Organizational Behavior Issues in Engstrom Auto Mirror Plant Organizational issues Engstrom Auto Mirror Plant faces multiple quandaries associated with human behavior. Workers feel unappreciated as an integral part of the company, disposable and insignificant. Suspicion about bonus calculations, lack of transparency, job insecurity, and perceptions of inequitableness in the payment scheme have instigated uncertainty and open rebellion against the company. One of the core problems at the organization is low productivity. Employees’ output is subpar and does not conform to the expected or stipulated levels.
After a strike, the employees’ performance becomes reduced significantly in their working field. Consequently, making the organization suffer from slow growth in their rate of production. If the concession of the strike involves only the return to work and does not focus on the needs of the workers, during the recession period, an organization must be prepared to focus on any form of reduction productivity, and the employees work effort. Another outcome is that strikes tend to intensify the relationship between the employees and employer creating a problem in both disseminating information and work coordination between them. Consequently, the result of poor communication between the employer and employees is a low performance, which may eventually lead to low
When Paul attempted to retrieve HR metrics, he found the data was either not available, or difficult to retrieve and analyze. The company’s main problem that is causing a lack in production is retention and turnover. In addition to causing a lack in production, turnover is a very costly problem. HR must focus on employee turnover and retention to gain an understanding of problem areas that are causing talented employees to leave. Sharlyn Lauby, president of the consulting firm ITM Group Inc., stated, “With unemployment continuing to drop, recruiting is getting tougher and organizations cannot afford to just go hire someone else—companies need to understand why employees stay and what causes them to leave” (Maurer, 2017).
By providing a good quality product to customer can maintain a customer loyalty. Other than the printing machines, there are some other conflict that Mr Guna face like some temporary employees who will keep on skip job and will not fully focusing on the job given by the boss. It will result in lost which Mr Guna has to bear the lost by his own self. This will cause some conflict between the boss and the employees. During economy down, Mr Guna get less order due to many things are expensive and customer not affordable to pay the cost of printed products.
The change in behaviour is displayed by the actions of lab division technicians whom feel shortchanged attempt to skip work and this caused disruptions to their department. With reference to case, one example of dealing with inequity is illustrated by the distorted self-perception of the lab division technicians. These technicians felt that they are under-rewarded because they put in the same amount of effort and time into their work but the outcomes are appealing to them. They felt that they performed equally well and hence voiced out the inequity they felt and got the outcome they desired. This involves the management making changes to the compensation policies and the technicians felt fairly rewarded to continue working as they did
By providing more training programs employees feel more comfortable making small decisions, this in turn gives managers more flexibility to handle larger issues. Recent research indicates employee turnover is linked to poor training and poor performance. If an employee feels he/she not doing a good job, there no satisfaction and a lack of motivation. (Ton, 2012, pg.
Then the employees began to feel uncomfortable due to some changes that gave employees more control in certain circumstances where it would have been better with less. Whereas other changes limited the impute of employees that should have been given more control. Hence Herold’s lack of understanding made the employees feel uncertain about their responsibilities and what they were supposed to do to contribute to the growth of the company that lead to the major failure in
I have discovered from recent times that the reason why employees resign from their work place is not that they hate their managers, but because they were not adequately motivated and acknowledged for accomplishments in that organization as their manages take credit for jobs done and enforces subordinates to serve their interest which should be the reverse. Therefore, for any organization to
1.4 Low motivation in the work place can lead to low productivity, high staff turnover and poor customer service. If the individuals in the work place are not treated fairly, don’t get on with their colleagues or are being made to work in an uncomfortable environment for long periods of time this will lead to low staff morale. Low staff morale in turn will affect motivation and how efficiently the individuals perform the tasks assigned; this may also lead to absence or to their work being completed incorrectly. Low staff morale in my work place can be caused at busy times where a large volume of orders come through leading to overtime and not enough staff to complete the work in the time given. This understaffing if not dealt with quickly