Increasing Employee Motivation At Engstrom

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I believe that one of Engstrom’s strengths would be the fact they were able to identify the low morale by the employees and correlate it with the low productivity. I actually commend Bent for doing research and finding a program that has proven to work in many other companies. The Scanlon Plan is the oldest organization-wide incentive plan with proven success still in use in the United States. The first Scanlon Plan was developed in the 1930’s by Joseph Scanlon. Scanlon was a cost accountant by training and a steelworkers’ union official at a steel mi facing bankruptcy. (Beer & Collins 2008). The Scanlon Plan reinforced teamwork and cooperation across work groups while they focus attention on cost savings and motivating employees to “work smarter, not harder”. (Beer & Collins 2008). A problem and weakness in the program came when the employees distrusted the bonus calculations. Some employees felt the company was “playing with” numbers when they changed the

The direction for the case study analysis is supported by how the Scanlon Plan was executed at Engstrom and issues within the plan. The management’s leadership, ideas, and communication, along with the employee work setting will be included within the study. It will show that implementation of reward versus punishment, and how it can influence employee’s and their production. After a few years of implementation, the employee satisfaction went down. This led to changes in the plan and distrust within Engstrom. There can be several reasons and theories as to how the organizational behavior was disrupted.

Through positive reinforcement daily, they can encourage all the employees to improve their production rates individually. Even if one employee has a greater production rate, they should not be used to make other employees feel that any improvement they make would not be worth their time (Newstrom, 2015). This will encourage everyone to do a better job, which will have a bigger increase in production. Every employee at Engstrom will have a different need for money and praise to feel motivated to improve their work (Newstrom, 2015). For Engstrom to be successful in motivating their employees, they need to be consistent, honest and give everyone the same

It is very important to learn how to motivate employees, employees are one of the most important tools for any business, they are the ones that have a direct contact with customers. As we go over the chapter we learn that in order to motivate employees’ money is not the best option. We can motivate employee make the feel valuable, understanding their personal needs, thank them for their job performances, recognizing their improvements, respect them, etc. If an employee is happy at his job environment their performance will be the best, and management doesn’t have to be over them all the

SAS is impressive in how they think out the box from the normal norms of companies. SAS seems to have a special way to motivate their employees because I sure never go into work jolly about not spending time with my family. I rather be with my family instead in a work area. Which why motivation is a factor component to what makes us go to work. It is what determines the level of effort we are going to put into work and out behavior about work (George & Jones, 2012). Plus, SAS Institute fabricates an environment where employees can develop new and innovative products; they have a performance based reward system that includes not only financial benefits but benefits to health as well, and they are establishing their compelling core values towards their employees for the better of the company.

When running a business, one would have to hire employees who perform well and product and or quality is of the same caliber. The key to an employee performance is motivation. The expression, you can lead a horse to water but you cannot force it to drink water, can be seen within the human race.

Motivation is the study of what makes us do things. Every day we are faced with many decisions. What choice we make is the study of motivation. There are several theories of motivation; the theory of opportunity-cost is the most widely recognized. This paper will discuss (1) the major forces that drive us, (2) diverse influences, and (3) tangible and intangible outputs.

All organizations face the task of hiring and retaining a motivated workforce. Organizational motivation is a process which includes intensity, direction and persistence exerted by an individual when reaching for a work-related goal (Robbins & Judge, 2009). Job design is an essential element of creating positions that offer motivating characteristics whereby employees will gain a sense of achievement and satisfaction (Fischer, n.d.). Managers can leverage a variety of tactics within the area of job design that can include various alternative work arrangements and job flexibility when creating positions that employees will find desirable. Employers can intrinsically motivate employees by offering flexible working arrangements that ultimately benefit the organization through increased job satisfaction and productivity.

Motivation in the work place is good for any organization. A leader will encourage their staff to bring to the table new ideas, be creative, and how to work as a team. In looking at motivation in the work place, employees have certain needs that must be kept in the workplace. Maslow’s Hierarchy of Needs describe these needs in the workplace and they are: A sense of feeling they belong in the organization, a sense of feeling safe in a work environment, self actualization needs, physiological needs, and finally the feeling of having a positive self-esteem (Warrick, 2016). Employees want to feel wanted and needed in order to have a sense that not only the work they contribute to an organization is needed, but that they are appreciated for what they contribute. Employees want to feel that their work is appreciated and that they have job security. This makes them feel needed, empowered, and that their work matters.

The motivation is divided into several factors including of direction, intensity, persistence, however in the case of Engstorm all of the employees are not following up these factors due to the fact that they are demotivated and are not willing to put an effort into anything that’s related to the organization. As for the ability is when an individual gets to share their knowledge and experience that they have into succeeding a specific task. Instead of the employees are using their skills and knowledge to boost up the performance of the organization they are instead putting that aside and ignoring it since they are not getting what they are asking for. And absences of these factors above will result into demotivated and dissatisfied employees, which applies to the Engstrom Auto Mirror Plant, employees are acting unfriendly along with the management team, since its be going on for months without the employees getting their bonus. The workers have lost the potential and motivation to work hard and put any effort to the organization. According to expectancy theory, people will choose how they behave according to the perceived outcomes. And since the employees don’t expect any bonuses they don’t work

All organizations face the task of hiring and retaining a motivated workforce. Job design is an essential element of creating positions within a workplace that will have motivating characteristics whereby employees will gain a sense of achievement and satisfaction (Fischer, n.d.). Managers can leverage a variety of tactics within job design that can include various alternative work arrangements and job flexibility when creating positions that employees will find desirable. Flexible work arrangements is one way employers can intrinsically motive employees to the ultimate benefit of the organization.

The employee motivation and engagement in the company is poor. Lots of workers are easygoing and apathetic. Only few of the employees give effort in their job. They also say that they were not able to learn and grow in the past year. Many employees say that they are satisfied with their salary and benefits however, only few of them are willing to stay in the company for at least three years. They are not motivated and showed no interest which leads to poor performance of their job. This could worsen if no proper actions would be taken.

Also, the employees should be compensated and rewarded. They must have quality relationship with management, with each other’s and with trade unions to help them in design, build and market the new products. In addition to that, the company should provide advance programs to motivate all employees to increase their productivity.

Generally, in all companies and other organizations employees play an important role in their work place. Each company tries to motivate their stuff in order to improve their working process more effectively and efficiency. It is commonly believed that motivated workers add their contributecompany to be productive. We are going to point out the best two motivating ways below.