recognizing and rewarding achievements can boost morale and motivation.

4. Encourage Employee Engagement:

Character Change: Foster a positive work environment by encouraging teamwork, collaboration, and employee
engagement initiatives. Recognize and appreciate the efforts of dedicated employees.
Benefits: Engaged employees are more committed to their work, leading to improved productivity, customer service, and
overall organizational performance. Recognizing and appreciating employees can enhance their job satisfaction and
loyalty.

5. Implement Customer Feedback Mechanism:

Character Change: Establish a system for gathering feedback from customers regarding the quality of services provided.
Use this feedback to identify areas of improvement and address customer concerns.
Benefits: Customer feedback provides valuable insights into the customer experience. Addressing customer concerns can
lead to enhanced customer satisfaction and loyalty, ultimately contributing to a positive reputation for the organization.

By incorporating these character changes, Engineer Pascua can create a more inclusive, engaged, and empowered
workforce, leading to improved services, reduced system losses, and a positive organizational culture at Buenavista
Electric Cooperative, Inc.
 Chapter 9
1. List down the control activities that may be useful to any of the following:
a. The construction of a bridge
b. The manufacture of microchips
c. The installation of a power plant
d. The manufacture of tricycles

Control Activities for Various Operations:

a. Construction of a Bridge:
1.Project Planning and Scheduling: Develop detailed project plans, outlining tasks, timelines, and resource allocation.
2.Quality Control: Implement stringent quality control measures to ensure that construction materials and methods
meet the required standards.
3.Budgetary Controls: Monitor project expenses, track budgets, and ensure cost-effectiveness in procurement and labor.
Site Safety Procedures: Enforce strict safety protocols to safeguard workers and prevent accidents.
Documentation and Reporting: Maintain comprehensive records of construction activities, changes, and incidents for
future reference and analysis.

b. Manufacture of Microchips:
1. Clean Room Protocols: Implement strict clean room procedures to prevent contamination, ensuring the quality of
microchips.
2. Quality Assurance Testing: Conduct rigorous testing at various stages of manufacturing to identify defects and
maintain product integrity.
3.Inventory Control: Implement real-time inventory tracking to avoid shortages or overstocking of essential components.
4. Data Security Measures: Enforce robust cybersecurity protocols to protect sensitive intellectual property and
customer data.
5. Supplier Quality Management: Monitor and evaluate the quality of components supplied by various vendors to
maintain consistent product quality.

c. Installation of a Power Plant:

1. Engineering Standards Compliance: Ensure that the installation adheres to industry standards, safety regulations, and
environmental guidelines.
2. Equipment Inspection and Maintenance: Establish regular inspection schedules for power plant equipment to identify
wear and tear, enabling timely maintenance and repairs.
3. Emergency Response Plans: Develop and train personnel on emergency protocols to handle unforeseen events,
ensuring the safety of both employees and the plant.
4. Energy Efficiency Monitoring: Implement systems to monitor energy efficiency, optimizing the plant's performance
and reducing operational costs.
5. Compliance Reporting: Regularly report to regulatory authorities, demonstrating adherence to legal requirements and
environmental standards.

d. Manufacture of Tricycles:
1. Production Line Optimization: Streamline the manufacturing process, ensuring efficient assembly and minimizing
production time.
2. Quality Control Inspections: Conduct rigorous quality checks at different stages of manufacturing to identify defects
and maintain tricycle quality.
3. Supply Chain Management: Efficiently manage the supply chain, ensuring timely delivery of raw materials and
components to prevent production delays.
4. Workforce Training: Provide training to workers on the latest manufacturing techniques and safety procedures to
enhance efficiency and workplace safety.
5. Post-Sale Support System: Establish a robust customer support system to handle post-sale issues, ensuring customer
satisfaction and brand loyalty.
Chapter 10
1. Draw the transformation process of an existing company. Indicate where improvements in the flow could be
introduced.

Transformation Process of Pretty Dove Development Corporation (PDDC):

**1. Raw Land Acquisition:

 PDDC acquires raw lands in different locations (Baliwag, Cabanatuan City, San Jose City, Bataan, Tarlac) for
residential development.

