Theory and Policy Encounter Power and Motivation at Consolidated Automobile

In: Business and Management

Submitted By maulikmehta
Words 475
Pages 2
CASE # 2: THEORY AND POLICY ENCOUNTER POWER AND MOTIVATION AT CONSOLIDATED AUTOMOBILE

I. Point of View: Plant Manager

II. Statement of the Problem:

The problem of the plant manager regarding the actions of his two employees which caused a huge amount of loss in line operation and how to go about the restoration of production line.

III. Objective/s:

To restore production on the profitless assembly line To develop policies for preventing future production interruptions by assembly line workers

IV. Areas of consideration:

1. On Tuesday morning at 6 A.M., two young automobile assembly-line workers, disgruntled over failing to get their supervisor transferred, shut off the electric power supply to an auto assembly line and closed it down at Consolidated Automobile Manufacturers, Inc. 2. Strong and Kane, who worked as spot welders, had taken matters into their own hands when the union’s grievance procedure had not worked fast enough to satisfy them. Co-workers, idled by the dramatic protest and the motionless assembly line, grouped themselves around the fenced area, shouting encouragement to the two men inside. In response, Strong and Kane were chanting, “When you cut the power, you’ve got the power.” They were in the process of becoming folk heroes to their co-workers.

3. Sam Winfare, who supervised Strong and Kane and who was the target of their protest, had been supervisor for only a short time. In explaining the events that led to the protest, Winfare said that production on the assembly line had been chronically below quota before he took charge, and the plant manager had plainly told him that his job was to improve the production rate. Production had improved markedly in the short time that Winfare had been supervisor.…...

Similar Documents

Motivation Theories

...Chapter 1: Introduction to Employee Motivation 1.1. Introduction An issue which usually generates a great deal of attention from most managers, administrators and those involved in Human Resources Management is the issue of how to successfully motivate employee. While it is true that aspects like staff recruitment, controlling, managing, leading, and many more are of great importance to the success of an organization, Employee Motivation is generally considered a core element in running a successful business. 1.2. Statement of the Problem This paper attempts to discover the most important theories and approaches behind employee motivation, present different types of motivation, discuss their importance and provide recommendations and solutions to solving problems of de-motivated or unmotivated employees. 1.3. The Nature and Importance of Motivation Managers and scholars alike have long been inspired in attempting to find out why some employees tend to work harder than others. The study of motivation helps managers understand this variance in performance. Furthermore, knowledge of what motivates people allows managers to take ‘constructive steps’ to improve their employees’ work performance[1]. Before understanding the different types of motivation, we need to examine closely the nature of motivation. The term motivation derives from the Latin word movere, meaning, ‘to move’. This means that no one can understand a person’s motivation until that person ‘behaves or......

Words: 6844 - Pages: 28

Motivation and Theories

...and Differences Edith Woodard Walden University Dr. Chappell PSYC-5240-1 Human Motivation March 13, 2012 Motivational Similarities and Differences 1. Motivational Similarities and Differences Human behavior is something that has become the focus of research all over the world. Everyone who is anyone wants to know what causes us as human beings “to do what we do, and to act the way we act.” Some say that “motivation is also a desire operating on the will and causing it to act.” (Merriam-Webster Dictionary, 2010, p.810). It is also considered to be “the primary driver of our behavior.” In times past “motivated behavior has also been studied as a rational attempt to achieve a specific articulated (or accessible) end or purpose, rather than as an attempt to fulfill an underlying emotionally-charged desire.” (Thrash & Elliot, 2001). “Most researchers believe that motivational theories explain the three interrelated aspects of human behavior which is the choice of a particular action, persistence with it and the effort expended on it, leaving it up to motivational psychologists to attest to these findings.” And to us motivation explains the why of our actions, and addresses the innermost parts of us which are our desires, or those buttons that are sometimes pushed that gives us that driving force to tackle things head on or maybe even act out of character. Our motivations say to us that we can make it especially when others tell us that we won’t, which......

