ENGSTROM AUTO MIRROR PLANT MOTIVATING IN GOOD AND BAD
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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.
It cannot be denied that the main goal of every manager…show more content… Possible theoretical framework is given below.
First of all, when analysing the situation of Engstrom, Maslow’s Need Hierarchy Theory could be applied in order to find out why people stopped being motivated. Maslow’s Theory works in hierarchical manner and if lowest needs are not fulfilled the needs from higher layers could not be satisfied as well. In case to satisfy the psychological needs from the pyramid bottom the organization should engage individuals with an adequate salary. Workers from Engstrom company were used to get bonuses and were able to afford better living conditions, so after the downturn occurs they get less for the same job and they become unsatisfied. This leads to an inability to activate needs from other layers. People in the Engstrom company feel distrust and lack of fairness, therefore they do not satisfy safety needs. Moreover, Scanlon plan gives an opportunity for all workers to participate in communication meetings but social needs there not fulfilled fluently because the company was not building good relationship between members of organization. However, the first layers of human needs which together are known as deficiency needs are not the main motivators at work.
According to the Two-Factor theory (Herzberg’s motivation-hygiene theory), which is closely related to the Maslow’s theory of motivation, such factors as salary or safe and pleasant working conditions (hygiene factors)