The Problem Of The Assembly Division

Assignment 1: 8600 - 310 – Understanding How to Motivate People in the work place

Developing work attitudes is by reducing imprudence that was between the hourly workers and their mangers and increasing job satisfaction and organizational commitment. It is clear that workers at this motor company have the lowest job satisfaction in order of various negative influences that impact their life. First, mangers at this company did not treat their employees as a human, they treat them as machines, that should rich the demand by the end of the day, and called them by numbers not their name. Second, workers have intrinsic value, extrinsic value, and ethical values that ford would not respect. Third, Stressful work without any reward and the work environment that was not save, clean, or regulated at the plant. Finally, week bonds between mangers and workers that create week work energy and losing trust between employees as results the work has turned down frequently. In addition, at Ford Motor Company the physical and psychological

Mitchell (1982, p.82) describes motivation as “the degree to which an individual wants and chooses to engage in certain specified behaviours”. Hence, in general, behaviour is determined by certain motives, thus, Vroom and Deci (1992, p.33) considered motivation “as the causes of our behaviour”. Moreover, according to Mullins (2013, p.245) motivation is concerned with question “why do people do what they do?”, because motivation is an inner driving force which leads to particular action to achieve some aim and fulfil some need. In other words, Chartered Management Institute (cited in Mullins, 2013, p.246) observes that, “the aim of management is to give people what they really want most from work”.

In the era of consumerism, abundance of essential products is critical to supply the high demands. This would have been very difficult without Henry Ford and his excellence in operating the assembly line. Assembly line is one of the most reliable and durable production techniques ever invented. In the 20th century, assembly line was amongst one of the most remarkable technological advancements. Nearly all the products that we use nowadays, we would not have it in the amount we need and at the prices we have it without the assembly line. The assembly line has played a major role in modifying the world and it is the main force behind every industry on earth. The use of assembly line in industries such as automotive, arms, and food has played a key role in supplying the world with essential products while minimizing the total cost. The operation of assembly line in various industries has assisted the world in providing crucial products that we need to make our lives easier.

The word Motivation is a common terminology which most employers are familiar with and in every organisation the employers has different techniques and strategies the use in motivating their employees. Many scholars have argued on different forms of motivation and argued that to be motivated should be individual employee’s responsibility and the employers responsibility, this theory was criticized by some school of thought.

Extrinsic motivation e.g. Money is the critical incentive to motivation in today's work environment However , motivation differs from individual to individual and with their respective beliefs and values, circumstances and culture. It is important for mangers to identify which motivation factor works with which employee and apply it respectively In any environment, both Intrinsic and Extrinsic motivations are needed for work satisfaction and work performance

What can be done to motivate the employees? How can I increase the productivity of the department? These are just a few of the questions many managers have asked his or herself. People are the most important asset for many organizations today. Without employees to perform a job many organizations and companies would not be able to produce a successful product. The product, however, is not the only part of the company that must be fine-tuned. A company is not truly successful until the company employee's are positively motivated to be productive, highly successful individuals. Motivating employees to meet company productivity standards can often be a challenging task. Being that every person is

We present this analytical report, finished at your request, by correcting the formatting of the existing report and writing the unfinished parts. We include reasons and consequences for lack of motivation along with the techniques or strategies to motivate employees. Also included are benefits of motivating employees.

In the early stages of manufacturing quality and cost went hand-in-hand, if one went down so did the other but now quality is maintained at an excellent standard and cost is going down; engineers are racing to the bottom in price. This is achieved by the engineers that have created a system of work that is the assembly line, allowing for more affordability and profitable, and leading to innovation. By implementing the assembly line system of work, it requires simple tasks to be accomplished by multiple people at a constant pace, which results in cost efficient production. This system allows more product to be produced in a smaller period of time to meet the demand of the people, as the price is cheaper. However, profit is not changed

In the video “The Puzzle of Motivation,” Dan Pink explains different ways on how employees can perform better in organizations. For instance, he mentions that the reward-and-punishment way should be avoided in the workplace. Dan Pink believes that the reward-and-punishment approach leaves employees less space for creativity and decrease their chances to think sharp. He announces the “The Candle Problems” studies to support his claim on this approach and explains that inclining more close to intrinsic motivators can be a solution toward how to improve employees performance. Pink mentioned that extrinsic motivators did work well for ‘20th century tasks’ and that it is time to focus in the direction of intrinsic motivators for our modern businesses.

The immediate impact of the assembly line was revolutionary, which could be a turning point in history. During World War II, apply assembly line techniques in marine and aircraft production to meet the massive demand for military equipment on the US foreign construction. Many planes and tanks were manufactured by workers, including young people and women, has since the beginning of an assembly that each employee assigned a specific task. Every worker is repeated, and then the process moves to the next worker is his job until the job is done and the product is finished. It is a way for the mass production of goods quickly and efficiently.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Because staff at Initech do not obtain worthwhile benefits or even see the proceeds of their hard work, which would act as motivator, they fail to feel their achievement or recognition. Moreover, the employees at Initech do not have means for self-actualization; they are neither encouraged nor allowed to realize their full potential, which Spitzer (1995, p. 7) argued could be fatal to the future of an organization. He argued that providing the staff with an environment of encouragement will make them realize their full potential consequently increasing the organization’s production. Sincerity of motivation is very fundamental as far as

Motivation of employees is also a key issue in organizing an entity. According to Tannenbaum and Massarik, all superiors of an organization are faced with the problem of extracting services and contributions from their subordinates at a high level of quality and efficacy. These

One of the first authors that dealt with the sources of motivation was Frederick Taylor who focussed on the overall productivity of an organisation. He linked this productivity to the effort an employee puts into their work which in turn is dependent on monetary rewards (Taylor, 1911). This theory was established in the context of the industrial age and thus is outdated for today’s analysis but it still provides a basic assumption which is often referred to by other authors. The total neglecting of a worker’s intrinsic motivators is a starting point for discussion for authors that conducted research in that area after Taylor.