AbstractOrganizations it can be resolved and the importance

AbstractOrganizations are made with the vision of success, growth, and stability for all involved. These are goals and visions of any organization, to have a long process, human behavior, fear, and loss of vision that may get in the way and sometimes arise problems.  The Engstrom Auto Mirror Plant, we examine the many issues that led to the demise of the company as well as looking into your own work to identify any issues that, cripple the growth and relates to your own workplace. We apply the various theories of many theorists to help analyze and troubleshoot ways that, it can be resolved and the importance of the various theories to human behavior and the effects to the human function when threatening or incomplete. Case Study Analysis IntroductionIn May 2007, The Engstrom Auto Mirrors Plant was a relatively small privately own company that manufactures mirrors for automobiles and trucks with 209 employees. Unfortunately, the company took a turn, sales were decreasing, and the company faced low productively with employees. Ron Bent and Joe Haley are the supervisors of Engstrom Auto Mirrors plant, they came together and work towards a successful implementation based on employee safety and satisfaction (Beer, M. (2008). Since the downturn, they were forced to lay off more than 20 percent of the workforce. This is not the first time the company had reached a similar crisis. Engstrom is known for proven critical in building morale, increasing productively and product quality. Several subsequent years, the company implemented the Scanlon’s Plan, giving bonuses saving plans that are shared equally between employees and the organization (Beer, M. (2008).  In order for this plan to work, the company needs to feel secure and the employees should feel as if they belong. All bonuses had stopped in 2006. Now, Ron Bent and Joe Haley have to determine how to get the company back on track. Organization Issues and Root Cause After some years of the company, things began to shift for the worse as bonuses started to disappear and production started to decrease. While there are many causes of organizational issues in the company, the main root causes in the company, are lack of communication amongst staff, no motivation and poor leadership, lastly teamwork. The company is completely depending on the goodwill of the employees.  Productivity is a valuable measure of how well resources are used in society. It means that less is consumed to produce each unit of output (Newstrom, pg.14). The quality products and service high customer satisfaction can be created through listening carefully to employees, building partnerships with suppliers, searching for continuous improvement in operational methods, training employees in the understanding of the company downturns (Newstrom, pg. 14). CommunicationCommunication is a big key factor in an organization, especially a company like Engstrom. The lack of communication is the activity by which people relate to one another and combine their effort, and it’s necessary to perpetuate the organization (Newstrom, pg53).  Communication is all about what the receiver understands, which in this case are the employees (Osborne, S. (2003-2017). This is important for the success of the company because clearly, the employees do not have an actual understanding why this keeps happening. Neo points out that, “The key to success is understanding and accepting the differences on a multicultural team, and use them to enhance the way the team analyzes the situation and make decisions”. (Neo, S.2015). As Newstrom stated that, communication is what the receiver understands; not what the sender says’. (Newstrom pg.54). In this study, employees do not feel equal in both the overall company and with the Scanlon plan. The “Equity Theory” (Newstrom, pg.135) explains the two concepts of over reward and under-reward; employee aim to be in the middle of two. (Newstrom, pg.135). Leadership I will apply Ethical Leadership, such as the Social responsibility to arise others whenever people have power in an organization. Another element I would include is Cost-benefits analysis, the cost of the solution to prepare the organization to get back the employees they lost and the cost-effectiveness of how much it will take to repair the damages made unto the organization (Newstrom, pg.19). Bent and Haley should have monthly meetings to discuss the solution, plan to help the company get back to where it all started in 1918 (McDade, 201) Bent and Haley should start to do team building seminars and encourage meetings, seek finical planning. I read in, “Most Successful Leaders Do 15 things Automatically, Every Day” the leader should gain a sense of control and responsibility for creating a reciprocal and supportive leadership. Also, allow full involvement and participation of the staff and give them the opportunity to voice their opinion in solving problems to help achieve organizational goals. (Liopis, G. 2013). As leaders, communication is perhaps, our most powerful tool if we want to get things done easily and effectively in the workplace. As Bent is the supervisor of the company, he will have to tell his employee’s why the desired rewards are currently unavailable or explaining to them why other factors may restrict employee performance despite their strong efforts. (Liopis, G. 2013).  