Engstrom auto mirror plant case analysis. Case Study Analysis: Engstrom Auto Mirror Plant: Motivating in Good Times and Bad Milestone One 2022-10-16
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The Engstrom Auto Mirror Plant was a case study that examined the issues facing a manufacturing facility in terms of employee motivation and productivity. The plant was facing a number of challenges, including high levels of absenteeism, low morale, and high levels of employee turnover. In order to address these issues, the management at Engstrom implemented a number of changes, including the introduction of a rewards program and the implementation of a "lean" manufacturing process.
One of the main issues facing the Engstrom Auto Mirror Plant was low levels of employee motivation. Many of the employees at the plant felt that they were not valued or appreciated by management, and as a result, they were not motivated to work to their full potential. This lack of motivation was reflected in the high levels of absenteeism and employee turnover at the plant.
To address this issue, the management at Engstrom introduced a rewards program that provided incentives for employees to improve their performance. This program was based on the premise that employees would be motivated to work harder if they were given rewards for their efforts. The rewards program included a number of different incentives, such as cash bonuses, promotions, and additional time off.
In addition to the rewards program, the management at Engstrom also implemented a "lean" manufacturing process in an effort to increase efficiency and productivity at the plant. The lean manufacturing process involved streamlining the production process and eliminating waste in order to increase efficiency. This involved identifying and eliminating non-value-added activities, such as unnecessary steps in the production process, and reducing the amount of inventory on hand.
Overall, the changes implemented at the Engstrom Auto Mirror Plant were successful in increasing employee motivation and productivity. The rewards program provided incentives for employees to work harder, and the lean manufacturing process helped to increase efficiency and reduce waste. As a result, the plant was able to increase its production and reduce its costs, leading to improved profitability.
In conclusion, the Engstrom Auto Mirror Plant case illustrates the importance of addressing issues of employee motivation and productivity in order to improve the performance of a manufacturing facility. By introducing a rewards program and implementing a lean manufacturing process, the management at Engstrom was able to successfully address these issues and improve the overall performance of the plant.
Case Analysis Of Engstrom Auto Mirror Plant And Workplace...
The root cause of these issues can be attributed to poor communication as well. Therefore, one of the most suitable options is to choose the concept of management through motivation. Over time the employees started showing distrust with bonus calculations. . Literature Review On Employee Performance 1158 Words 5 Pages 1. The Scanlon Plan was an incentive system that provided bonuses to employees for their Engstrom Auto Mirror Plant Motivating in Good and Bad ISM UNIVERSITY OF MANAGEMENT AND ECONOMICS UNDERGRADUATE STUDY PROGRAMME IN INTERNATIONAL BUSINESS AND COMMUNICATION ENGSTROM AUTO MIRROR PLANT MOTIVATING IN GOOD AND BAD ORGANISATIONAL BEHAVIOR COURSE CASE STUDY PAPER 2014 02 14 Contents Introduction 3 1.
Engstrom Case Study Analysis opportunities.alumdev.columbia.edu
Employees would immediately wonder if they would be laid off. Understanding the interlinkages between peljormance management strategy, training and development strategy. He assumed it was due to the new technology implementation, increasing demands from the union, and poor leadership. Studies have shown that low morale is caused by lack of communication and will lead to poor production and higher than average absenteeism. It is organizational factors and economic decreases stated previously, that is causing the crisis at Engstrom. Since the managers and lower level employees performed similar tasks within their jobs they experienced a mutual respect and their relationship was strong, but as the managers disappeared, the employee began to care less about company goals and direction.
