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Bob had not consulted
with his two upper management partners, William Weisz and John Mitchell nor had he
discussed it with Human Relations. The main purpose of Bob wanting to make these
changes were the issues he was constantly hearing about employees stating there was too
many issues with the management matrix and thusly projects were not being seen through
by a single point of contact. Motorola's rush to stay ahead of the curve as well as the
leader in the marketplace had placed a huge minutia of middle managers into the picture
with most of them managing less than 5 employees. This extremely low employee to
manager ratio was putting anywhere from 9 to 12 people in line from middle to senior
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