Words: 1992 - Pages: 8

Motivation Theory

...MOTIVATION AND MOTIVATION THEORY  The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence of goal-directed, voluntary effort. Motivation theory is thus concerned with the processes that explain why and how human behavior is activated. The broad rubric of motivation and motivation theory is one of the most frequently studied and written-about topics in the organizational sciences, and is considered one of the most important areas of study in the field of organizational behavior. Despite the magnitude of the effort that has been devoted to the study of motivation, there is no single theory of motivation that is universally accepted. The lack of a unified theory of motivation reflects both the complexity of the construct and the diverse backgrounds and aims of those who study it. To delineate these crucial points, it is illuminating to consider the development of motivation and motivation theory as the objects of scientific inquiry. HISTORICAL DEVELOPMENT Early explanations of motivation focused on instincts. Psychologists writing in the late 19th and early twentieth centuries suggested that human beings were basically programmed to behave in certain ways, depending upon the behavioral cues to which they were exposed. Sigmund Freud, for example, argued that the most powerful determinants of individual behavior were......

Words: 2377 - Pages: 10

Motivation Theories

...performance is mainly determined by their motivation. The modern managerial approach is based on Elton Mayo motivation theory. His theory realized deficiencies in Taylorism and his scientific management and believed that employees are not concerned just with money, but they should be better motivated by having social needs which Taylors ignored. Companies therefore should offer stimulus in order to fulfill an employee’s needs and wants which in turn helps their motivation and increase productivity. Frederick Herzberg along with Abraham Maslow established Neo-Human Relations School in the 1950’s which was concerned with the psychological needs of employees. Maslow created his well known pyramid of needs and wants which fits to all workers in any organization. The pyramid consists of five levels where the two bottom levels are focusing on very basic psychological and safety needs. Higher levels are concern about more diverse and complicated employees needs. In this case, the needs of belonging will be discussed further. When the needs for safety and for physiological well-being are satisfied, the next class of needs for love, affection and belongingness can emerge. Maslow states that people seek to overcome feelings of loneliness and alienation. This involves both giving and receiving love, affection and the sense of belonging. Maslow pointed that sense of belonging and be recognized as a part of the team is important aspect of motivation. Teamwork is vital for a majority of......

Words: 3034 - Pages: 13

Motivation Theory

...PERFORMER “Why is employee’s motivation important?” it is because in today’s economy recession, it is more important than ever to have better motivated employees. A motivated employee is a productive employee. A productive employee is a more profitable employee. When people are not motivated, they become less productive, less creative and which could make the company loss their assets. When an employee works hard and believes there will be some kind of reward and does not receive one, the employee can easily stop the motivation of wanting to perform their duty. In order to enhance the connection between performance and outcomes, managers should use systems that tie rewards very closely to performance. Employees who are working hard every day want to feel needed and appreciated. Leaders or managers need to make sure the employees get what they deserve so that they would not feel useless and might make them less motivated to work. Motivating employees requires creativity and an understanding of the areas where employee performance exceeds organization's expectations. Motivation also may come for bringing improvement before become major problems. In order to improve the connection between effort and performance, managers should get a training to improve employee capabilities and help employees believe that added effort will in fact lead to better performance. 2.1THE EXPECTANCY THEORY Figure 2.0 Victor H. Vroom proposed the Expectancy Theory in 1964. Victor H. Vroom......

