Case Study Of Engstrom Auto Mirror Plant

1457 Words6 Pages
Engstrom Auto Mirror Plant
Author’s Name
Institution

Engstrom Auto Mirror Plant
Engstrom improvement results to remedy the organizational issues
Increasing employee engagement
The plant seeks to raise the degree of employee engagement with the organization and with their distinct tasks.
Employee relations
Engstrom auto mirror intends to restructure its management in an effort to restore its strained relationship with employees. It will reduce the layers of management and confer large spans of control to individual managers in order to reduce bureaucracy.
Increasing efficiency
The organization also intends to enhance efficiency in all its activities. It aims to cut surplus expenditure by focusing purely on the implementation of
…show more content…
Adam's equity theory affirms that organizations should ensure fairness and compensate employees fairly for their output. The theory postulates that employees gauge whether the output they receive reflects their input, and whether it compares that of their coworkers within the same level of employment (Scandura, 2016). Therefore, the Engstrom Plant should eliminate inequities in its compensation packages. It should ensure that employees who carry out similar functions receive similar rewards or compensation. It should also ensure that pay is commensurate to employees’ efforts.
Organizational culture
Engstrom should ingrain integrity and respect in its organizational culture (Beer & Collins, 2008). Barnard's theory of compliance hypothesizes that willingness among employees to subordinate individual's interests to those of their organizations and their desire to collaborate with their coworkers is vital for the attainment of organizations’ objectives (Kinicki & Fugate, 2016). Based on this theory, Engstrom Auto Mirror Plant should create an appealing working environment to persuade employees to comply with the organization and to produce quality output voluntarily.
Reforming the communication
…show more content…
When the organization addresses employees’ problems and fulfills their needs, they will manifest desirable behaviors such as solidarity, morality, and innovativeness. Maslow’s theory of human needs also affirms that motivated and empowered individuals employ their capabilities and talents towards the accomplishment of organizational goals such as productivity and quality (Kinicki & Fugate, 2016). At the same time, the organization should empower employees and give them greater freedom over their work because they deal directly with organizational facilities and equipment, are usually the first persons to detect problems, and are more competent in resolving them and making improvement suggestions (Stevenson, 2015). Employee empowerment will boost employee commitment to the organization and dissuade them from joining its competitors. Empowered workers exhibit extra role and corporate citizenship behaviors, which will help the organization achieve its mission and its objectives (Robbins & Judge, 2013).Moreover, employee empowerment will rebuild the psychological contract between the organization’s management and its employees, which will motivate and encourage them to increase efficiency and
Open Document