Bent communicates this to his employees, their expectations will be more realistic after effective communication had occurred. (Newstrom, pg. 134).MotivationUnfortunately, the lack of motivation among the employees created a hostile environment. Bent and Haley were not doing enough to help the company and its employees. Primarily goals for improvement can be to increase organizational efficiency to improve the ability for the company to deliver their services. Employees already felt they no longer matter in the company. There were numerous complaints over the years, and there was no incentive bonus coming in, that all stopped in 2006. In order for the company to turn around rapidly, Bent and Haley, would need to start running a thriving business, focus on communicate with all staff effectively. Bent and Haley created the Scanlon plan, I think both should develop and prepared an action plan. Present it to the plant employees and make it clear. This way their employees can feel knowledgeable and empowered to make a decision that is best suitable for the company.TeamworkThe Engstrom Auto Mirrors Plant faced another dismantle within the company, as stated above the sales were decreasing, and the company faced low productivity. Engstrom is known for building morale, increasing productively and increase product quality.  The quality of the company is facing destructive criticism from their own employees. Since the company has the bad reflecting leadership to communicate amongst their employees, the employees have gathered to make a hostile environment for everyone. The Scanlon Plan reinforced teamwork and cooperation across workgroups while they focus attention on the savings and motivating employees to work smarter, not harder. (Beer Collins 2008). This is when teamwork can rapidly increase the company and making sure the employees feel wanted. When employees and management work together it helps improve overall productivity, improve quality of work and subsequently encourage innovation, improve employee motivation and commitment and recognition for improved work. (Wiesen, S. 2017). Start of it all is social skills, is one way a person can directly or indirectly affecting the behavior of another employee. It is very important for each individual to be aware of their environment and how their actions will impact other people. According to Hertzberg’s two –factor theory, Herzberg did a study on few employees. The study showed that employees had named two types of condition that produced a feeling of good achievement that was rarely given as bad achievement (Newstrom pg.122). Engstrom employees should be able to engage in any aspect of the organization. The absence of these factors results in less motivated and more dissatisfied employees. According to the Expectancy Theory, “it is the belief that increased the effort will lead to increased performances. If I work harder then it will be better”. (Newstrom, pg. 131)Company ProductivelyThe Scanlon Plan reinforced teamwork and cooperation across workgroups and focusing on the savings and motivating employees. (Beer Collins 2008). The company productively has decreased effecting the company’s goals. When setting work as a motivational process because it creates a discrepancy between current and expected performance. (Newstrom pg. 129).  The Expectancy theory: (Newstrom, pg. 134). Showcases that employees need to respond positively to three specific elements for them to exert effort on a task, as allow; valence expectancy, and instrumentality. (Newsome, pg134).Impact of applying this theory     When relating Engstrom case study to Herzberg’s two-factor theory. My main focus will be maintenance factors and motivational factors. The motivational factor has shown that negative feelings in the working environment were a result of the absences of maintenance (hygiene) factor. (Newstrom, pg. 123). The Expectancy theory states in Newstrom pg. 133, “Perceived relation or correlation between an action and an outcome”. (Newstrom, pg.133). While analyzing this case study, the big impact is unknown value, I say unknown because that would be the cause of the company having low productivity, and between employees and supervisor, and there is no trust.     The value of the company is disappearing.  The qualities that are defined in the organization, products or services, the value will inform the attitude and human behavior in the organization as it states in, “The Value of Corporate Values”. (McGraw, N. (2005).    The impact of the company is the employee’s complaints, financial issues, and company instability. An organization, that possesses human behavior and concepts that are poorly aligned in the workplace, establish a negative company foundation, management and employee system (McGraw, N. (2005). Solutions DevelopmentIn 2007, the Engstrom Auto Mirror Plant was in a financial crisis due to decreased productivity a product quality. Bent did implement a plan called The Scanlon Plan created in 1999 to increase plant productivity at the time. However, the creation of the Scanlon plan was defaulting in both the payment of bonuses and transparency. Employees have no longer engaged and created a hostile environment for themselves and managers. Theories of human behavior can be applied to the crisis to create an organization improvement outcomes, and develop strategic actions to remedy the organizational issued the Engstrom Auto Mirror Plant.Organizational Improvement Outcomes The Engstrom Auto Mirror Plant has encountered many dysfunctional issues. Therefore, the supervisors should reconsider paying bonuses at a set time, bonuses should be paid when there is a profit after the actual payroll and overhead are paid.  Engstrom must either make the decision of keeping the exact plan in place, amending it, or to create a new compensation plan. Bonuses need to be simple to follow so that employees can relate performances to a bonus, and be motivated to work and feel the sense of pride while working. (Newstrom, pg.166).  