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.
As expected, when workers are aware they are being monitored, the average productivity of the assembly line is increased. This ultimately causes a bias in the data being collected during the study, and the results are not accurate. Intuitively, workers will work at a slower pace when they do not believe they are being monitored. In either case, workers do not take kindly to the fact they are being monitored. This was ultimately shown to be true when Devinatz discussed a worker quitting when they realized they were part of a time study.
However, there are also negative views on offshoring. One of the main fears is the loss of jobs in the home country to low paid jobs in developing countries;this leads to a fear among the workers of lower wages since they have to compete will other workers abroad who are willing to work for very low salaries USA and China's offshore
Although it sucks to find out that I am paid less salary than my coworker(s) who has same responsibilities, equal skills, education and work experience. The upside to this recent knowledge is I can use it for positive change. For example, how can I be better than what I was before? What important job skills do I need to learn, where can I find a better job with better salary? There might be some reasons for why my coworker is paid a higher salary where my excellent customer service skills might not be one of them.
For example, making education available to more individuals helps to diminish the gap between societal classes resulting in a more well-balanced population. Lack of happiness and satisfaction is often relative to the gap between the classes. There is a saying that is often used; “Money can not buy happiness.” This may be true but being able to live a lifestyle that is not paycheck to paycheck is by far less stressful. In theory, criminal activity may even reduce as a result of more education. A majority of crimes aren’t committed because there is a need but rather an envy of a certain lifestyle.
The more disastrous outcome is that achieving such level become less advantageous while not achieving it has some serious consequences (p.99-100). The inequality in education also shows in the standardized tests. The standardized tests involve the questions that the students with knowledge that comes from other types of communication than class or lecture. Mostly, the students with such knowledge come from the middle-high socio-economic class family which makes their achievements enhanced than the achievements of the students from lower socio-economic class
At that time, people did not have enough options to gain some money and contribute to their families. For this reason, families decided to send their children to work and gain some money. It happened because people at the time of 1830 children and women were more likely to be hired by factories based on a reduction in money and equipment. Even though they knew that they were not working under appropriate conditions the families ‘economic conditions and lack of resources did not allow them to refuse their jobs. According to the interviews developed in Bradford people revealed that they were victims of mistreatment, at the ages from six and upwards, and abuse within the factories.
There has been a shift from mainly manufacturing sectors to predominantly service sectors, as well as many parts of the world experiencing economic recessions (Bugard, Brand & House, 2009). Individuals that work in the service sector may find that their work is less physically demanding but may require more thought, have an increased work load and involve higher stress environments. All these factors have resulted in organizations reducing the number of permanent employees that they employ through layoffs and organization closures (Bugard et al., 2009). An individual who is constantly worrying about the status of their job may experience a high level of stress related to the unknown future. Individuals who are unsure about the certainty of their job experience anticipation about the problems that can occur with job loss, mental strain of being in a powerless position and overall an uncertainty about the future (Bugard et al., 2009).
They point out several of the determinants to turnover such as satisfaction, occupation stress, organizational commitment, the idea of organizational fairness, the idea of performance appraisal, and the workload given to employees (Fang, 2001; Poon, 2004). These among various studies that have generally found that higher satisfaction, lack of fairness, and organizational treatment in the working environment resulted to individual intention to quit the jobs. These factors can push employees to leave voluntarily finding other alternative opportunities. In most cases, people have voluntarily quitted their occupations because they are receiving improper treatment from their employers. Such as delaying wage or overdue payments and not provided their labor