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.
environment inspiration, particularly since not every person encounters inspiration similarly. Superiors need to know which factors affect worker inspiration, however there may not by any means be the only ones who need to think about this essential theme. Getting execution input is basic to a workers inspiration. At the point when individuals complete a great job, it's imperative to tell them that their endeavors were seen and acknowledged. Managers should be particular in their criticism, letting workers know precisely what they did especially well and how they were particularly useful “Constructive criticism is a valuable tool in the workplace that allows individuals to learn and grow.
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.
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).
Others companies learn a lesson from Parker Hannifin that they need to understand employees are as important as customers, since they give employees the best that they have, employees will give you and customers the best that employees have. It is an exchange benefit for both parties. Additionally, when employees are happy, they are willing spread the happiness to
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
The first recommendation is to teach each generation about the other to promote a better culture and prevent miscommunication and misunderstanding. This can be accomplished by having training sessions on generational styles and characteristics. Secondly, acknowledge worker’s skills, experience and education publicly so that each generation understands what the other brings to the job develops a culture of respect between the differing generations. Older workers make good mentors for younger ones by bringing their breadth of experience while younger workers can provide technology expertise for older ones. Thirdly, creating clear expectations and goals holds all parties responsible for getting the job done.
Companies are on persistent quest to understand what makes an employee to stay happy and loyal while being employed. Research findings in the last few decades have proven that pay hikes cannot buy the happiness and employee’s commitment. Instead, a lot of other factors like job satisfaction, career development opportunities, peer and managerial support lead to development of employee loyalty in the work place. Considerable research done in the past reveals that a satisfying relationship between supervisor and the employee can go a long way in increasing the trust and loyalty of the
So it is very important to create a positive and happy work environment for the employees so that they can give their hundred percent at work. This will only help the company to succeed and shine. If people feel good about their work, they tend to give their best at work and this is reflected in the quality of their work and also the customer feedback. If a person is not happy at work, they might not want to give their hundred percent and this will affect the customer’s experience and eventually the company’s name. Since these employees are unhappy at work they might not even show up for work quite often.