Another outcome is trust between the managers and employees. The Engstrom Auto Mirror plant main problem is the lack of proper communication with the employees. The plant employees were not aware of their bonuses coming out of their salary. There needs to be clear communication from Bent as the supervisor of the company about the bonus motives to be amended. (O’Hara, C. 2014).Furthermore, in order for the workers to trust management, they must believe that they are receiving equal treatment from their supervisors. Working in a harmonically coordinated environment, this can likely have more employees follow through on goals set by Bent. (O’Hara, C.2014). If Bent and his assistant take the initial steps to be a good leader, this concept can reflect on their behavior, and more of their employees can rebuild trust and focus on gathering their ideas to defuse the company hardship. I read a blog (Big Think Edge), listening skills improve collaboration of unexpected places like improvisational theatre in a workplace. (Big Think Edge, 2017). The Engstrom organization should be an important means of attracting the attention of great employees. It motivates great workers to stay on by providing the opportunity for growth and advancement. The Engstrom, can create positive outcome starting with managers to rebuilt trust from the employees and implement a plan that is set for the company to overcome the downfalls.Strategic ActionIn order to improve the organization, a strategic action plan for The Engstrom organization will be beneficial to underfund the downfalls of the Scanlon plan and bring about a modification with the full support of the employees.  Managers must lead, support follows up, and live the results of the strategic planning implementation process. (Heathfield, S.M.2017).  The Engstrom organization should implement a clear vision of marketing strategies to increase the volume of sales.  Establishing a structure will support the organization to move to a more strategic thinking and acting organization.  (Heathfield, S.M.2017).  As mentioned before, restoring trust will take a significate amount of time. I recommend Bent and his assistant to encounter their actions, and allowing the employees to voice their concerns. That can gain valuable information from the employees on how to restructure a new plan that will be successful in the business.  The Equity Theory illustrates how the employees measure themselves against each other and their managers. The best solution is, to use this theory at its core and apply to the production of the plant. Initially, the case mentioned that the “trickiest part of the plan adoption was the calculation of the plants base Scanlon ratio”.Heathfield, S.M. States, always treat people with the same respect you expect from them. Within 29% greater return that non-strategic planning companies having a clear vision of a mission statement, values, and Strategic goals, and having an action plan to develop, you will win, both personally and professionally. (Heathfield, S.M.2017).  Workplace AnalysisI currently work in a Mental Hospital, with a large environment that oversees 3,000 patients and little over 675 employees.  The hospital has been open since 1868. At that time, there were no lead heads in each department. Currently, that all changed back in 1999 when the hospital decided to divide each “title head” to be the leaders of their own people. That became an inconvenience for most, the “culture clash” when they decide to make that change. There were several disagreements amongst staff and leaders, this issue prolonged for years. My department which I direct, I notice that everyone was not engaged.  I notice other department heads were lacking communication, and the company productivity was not reciprocal on what was going on. As years went by I have seen people come and go just like any organization. The workload was massive at times. Staff was not able to become reinsuring to patients or others. My department I have not set a policy because I strongly agree with the state hospital having a straight across the board policy for everyone to follow. I do Intel my employees to follow the rules that are set in place within the department.Once the final change of managers was in place. I and other managers notice the change in dynamics of employees working.  Organization issues always present is self in any workplace there is. My current position, I play a big role when there is time to communicate with my staff, be hands-on and work as a team. As a leader, you should listen to peers on what issues to defuse and how to help. When issues do arise at my workplace, my supervisor tends not to care as much as I do or handled the situation differently then I will. Once the changed of leaders, that is when everyone defense for themselves.Root Cause My workplace, employees are dissatisfied, and complaints are being made more frequently.  The productivity of the company has suffered and decreased in quality. The company CEO, has poor communication skills, no leadership skills. Start of it all is social skills, is one way a person can directly or indirectly affect the behavior of another employee. It is very important for each individual to be aware of their environment and how their actions will impact others. (Lenski, T. 2016). I stated in my previous milestone, Hertzberg had study two employees, he showed each employee had to name two types of condition that produced a feeling of good achievement that was rarely given as bad achievement (Newstrom pg.122). According to my organization, leaders should try to defuse any situation that arises in the workplace before it escalates. Be more engaged in any aspect of the organization. The absence of these factors results in less motivation and more dissatisfied employees. According to the Expectancy Theory, “it is the belief that increased the effort will lead to increased performances. If I work harder then it will be better”. (Newstrom, pg. 131)Company ProductivelyThe hospital should revised their policy and reinforced teamwork and cooperation across departments and focus on the savings and motivating employees. (Lenski, T.2016). The goal setting works as a motivational process because it creates a discrepancy between current and expected performance. (Newstrom pg. 129).  