Success Brought Staff Challenges to Pioneer Technologies Limited

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.

Increasing productivity and sparking motivation in employees, are challenges that managers, businesses, and organizations have struggled with for centuries. While there are many beliefs about which method(s) yield the best results, and what is considered to be the desired result, a ‘one-size-fits-all’ management technique still does not exist. The current movement in psychology, called Positive Psychology, focuses on what is “right” in an individual, and not on their faults. This basic concept is starting to extend its influences into the workplace, making it seem that Positive Psychology may become the key ingredient corporate culture, and all places of employment alike, have needed to promote success and satisfaction in their lines of work.

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

As the world changes, many organization may create changes to their company structure in order to remain successful and look good amongst shareholders. These organizational changes may be beneficial for the company overall. However, it may affect the remaining employee’s morale. Some organizations changes such as layoffs, reduce work hours, a stagnate in benefits increases and rewards may result in management trying to figure out a way to motivate and gain employees trust and loyalty.

There are five major components of job satisfaction, one being monetary benefits (Ghillyer 2010). According to Ghillyer (2012) an employee’s behavior towards their pay may affect their work performance. The issue that arises with employee motivation is that management is unable to satisfy all (Ghillyer 2010). This becomes an even larger problem when employees being joining unions, resigning and being frequently absent (Ghillyer 2010).

The first recommendation would be to improve the company’s motivation when it comes to the positive reinforcements, punishments, and psychological contract. When these three factors are present, the employees’ motivation levels will increase, which will create an expansion in productivity and revenue at Engstrom. Therefore, increasing the company’s motivation is important because when the employees are happy the company’s productivity stays afloat. When the employees are unhappy, they will begin to slack off and both the company’s productivity and revenue will decline. According to the study done by Kropivsek, Jelacic, & Groseli (2011), “motivating the employees is of key importance for providing their efficiency and quality of work. This applies

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

Thus, they had been used to expecting bonus and now that these same bonuses have not been paid for the past seven months, the working morale of the employees had dropped tremendously. This kind of behavior is called organizational behavior where people, act, think and feel in organized settings (Sowers and Dulmus 2008). This behavior is driven by a contingent of factors as is indicated above. The employees’ failure to work in the usual manner is one of the contingent factors associated with organizational behavior. Thus, in order to come up with the solution to this kind of behavior, the management at Engstrom will have to apply four kinds of skills in order to mitigate the risks involved in this kind of behavior.

Therefore, it is not easy to stir up staff 'hypnotized' by the illusion of well-being. Kotter offers the following techniques. 1. Eradication of elements of extravagance (for example, the cancellation of any benefits). 2. Establishment of higher 'bars' in the work of employees. 3. Review of mechanisms for measuring the effectiveness of employees. 4. Stimulation of collective discussion of problems.

This paper will outline the steps necessary by leadership to motivate and restore employee’s faith in the company they work for and to build morale in order to increase productivity.

are very important part of the company, because thanks to them it can perform properly

This paper will analyze and discuss each of the manager’s approach. The three management approaches that will be discussed in detail within the context of the manager who used them are Industrial Humanist: Motivation and Organizational Behavior (Pryor, Humphreys, Taneja, & Toombs,

Next one is the perception errors of Janet, the client manager and human resource director. The third problem is George was forced in the stress situation. Another issue is George’s dissatisfaction about job and work behaviors which caused to the exit-voice-loyalty-neglect actions. The fifth is teamwork environment, processes and the last problem is ABC consulting failed to implement the motivation procedures in motivating its staffs.

Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that