Case Study Analysis Milestone 4: Engstrom Auto Mirror Plant: Motivating in Good Times and Bad
Human Resources Case Study 911 Words 4 Pages In a company Human Resource is a very important part of the strategic plan. A bonus would be given out monthly if the production plant met certain requirements. However this was not the case, the atmosphere negatively changed at the plant, becoming a hostile environment at times and employees were unfriendly towards one another. Case Study Analysis: Engstrom Auto Mirror Plant: Motivating in Good Times and Bad By: Amanda C. Engstrom Case Study Analysis Milestone 1: Introduction Engstrom Auto Mirror Plant: Motivating in Good Times and Bad Jeff Bishop Southern New Hampshire University Engstrom Auto Mirror, a mirror manufacturing plant has had recent success with their Scanlon employee incentive plan. I went into depth with my examination Engstrom Auto Mirror Plant Case Study Summary II.
(DOC) Engstrom Auto Mirror Plant: Case Study Analysis
Journal of Asia Business Studies , 12 1 , 1. Although this incentive plan worked at first it was not sustainable practice. TITLE AND SUBTITLE 00-00-2009 to 00-00-2009 5a. These theories are relevant for any tasks in any workplace environment. They will provide the proper training and tools to achieve the organizations goals.
When Generations Collide: Who They Are. Ultimately, something needs to be done in order to turn things around at this organization or any organization facing such issues. The message sent by the owners may have been trustworthy but it was not received by the employees as such, and therefore failed. Organizational Behavior: Human Behavior at Work. According to Ibrahim and Brobbey 2015 , a motivated workforce is more productive than one with low morale. Whether Engstrom keeps the Scanlon Plan, modifies it, or gets rid of it; it is a chunk of change to a business versus the impact of high performance, productivity, quality and profitability.
Engstrom Auto Mirror Plant and Work Analysis Case Study Essay
Though my organization has a strong social system, it is not necessarily consistent or equitable throughout the entire organization. For example, I offer an alternative work schedule Monday —Thursday or flexible schedule work at home and in the office as a motivator for my employees to work harder and be more productive. This lead to his eventual resignation in 1998. This change did not go smoothly which caused delays in production resulting in a loss of customers. He lacked the knowledge and expertise, of the new technology, needed in order to quickly solve problems.
Kayla Gunby November 29th, 2015 Southern New Hampshire University Final Project Submission Engstrom Auto Mirror Plant and Work Analysis Case Study Abstract During May 2007, the Engstrom Auto Mirror Plant faces a low employee morale issue. Bent encountered issues with the remaining employees as productivity was declining, concerns of product quality arose, employee morale was at its lowest in years and key customer business relationships were at risk. In order to indicate an employee has low morale is through a series of patterns of through both behaviours and attitudes over time. Bent mainly believes that the Scanlon Plan is failing and that is why employees are not motivated, but he does visit the possibility of other organizational factors briefly. If the employees did not have the same knowledge or understanding of the message as the managers intended then it was not received properly. The program was successful when it was first introduced but ran into problems time after. Engstrom deterioration can be precisely connected with the failure of this system.
Engstrom Auto Mirror Plant and Work Analysis Case Study
United Airlines Market Segmentation 1027 Words 5 Pages A SWOT analysis can be done for any company, product, place, industry, or person. The focus today will be to determine some of the root causes of the problems facing the plant from an organizational view and a human behavior issue. However, there are organizational issues, which are making it experience rocky times. As explained earlier, the Scanlon plan was put into place in 1999. In 2007, the plant manager, Rob Bent and his assistant, Joe Haley were facing a crisis at the plant. New York, NY: McGraw-Hill. The action plan should clearly show what needs have to be done, who should do it and when it should be completed.
The basis can be SWOT analysis of strengths and weaknesses, opportunities and dangers facing the organization or analysis of the political, economic, social, technological, legal environment and the environment in which the organization operates. The communication style and how it was relayed to employees by Bent should have been carefully and strategically planned versus the way he describes telling associates of the news. It would be easy to share thoughts with Bent and provide him with the research and a plan that that supports the solutions being proposed. However, the purpose of the plan failed because the employees became demotivated by the incentive system, as a result of not receiving their bonuses for seven months. There was a lack of communication to the employees as to why the. . By investigating these causes I will acknowledge the breakdown with tenacious research proof.