**2. Land Development:

 The acquired land is developed into residential subdivisions with various lot sizes (300 to 450 square meters).

**3. Marketing and Sales:

 Marketing department promotes and sells the developed residential lots to potential buyers.

**4. Customer Interaction:

 Interaction with potential buyers, negotiations, and addressing customer queries and concerns.

**5. Documentation and Legal Processes:

 Paperwork including contracts, titles, permits, and legal processes related to property transactions.

**6. Construction (if applicable):

 Construction activities related to infrastructure development within the residential area.

**7. Handover and Post-Sales Service:

 Handing over the property to buyers and providing post-sales services as necessary.

Potential Improvements in the Flow:

**1. Market Research and Product Diversification:

 Conduct in-depth market research to identify changing trends and demands in the real estate market.
 Explore new product offerings such as commercial spaces, mixed-use developments, or eco-friendly housing
solutions based on market demands.

**2. Technology Integration:

 Implement advanced real estate management software to streamline sales, customer interactions, and
documentation processes.
 Utilize digital marketing techniques and social media platforms for targeted advertising and customer
engagement.

**3. Sustainability and Green Initiatives:

 Incorporate sustainable practices in land development, emphasizing green spaces, energy efficiency, and
eco-friendly infrastructure.
 Promote environmentally conscious designs and construction methods to attract environmentally conscious
buyers.

**4. Collaboration and Partnerships:

  Collaborate with architectural firms and urban planners to create innovative, aesthetically pleasing, and
functional residential spaces.
 Partner with financial institutions to offer attractive mortgage options to potential buyers, encouraging sales.

**5. Customer Experience Enhancement:

 Focus on improving customer experience through personalized service, responsive communication, and
after-sales support.
 Gather feedback from customers and use it to enhance the development process and customer satisfaction
levels.

**6. Adaptability and Agility:

 Stay updated with local and national real estate policies and regulations to ensure compliance and
adaptability to changing legal requirements.
 Maintain flexibility in project planning to swiftly adapt to market demands and economic fluctuations.

**7. Community Engagement:

 Engage with local communities and potential buyers to understand their needs and aspirations, tailoring
development projects accordingly.
 Invest in community facilities and amenities that enhance the overall living experience for residents, making
the development more attractive.

By introducing improvements in these areas, PDDC can enhance its transformation process, adapt to market
changes, and continue to provide valuable real estate solutions to its customers.

What drawing style is used in here

ChatGPT
In the text-based format used here, there is no specific drawing style employed. Instead, descriptions and text are
utilized to convey information. If you are looking for a specific drawing or graphical representation related to the
transformation process of the company, you would need to use graphical software or tools to create diagrams or
illustrations. Common software used for creating diagrams includes Microsoft Visio, Lucidchart, Draw.io, and various
graphic design tools like Adobe Illustrator. These tools allow users to create diagrams, flowcharts, and other visual
representations based on textual descriptions or concepts.
Chapter 11
1. Choose an engineering firm with an existing marketing unit. Draw the organization chart of the firm showing the
marketing unit and its relationship with other units.

Bugtag Chemical Corporation - Organization Chart

Board of Directors:
 Chairman: Samuel Bugarin
 President: Antonio Tagorda
 Finance Manager: Edgardo Abuan
Production Department:
 Production Manager: Samuel Bugarin
 Production Planner (To be Hired)
 Production Staff and Operators
Marketing Department:
 Marketing Manager: Antonio Tagorda
 Sales Team:
 Sales Manager
 Sales Representatives (x3)
 Market Research & Analysis:
 Market Research Analysts (x2)
 Data Analyst
 Customer Support:
 Customer Support Manager
 Customer Support Representatives (x2)
Finance Department:
 Finance Manager: Edgardo Abuan
 Accountants (x2)
 Financial Analyst
 Billing & Invoicing Clerk
Administrative Department:
 Administrative Manager:
 Administrative Assistants (x2)
 Receptionist
 Office Support Staff
Quality Control Department:
 Quality Control Manager:
 Quality Control Technicians (x3)
 Lab Analysts (x2)
Logistics and Distribution:
 Logistics Manager:
 Logistics Coordinators (x2)
 Warehouse Manager
 Warehouse Staff (x4)

