Engstrom Auto Mirror plant

*************** ** ******** ****** *********** * ****** of ***** ******** **** ****** ***** ** Indiana *** **** ****** ******* ********** in *** ******** operations **** have ******** ** *** downturn The ******* ***** ** **** *** the manager ** the firm was ****** ** **** some ********* ** ** ** ****** *** ****** **** ** operation **** ***** ******* *** ******* ** *** products *** ***** under ******** ** ** had ******* the ****** of ********* was ***** down *** ******** ************ **** *** ********* ********** the ***** **** *** reducing *** ******* *** ************ ** *** **** *** ******** ********* ******* 2001) Earlier on ******* ********* program had **** ** **** a **** of ****** the ********* ******* *** *** ***** had ******** ******** ******* ******* *********** ** productivity ******* and ******** ************ ******* *** **** *** **** in **** This paper ******** **** recommendations **** **** help ****** *** ** solve ***** ******** ******* human ******** ******** and ******** **** been used ** **** ********* ***************************************** *** problems facing Engstrom it ****** ****** ****** to review *** Scanlon **** ** come ** **** another ********* plan **** **** help the company record ******** ******* *** **** **** ** ****** performance *** ********* operation Employees ***** *** **** important players in *** company’s ******* ** came ** **** *** ********* recommendations ****** on ******* ***** ******** theories *** ******** ****** that ***** ***** employees ** as ** ***** ***** ******* ****** *** in turn **** ** ****** performance *******

Click here to download attached files: Engstrom Auto Mirror plant.docx

*************** **** for *** Engstrom Auto Mirror ***** **** analysis *** to ******** *** main problems ** *** ******* as **** ** it’s *********** decisions and to find ********** ********* ** taking into ******* ***** from ***** **** have **** ********* **** **** is extremely ******** ******* ** ***** ** ************** ******** ******** ******** *** ******** ****** ** ******** ************* **** ********* *** *** ********** will ** based ** ************** Behavior *********** background ** order ** find ********* *** alternatives *** the ********** *********** **** The main *** *** ** figure *** how ** ******** company’s productivity ************ ********** *** management ******** ** ****** ** denied **** the main goal ** ***** ******* ** ** ******** a good ************ **** ********* and *** ************ ** ***** to achieve ***** ****** ** our **** ***** ** turnover ** Engstrom Auto ****** ***** something has ** ** ******* in ***** ** ******** ******** **** ** *** ************ ****** ** ****** ***** ***** can’t ***** out ** **** ******** with * *********** **** ******* ***** & ******* ***** *** ********* ** **** try ** identify **** ******** *** **** for *********** ********* ********** ************ ***** ******** **** Mirror Plant ****** ***** about the ****** ** *** ***** There *** three **** ****** ** **** ********** ********** decisions ************* ******** *** ****** **** These ***** ******** *** ******** ** *** mind *** ***** ******** is ********* in * ********** *** which ***** ** ********** *** ******* ***** ************ Easiest *** ** **** **** *** is ** ***** **** the management ******** then ** ** labour ******** *** ****** **** *** manufacturing ** ** a ***** *** effect situation then ********** ********* ********** ****** ******* and ** ********* ** ************ **************** ********************** **** ****** ******* ***** a ***** deal ** ******** as ** ** **** **** *** case It ******* ** **** when *** **** *** *** ********* *** ***** ***** * ******** of * ******* *** ** *** main issues *** **** **** ** ************ ******* issues that ****** late deliveries The ******* ***** not afford that ******* ** Engstrom ***** * ********* supplier *** ************* ********* there ***** ** highlighted one ***** problem which is *** ******** morale ******** **** Mirror ***** the **** problem in **** ** **** time ***** ****** to incorporate *** ************ although manager ****** *** ************** with technology and ****** ** ***** to the new ******* of **** as well ** ********** of ********* **** ** why ** resigned ** **** *** *** **** was ***** **** that position **** *** **** ***** * ******** *** ******* plan was adopted ******* Scatlon **** ******* *** receptive ** *** ******* *** *** ********* because they **** they are * **** ** ******* *** wide program **** you’ve *********** a ******* **** ******** ******** **** ***** * **** ************* network throughout your *************** **** **** ******** **** ****** **** ** ******** ***** was concentrating on ******* ******* ********* more *** **** ** ***** spent” ******* **** *** ******* **** **** *** **** ****** ** time ** ********** ************ *** ************ ********** higher ******* *** ********* ********* **** financial rewards ******* ** *** **** ** 2007 situation ** ***** ******* ******* ***** ***** *** ** *** ********** **** ****** ******* **** *** *** ********* anymore ***** ** *** ******** distrust that ******* are *** ********** ** ******** *** Employees started doubting company’s complex ****** ** *** *********** itself ***** ********** amounts ** ******* Secondly ***** *** * question of ******** when **** ********* thought that **** ****** ******* **** ******* ** **** *** ******* more ******* *** work than other **** ** * *********** **** ***** ** ********* led to the ******* stage **** ******* **** *** *** **** ******* yet: ********* ****** passive work ****** *********** and ********* ******* ******* Therefore it ***** ** the ********** that ** this **** the **** ***** ** *********** employees ********** *** ********** *** ********** ***** ***** ** achieved ** ******** right incentives **** ******* ******** ** *** **** ********** **** **** might *** ** a **** **** ******* people ******* *** **** ** **** ****** **** ****** ** ** can ** **** **** ******** **** ****** Company’s **** ************ ********** and ****** can ***** ******* ****** to *** **** *********** ****** perspectives *** ********* ************ ********** company ** dealing **** the productivity problem it is essential to look ***** at *** ********** ** ********* *** ************ between productivity *** ********** ** ********* ** ********** ****** ******** by ****** VroomThe ****** ** ***** on *** ************** ****** **** *** efforts they *** ** **** **** be ********* in the ******* ****** *********** Theory ** Motivation: Motivating by ******** Expectations Fred * ********* ***** ********* ****** **** different reward ************ ******* *** ** **** are ***** ** *** ***** ** ** ***** ** they *** extra efforts to the job ************* ******** *** ***** *********** in ************ ** ****** Ali ********* *** ***** ** ************** ******** ********* **** ******* that influence *** ********** of ******** ********* **** ******* **** ******** some ** *** theories ***** ***** ***** to *** **** ** ******** Auto ****** ***** ***** ******** **** **** ** find the *********** solution ** *** issue and ******* ******* ********* of *** ******* ***** theoretical ********* 31Theoretical ***************** **** ****** Plant *** faced a deep ***** ** downturn ****** ** ******** ** ************ *** ********** ******* ** **** times *** *** ******** *********** ********* ** ***** ***** ***** ** all **** ********* *** situation ** ******** ********** Need Hierarchy Theory ***** ** applied ** ***** ** **** *** *** people stopped being motivated ********** ****** ***** in ************ ****** *** if ****** needs *** not fulfilled *** needs **** ****** layers could *** ** ********* ** well In case ** ******* *** ************* ***** **** *** pyramid ****** *** ************ ****** ****** *********** **** an adequate ****** ******* **** ******** ******* **** **** to get ******* *** were able ** ****** ****** living conditions so ***** the downturn ****** **** *** less *** *** same job *** **** ****** *********** **** leads to ** inability to ******** ***** **** ***** layers People ** *** Engstrom ******* **** distrust *** lack of fairness ********* they ** *** ******* safety needs ******** ******* plan ***** an *********** *** *** ******* to *********** ** ************* meetings *** ****** ***** ***** *** ********* fluently because *** ******* *** *** ******** **** ************ between members ** organization ******* *** ***** ****** ** ***** ***** ***** ******** are ***** ** ********** ***** *** not *** **** ********** at **** ********* ** the ********** ****** (Herzberg’s ****************** theory) ***** is ******* ******* to *** Maslow’s ****** ** motivation **** ******* ** ****** ** **** *** pleasant ******* ********** (hygiene ******** does *** ********* individuals’motivation ** work ** *** **** ******* **** dissatisfaction The ******** **** ** Herzberg ****** that ******* ***** ******** ****** *** ****** needs **** last *** layers ** *** ******** ***** ******** ** ****** *** self-actualization ***** ******* **** *** recognition success and *** ******* ** *** ****** *** **** *********** [Motivation and ************ ** the ********* ** ***** ********* What ** **** ** ***** that Engstrom **** not concentrate on the ***** ********** as they *** money *** ******* ** *** ***** ***** Scanlon **** uses a ****** ****** ***** ********* ***** *********** *** *** ********** ***** ***** ** *** ***** ********* *** ****** ** ******* might ** *********** *** the ***** ****** ** ******* ** ***** **** low ************ ********** affect ************** *********** ** **** *** ** *** cause ** dissatisfaction ** *** ******** this ****** ** ************ ******* *** in all *** most ********* way to ******** ************ ** ** ********** ************ *** motivation ** manpower *** ******* ** motivation and productivity interdependency is ***** in the ***** ***** It clearly ***** **** ********** ********* ******** with ************ **** ** ** ********* to ******* **** **** *** ********** ****** *********** ***** system ****** ** changed in a *** **** firstly growth ***** would ** ********* ******** ***** *********** ****** *** ********** ****** of motivation ** **** **** should ** ********** ** well ***** 1[Motivational theories *** ***** *********** ** ************ ** Hassan Ali ******** ****************** ****** relevant to *** ************ ** *** ******* **** could convince the ********** ****** ***** in the *********** ********* *** conducted ** *** *********** Corporation ******** ****** in *** Plaines Illinois ** ** given in *** article ************* and ************ ** *** ********* *********** ******* ** Edward * Kendall and ***** * Robinson **** *** ******** *** **** ** ***** ** **** *** **** motivates ********* ********* ******* from *** ****** show that **** ** *** workers ********* *** ********* ** *** intrinsic ********** ***** *** achievement *** *********** Extrinsic ******* ***** *** ****** **** ********** job ******** *** **** behind ************ *** ****** ****** **** ******** job ********* were ****** more ** intrinsic ********** ************* the ******** ****** *** ********* One **** ******** on ********* ********** *** ***** ******* ******* *** done ** **** Kuvaas *** Anders ****** ******** suggest that *** ********* motivators *** *********** *** ********* and *** organization ***** ******* just ** ********** **** **** ** ********** In ** ******* ****** Motivating *********** ** * Technical ******* *********** written ** author ***** John ********** *** **** *** to motivate * technical *** are ********* Author ****** **** people *** ****** ** ********* motivators however ******** ***** recognition and ** feel ********* part ** the ******* ** *** **** ** ** *********** ** *** award ** ****** **** *** ********* performance 4Evaluation ** ************** is **** to ********* *** **** ******* of **** of motivation ***** ********* **** ******* could **** ******** or external reasons of *** *************** ********* **** ******* should ** ********* ***** higher ********** ***** ******* ** strongly ******* *********** ************ ** **** case *** **** ******** ******* ********* *** ******** **** ****** ***** ** order ** raise ************ satisfaction of *** *** to **** *** ******** ** *** *** ***** ** motivation *** productivity *************** needsMost ********* ***** **** *********** ***** ** ** ****** the Maslow’s ****** in *** ******* ********* ** **** it ** ****** to ******* employee’s ************* ***** **** *** ***** three ***** of ********** ******* **** ** ***** ** *** ***** *********** – ************* satisfaction which is *** ******* ******* ** ******* ********** Engstrom **** ****** ***** ******* ******* ** ******* **** ***** *** ************* **** *** ***** *** a **** of changes ** order ** **** ** **** ** *** *** ***** *** ******************* *** **** ************ **** plan with several ********** ************ *** advantages ** *** ************* *** ********** ******** ************** *** employees have a **** ** ** important *** *** ***** **** others ** ** important ** ********* ******* to ******* their ******* *** ********* ** particular ********** ** communicate **** *** ****** ** the ******* *** ** ****** them **** company’s **** ********** ********** *** ***** *** words of *** conversation *** *** most ********* **** ******* **** ********* ****** in *** ******** **** ** bad *** Examples ************* ******** book ******** Tribes“ ******* ***** **** **** ******* **** ****** equalize employees from different ******* ** ***** **** dominate ****** ***** *** supporting ****** ******* more ***** ** **** **** **** *** feel more ********* to ********** their ***** when they *** asked ** ** ********* ******* of ****** ****** 2“What ********* It **** ******** ********* in *********** **** **** **** *** ***** ** ******* their ******* ********* it ** helpful ********* ** ******** start the ************ **** *** ******** it might pull them * problem ******* situation ******* ** making them ** ***** *** ***** ***** ******* ***** feel ****** ** **** get ******** ****** **** ** ** when ** ** and *** to do Mostly **** might **** ******* when **** ** *** **** **** **** *** ***** to ******** workers to **** **** of ******** It **** ******* a ******* level ** ***** *** ********** *********** ********* ***** want ** **** *** ********* ** *** ******* **** **** ** so as **** ***** **** satisfaction ** their ********* *** ****** **** motivation ********** meetings with ********* Organizing regular private ******** ***** ** ******* tension makes those ******** **** ************ *** workers ** **** *********** *********** ******** ********* ******* *** **** ** hear **** a ******** ******** criticism ** *** ************ **** *** it ** *** ***** ** ** ********* for ********* they **** well It ** *** of most ********* ******** ** managers because ******** feedback ********** ******* ** ******** ***** ***** **** ** ******* ***** *** ** **** **** ********** issues ** ***** ** *********** *** ****** ** **** *** **** ** * ****** but ** ***** also ***** ***** employees ******** and ******* ****** ******** friendly ************* *********** ** **** ** ************ *********** *** to **** ***** ********** ******** •Matching objectives ***** ******** ********* and needs with company‘s objectives Communication ******* *** employees ***** to **** *** **** **** *** ********** ** *** what ** they **** for ** **** ***** *** only promote ** ****** **** ********** *** **** for ******* ***** ******** ******** of the company ********************* ***** ***** occur * *** ******** ********************** about *** authority ** employees ***** *** *** ****** they ***** ***** ** ******* ***** works and **************** **** ***** ****** of what **** are ** ****** and ** ******* **** **** *** in * ****** **** ***** ******** actually ****** •Weaknesses ** ******* Plan *** ******** **** may **** disadvantages *** For ******* ********* ***** ***** ** **** ******* *** conflicts might occur **** *** *** group ** people *** involved in company‘s life problem ******* *** ******** ****** ************* ** Maslow‘s ****** **** people **** **** satisfaction and **** *** ***** ***** in ***** ********* they ***** start ***** ** the *** times happen and one **** of ***** ***** are *** ********* *************** needsAccording ** ********** ********* ************* ***** *** *** **** ********** ** **** are *** ********* a ***** ****** ***** *** work ****** states **** ****** levels of ********* ****** ** ********* if the ***** levels *** *** ** satisfying ************* *** ****** ***** ** the **** ********* ***** * company should ** in ***** ** ********* **** good ************ **** **** ******* ** ** so ******* should provide *** ****** facilities First ** *** ***** *** team ********** needed facilities **** company can provide in order employees would **** ***** ******* ** ** *** ** *** most ********* ************* ***** ** a ***** ***** Having ** *********** *** ** ***** additional money *** **** ** ******* ***** *** employees ** ****** * company a dream ***** ** **** Lunch for **** in *** workplace ** *** ** the **** *********** ********** facilities Even ******** Auto ****** ***** do not ****** ** **** ** *** ******** **** ******** ********** ***** ** hygiene *********** * ***** ********** ** **** ****** ********* *** clean toilets *** showers *** ******** ******* ************ of ***** **** *********** •Gym Company should ******* a ******* lifestyle in ***** ** employees ***** **** ****** *** ******* An access ** *** gym ****** ** ***** for **** ** *** employees ********* separate gym in *** ********* or ****** season ******* ** * ***** gym); ******* rooms ***** frustrating work at the production ***** ******* *** ******* to **** ***** ****** *** **** their **** *** ****** ** ******* should provide **** ****** Restrooms **** some couches ***** ** * **** **** ** avoid employees’ fatigue **************** during *** ****** **** ******* ***** ****** **** entertainment ******* of passive recreation ** restrooms could ******* computers **** ** access to *** ******** ** table ******** ***** ****** *** Advantages:If ****** things ***** be ******** ** employees **** would ******* ************** **** Moreover **** ***** **** **** authority is ****** care ** them *** that ***** to ****** ************* ** the company *** ** ****** *** ********** atmosphere ***************** these ********** *** expensive *** **** **** * company * *** ** ***** ********* needsEngstrom **** ****** ***** ** located ** USA ****** ********* to *********** ****** ** *** is ******* ******** ** ********* and mostly ****** **** 40-85% So *** ******* care ** USA ** ********* ** *** everyone *** ***** themselves to *** ** ******** **** * *** of ************ ***** because ** ************* ** *** ******* ***** ** **** ** ***** ** **** employees **** *** loyal ** *** ******* ******** **** ****** ***** would ******* * ******* ****** ********* Advantages:In **** **** ******** **** Mirror ***** ***** ****** social *********** company ********* ***** ********* ***** ***** *** **** *** ********** ***** ** ********* **************** **** ** fulfilling ********** ************* needs insuring *** ********* ** ******* ***** **** a lot *********** ******************* ** ********** ****** of ********** people work **** *** ***** and material things ** ** *** ***** that **** ***** ** *** purpose of ******* *** ********* it ** *********** Based ** **** theory * ****** system ***** ** ******* As *** main ******* ** the **** ** ********** ** work *** ****** ****** should contribute ** this ********** problem solving ***** accomplishing ********** **** ********* ****** be ******* ** **** **** where most ****** **** ******* **** brigades ****** **** ********** *********** ****** ** ********* ******* ***** that makes the ******* ****** ** particular **** with *** ******** ****** ** ********* is ********** ** *** **** team and ** rewarded **** some prizes: ********** ** the ****** theatre ******* ************ ******

Click here to download attached files: Engstrom Auto Mirror plant.doc