Engstrom Auto Mirror Plant Motivating In Good Times And Bad Case Study

CASE STUDY ANALYSIS Case Study Analysis (Milestone 4): Personal Workplace Analysis Introduction I am currently the Senior Vice President of Operations for a Southern California-based print media company. This media company currently oversees fifty full-time employees and another fifty part-time employees. The leadership in my workplace are generally in sync with one another and knowledgeable of all issues and projects occurring in departments other than their own. Furthermore, the current staff have all contributed to the company seeing it’s largest profit margin since the company’s initial conception. I grandly believe that my workplace is a positive one for the sole reason that we understand and believe in our company mission statement; which is to keep print media alive. Organizational Issues in the Workplace Unfortunately, like all entities, there are certain organizational issues that are currently present in my workplace; they all vary in severity. I greatly believe that no workplace, regardless of how seemingly perfect, is in fact truly perfect. Two of the more major organizational issues present in my workplace are as follows:  The Difference in Employee Dynamics; also known as the employee culture clash.  The constant communication with one another; also known as communication overload. In regards to “organizational culture” (Newsome, 2015), there are certain ideologies in my workplace that often clash. There are employees of the company whom have worked in the media industry for decades and believe that they comprehend the business more than 2

CASE STUDY ANALYSIS Case Study Analysis (Milestone 2): Engstrom Auto Mirror Plant: Motivating in Good Times and Bad An Analysis of Engstrom’s Organizational Issues and the Root Causes of Such Engstrom Auto Mirror has several major organizational issues that have contributed to low employee productivity and a company-wide lack of motivation. It is important to not only identify what these organizational issues are, but to also identify what exactly caused them from a human behavior aspect. Delving into the root causes of the specific issues on hand assures that there is a proactive approach in preventing situations such as these from arising again in the future. The event that commenced Engstrom’s major organizational issues stems from the fall of the “Scanlon Bonus Plan” (Beer, 2008). This incentive system was initially created so that employees were motivated to exceed the standard; and for some time, it worked flawlessly. Unfortunately, the system would later fail; with it’s deterioration grew a strong distrust between employees and employers. Further, many aspects that contributed to a healthy work environment also diminished due to the failure of the Scanlon Bonus Plan; such of which were employee motivation, trust between individuals, camaraderie, and the overall work culture. Employees at Engstrom were no longer motivated to complete their everyday tasks; they do not the have the incentive to even meet the standard demanded from them. In turn, the plant’s production is greatly comprised. The Scanlon Bonus Plan was initially created as an incentive for employees to exceed the standard that was expected of them, it was meant to be a reward system for extra work. Unfortunately with due time, employees expected to be rewarded for meeting just the bare minimum of work, the reward system became the workplace norm; overall, the reward system was an expected addition on everyone’s paychecks. Per “Behavior 2

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