In this organization chart:

 Production Department oversees the manufacturing process and ensures the quality of products.
 Marketing Department focuses on market research, sales, and customer support.
 Finance Department handles financial matters, including accounting, analysis, and billing.
 Administrative Department manages general office tasks and administrative duties.
  Quality Control Department ensures the quality and safety of products.
 Logistics and Distribution manages the transportation and storage of products.

The Marketing Department, headed by Antonio Tagorda, collaborates closely with the Production
Department to provide accurate demand forecasts and market insights, ensuring efficient production
planning and inventory management. The Sales Team actively engages with customers, while the
Market Research & Analysis team provides data-driven insights for strategic decision-making.
Customer Support plays a vital role in maintaining customer satisfaction and fostering long-term
relationships. Coordination among these departments is essential for Bugtag Chemical Corporation's
success.
 Chapter 12
1. Identify an engineering firm of your choice. Determine that the methods used by the firm is handling risk. Do you
consider these methods adequate? If mot, suggest the appropriate method that must be used.

Risk Management Analysis for Four Aces Construction and Hardware Supply (FACHS)
Four Aces Construction and Hardware Supply (FACHS) is a successful business venture founded by four
individuals with diverse educational backgrounds and expertise in engineering and management. Despite their
achievements, the founders are now facing the challenge of business expansion and the associated risks that come with
it. In order to evaluate their risk management methods and suggest appropriate strategies, a closer analysis is required.

Current Risk Management Methods:

1. Centralized Purchasing System: FACHS has implemented a centralized purchasing system to optimize
procurement, benefiting from volume discounts and credit extensions. This method reduces costs and minimizes
financial risks associated with purchasing.

2. Effective Personnel Development Program: FACHS invests in its employees through a well-structured personnel
development program, ensuring a skilled and motivated workforce. This approach mitigates operational risks
related to workforce competency and productivity.

Assessment of Adequacy:
While FACHS has implemented effective strategies to manage certain risks, the company's risk management
framework appears to lack a comprehensive approach, especially concerning strategic, financial, and market risks
associated with business expansion.

Suggested Risk Management Methods:

1. Strategic Risk Management:

SWOT Analysis: Conduct a detailed SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) to
identify internal strengths and weaknesses and external opportunities and threats. This analysis will aid
in making informed strategic decisions, minimizing risks associated with market changes and
competition.
2. Financial Risk Management:
Financial Modeling: Develop financial models to assess the potential impact of expansion on cash flow,
revenue, and profitability. Sensitivity analysis can be performed to understand how various factors (e.g.,
market demand, operating costs) could affect financial performance.

Diversification of Revenue Streams: Explore diversification strategies, such as introducing new product
lines or services, to reduce reliance on a single market segment. Diversification can mitigate risks
associated with market fluctuations and changing customer preferences.

3. Market Risk Management:

Market Research: Conduct thorough market research to understand the demand for construction and
hardware supplies in potential expansion areas. Analyze market trends, customer behavior, and
competitor strategies to identify market risks and opportunities.
Partnerships and Alliances: Consider forming strategic partnerships or alliances with local businesses in
the target expansion areas. Partnerships can provide local market insights, reduce market entry risks,
and enhance the brand's credibility.
4. Succession Planning:
Develop a Succession Plan: Given the founders' concerns about aging and limited capabilities, it is
crucial to develop a succession plan. Identify and groom potential leaders within the organization to
ensure a smooth transition of leadership when the founders decide to step back from active
management.

Conclusion:
While FACHS has implemented effective operational risk management methods, expanding the business requires a more
comprehensive approach. By addressing strategic, financial, market, and succession planning aspects, FACHS can
enhance its resilience, capitalize on growth opportunities, and navigate potential challenges effectively.