The Expectancy theory: (Newstrom, pg. 134). Showcases that employees need to respond positively to three specific elements for them to exert effort on a task, as allow; valence expectancy, and instrumentality. (Newsome, pg134). Once this effort takes place, I believe the company productively will have a less overturn rate of employees and more respect from the outsiders looking in. Communication Skills         Neo points out that, “The key to success is understanding and accepting the differences on a multicultural team, and use them to enhance the way the team analyzes a situation and make decisions”. (Neo, S.2015). As Newstrom stated that, Communication is what the receiver understands; not what the sender says’. (Newstrom pg.54). My workplace employees do not feel equal in both the overall company and can relate to the Engstrom. The “Equity Theory” (Newstrom, pg.135) explains the two concepts of over reward and under-reward; employee aim to be in the middle of two. (Newstrom, pg.135.  Within my department, I tend to award my employees by ordering lunch or given them cards thanking them for their teamwork.LeadershipAs leaders, communication is perhaps, our most powerful tool if we want to get things done easily and effectively in the workplace. The hospital should start listening to all their employees and way it can more options to plan out. I recommend my workplace be more reinsuring and understanding of placing team building seminars for departments, encourage each lead heads to hold monthly meetings within their department.  Lenski, T. mentioned, the informal system of organizational culture the leaders should show their word through their own actions. (Lenski, T. 2016).Impact of applying this theory         When relating both Engstrom case study and my workplace to Herzberg’s two-factor theory. My main focus will be more motivational factors. The motivational factor has shown that negative feelings in the working environment were a result of the absences of maintenance (hygiene) factor. (Newstrom, pg. 123). My workplace, the big impact is unknown value, I say unknown because that would be the cause of the company having low productivity, and between employees and supervisor, and there is no respect from their leaders.         The value of the hospital is disappearing with the percentage of the overturn each year. The qualities that are defined in the organization, products or services, the value will inform the attitude and human behavior in the organization as it states in, “The Value of Corporate Values”. (McGraw, N. (2005).        The impact of the hospital is the employee’s complaints and leaders for teamwork and more communication. The organization, that possesses human behavior and concepts that are poorly aligned in the workplace, establish a negative company foundation, management and employee system (McGraw, N. (2005).ConclusionAn employee’s job performance is affected by their environment, motivation, and ability. The Scanlon Plan has been in business for many years and is an established company. Therefore, the productively and fairness issues along with their reputation should be able to find a solution through the Scanlon plan or remedy that already damaged plan. Engstrom manager Ron Bent and assistant Joe Haley should modify or create an incentive plan that will recognize job performances and provide a financial reward based on individual performance. Newstrom says employees want opportunities to be involved in the workplace, decisions by contributing their talents and ideas to the company success (Newstrom, pg. 15).ReferenceBeer, M. (2008). Engstrom Auto Mirror Plant: Motivating in Good Times and Bad. http://www.hbs.edu/faculty/Pages/item.aspx?num=41861Bhardwaj, R. (2017). Why it’s Important to Build a Good Work Culture.EntrepreneurIndia. Retrieved. https://www.entrepreneur.com/article/270338Big Think Edge. (2017). 4 Benefits of Training and Development in the Workplace. Blog Cornet, J.E.(2017). How to Build a Stronger Relationship with your Employees.Heathfield, S.M. (2017). Learn How to Make Strategic Planning Implementation Work. Retrieved. https://www.thebalance.com/how-to-make-strategic-planning-implementation-work-1919184Lenski, T. (2016). Conflict at Work: The Root Causes of Workplace Conflict Are Often SystemicLlopis, G.(2013). The Most Successful Leaders Do 15 things Automatically, Every Day. Forbes.comMcDade, C. (2013). Staff Meetings: A Means for Effective Communication in the Workplace.McGraw, N.(2005). The Value of Corporate Values. Strategy & Leadership. Retrieved. https://www.strategy-business.com/article/05206?gko=9c265 Neo, S.(2015). STRATEGIES FOR EFFECTIVE CROSS-CULTURAL COMMUNICATION WITHIN THE WORKPLACE. HTTPS://WWW.TRAININGINDUSTRY.COM/BLOG/PERFORMANCE-MANAGEMENT/STRATEGIES-FOR-EFFECTIVE-CROSS-CULTURAL-COMMUNICATION-WITHIN-THE-WORKPLACENewstrom, J. W. (2015). Organizational behavior: Human behavior at work (14th Ed.). New York: McGraw-Hill.Retrieved. https://toughnickel.com/business/Staff-Meetings-The-Importance-of-Having-Regular-Staff-MeetingsO’Hara, C. (2014). Proven Ways to Earn Your Employees Trust. Retrieved. https://hbr.org/2014/06/proven-ways-to-earn-your-employees-trustOsborne, S. (2003-2017). Organization Communication. Retrieved. http://www.businessperform.com/articles/workplace-communication/organization_communication.htmlWiessen, S. (2017). Make the Dream Works: 5 Reasons Why Teamwork is Crucial to Workplace Success. Retrieved https://www.business.com/articles/5-reasons-why-teamwork-is-crucial-to-workplace-success/