Case Study : A Savage Factory

Csikszentmihalyi discusses a study he and his students conducted on employees of a factory that assembled railroad cars. Csikszentmihalyi goes on to describe the workplace as “a huge dirty hanger where one could hardly hear a word because of the constant noise” (545). The general morale and attitude of the employees

Our task for the Engstrom Auto Mirror Plant case analysis was to identify the main problems of the company as well as it’s managers’ decisions and to find reasonable solutions by taking into account roots from where they have been appearing. This case is extremely relevant because it looks at organizational behavior everyday problems and analyses issues of building relationships with employees. All our assumption will be based on Organizational Behavior theoretical background in order to find solutions and alternatives for the particular company’s case. The main aim was to figure out how to increase company’s productivity, employees’ motivation and management strategy.

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

It is clearly that the company is experiencing some growth; however, the management needs to find a solution to solve the arising issue where their employees are lacking of motivation in their job. However, the executive team’s decision to raise pay rates for its customer service staff and the vested profit-sharing plan does not improve the employees’ work performance or customers’ satisfaction.

The success of an organization is built on a functional relationship between managers and employees. Managers can depend on this type of relationship to set programs in place to motivate employees, thus, increase productivity and profitability.Throughout the years, a few issues have brought on the relationship amongst administration and workers at the Engstrom Auto Mirror Plant to fall apart. The goal of this milestone is to identify the root causes of the organizational issues, look at the fundamental drivers from a human behavior perspective and offer

In today’s work place employee satisfaction is just as important as it has ever been in history. With employer cutbacks, job eliminations, pay reductions, and business closings employee satisfaction must be at the forefront of employer’s plans to be successful. In the case of Riordan Manufacturing the company has a problem it cannot ignore, employee motivation. Riordan Manufacturing is a global plastics producer that employees 550 people and earns an

As discussed by Lewchuk & Robertson (1997), the organizational culture and values of the company, were simply to limit any role the workers had in the decision-making process, which was called the Fordist model. Hence, mainstreaming the production problems to the managers and leadership would enable them to better control and carry out the improvement of the workers and their products.

General Motors strikes against the work conditions in their company’s shows that people are motivating themselves to better their working conditions and their situation where they work. For instance, the strike was a national recognized place and went on strike because the wanted equality and to be respected within the place they are working. The National recognition caused many shutdowns in major factories because they demand more equality and increased the Union memberships. Head of companies were forced to rewrite their workers agreements to offer more equality, no discrimination, and provide better employee rights. Both of these companies are proof that work ethic has improved in

In 1982, General Motors closed “The Worst Plant in the World” in Fremont, California. In 1984, General Motors and Toyota opened up a joint venture operation in the same plant General Motors had closed just two years prior. The joint venture was called New United Motor Manufacturing Inc. (NUMMI). The concepts used for this new venture are those of Frederick Winslow Taylor and his time-and-motion regimentation. NUMMI’s newly implemented Taylorist procedures appear to encourage along with satisfaction and increased worker motivation.

Employees require motivation, reward and encouragement for maximum productivity. Punishment to workers not performing is also mandatory to prevent cases of poor performance. Ethical considerations must be looked at and employees must follow rules and company policies for plans made by management to be successful. Workers and management relate like a family and this has enabled the company perform to its expectation. These plans are aimed at ensuring total customer satisfaction and delight.

This report is going to be very important for the organization, as we have suggested many authentic recommendations in this report. Through our report the manager can get an idea how he can resolve these problems. We have also talked to some employees of the organization regarding what are the problems they are facing while working in the organization. Different employees have different problems but most of the employees are satisfied and happy with their jobs. But the other employees who are facing some problems, we have made some recommendations that the company can implement in their organization and prepared a report. These recommendations will surely improve the performance of the organization and they will become steadier in achieving their goals as this report is very beneficial for the organization. The most important problem that the employees are facing that the organization does not have any proper policy regarding them and it is very important to have this policy in the

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

A major cause of the present issues with the workers within the assembly division is in the area of motivation. It is written that there might no better factor in determining the willingness of a person to give all they can than something entitled Intrinsic Motivation. (Ryan, 2000) This type of motivation entails those things

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

Job analysis and design has attracted more attention of organizations, since poor job analysis and design result in poor job performances of employees and organizational performances. This essay is based on Philips’ changes in its workplace design in a factory. In the past, the factor’s old operation line had generated poor employee and organizational performance such as low morale of employees, high rate of turnover, and poor quality control. While redesign its operation line, Philips has gained a high productive workforce, such as building self-management teams, enriching employee’s spirit life. This essay is based on Philips’ successful experience in work redesign. The author has been appointed as a human resource director a factory in Manila. In order to increase the productivity of his factory, the author determined to learn from Philips’ experiences. In the essay, it will firstly analyze the old operation line’s problems, including poor job analysis and design, ignoring employees’ needs with poor working conditions, and low workplace morale. As for the problem, the essay will present relevant suggestions for each of the three problems, including improving job design with considering employees’ voice, improving working conditions and motivating them, and Building healthy organizational culture.