Words: 6073 - Pages: 25

Motivation Theories

...Table of content: Page No. | Content | 2 | * Motivation (definition) * Maslow’s Hierarchy of Needs | 3 | * Hierarchy of Needs triangle | 5 | * Characteristics and behaviors of self-actualized individuals table * McGregor’s Theory X and Theory Y | 6 | * Herzberg’s Two Factors Theory | 7 | * Steps of motivating people (Herzberg) * McClelland’s Theory of needs | 8 | * Characteristics and Dominant Motivators table | 9 | * Steps for applying McClelland’s theory * Conclusion | 11 | * References | Definition Motivation, as Stephen Robbins and Timothy Judge defined it “the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” It's the crucial element in setting and attaining goals, and research shows you can influence your own levels of motivation and self-control. Numerous researchers, psychologists, and professors in the early days developed theories concerning motivation and how it influences human-beings, including Abraham Maslow, Douglas McGregor, Frederick Herzberg, and David McClelland. Abraham Maslow’s Hierarchy of Needs One of the many interesting things Maslow noticed while he worked with monkeys early in his career was that some needs take precedence over others.  For example, if you are hungry and thirsty, you will tend to try to take care of the thirst first.  After all, you can do without food for weeks, but you can only do without water for a couple......

Words: 2556 - Pages: 11

Consolidated Automobiles

...CASE STUDY :  Policy Encounter, Power, and Motivation at Consolidated Automobile A Case Analysis by Richard C. Martin, MBA The case of Consolidated Automobile is a classic basic case of management-labor conflict in a an assembly line manufacturing set-up.  Here we will deal with how management can make use of theoretical approaches in solving problems or conflicts so that the right decision can be made.  I.     Statement of the Problem How will the production in the assembly line at Consolidated Automobile Manufacturer’s Incorporated be restored? II.  Objectives 1. To restore production on the profitless assembly line; and 2. To investigate root cause(s) of the strike, immediately implement corrective action plans, and develop policies and controls to prevent future interruptions by assembly line workers III. Areas for Consideration and Major Assumptions Laborer’s perspective * There might be a pressure in meeting the production quota; hence, assembly-line workers may have been forced by Winfare to work too much. * Workers are not in approval of Winfare’s way of supervising them.  Their former supervisor’s way of handling the auto assembly line operations maybe too lax, as a result they are having a hard time adjusting to Winfare’s management style. * Assembly-line workers may not be compensated well for their extra work in meeting the production quota.  They do not receive any motivation to work more to reach the production quota. * The heat from the...

Words: 1598 - Pages: 7

Motivation Theories

...Int. J. of Human Resource Management 13:4 June 2002 697-719 i j Routledge ^___^ S % _ _ ^ _ Taylor & Francis G K Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory CA. Arnolds and Christo Boshoff Abstract Improving the job perfomiance of employees has been the focus of many motivation theories, especially the need theories. These theories have however been questioned because of a lack of research on the causal relationship between need satisfaction and job perfonnance. Research on the link between the need satisfaction-job performance relationship and individual personality differences among people has also been neglected. This study addresses these research gaps as far as the intervening influence of personality variables on the need satisfaction-job performance relationship is concemed. The present study investigates the influence of need satisfaction (as suggested by the Alderfer theory) on self-esteem (the personality trait) and the influence of self-esteem on perfonnance intention (the surrogate measure for job performance) of top managers and frontline employees. The empirical results show that esteem as a personality variable exerts a significant influence on the job performance of both top managers and frontline employees. These and other findings provide important guidelines for managers on how to address the motivational needs of top managers and frontline employees in order......

Words: 5445 - Pages: 22

Motivation Theories

...COMPARISON OF CONTENT THEORIES OF MOTIVATION Maslow Self-Actualization – Highest need level. – Involves an individual's desire to realize full potential. – Can be satisfied without this level. ERG Growth – Desire for continued personal growth and development Herzberg Motivation Factors – Improving factors leads to satisfaction, effort, and performance. – Related to job content; what employees actually do. – Factors: (1) achievement (2) recognition (3) work itself (4) responsibility (5) advancement (6) growth McClelland Need for Achievement – a drive to pursue and attain goals – accomplishment is important for its own sake Esteem Self-esteem – Need for personal sense of accomplishment, mastery. Social-esteem – Need for respect, recognition, attention, and appreciation of others Need for Competence – a desire to do quality work – want to develop skills Relatedness – Desire to satisfy interpersonal relationships Need for Power – desire to influence others – desire recognition of others Social – Need for love, affection, sense of belonging in one's relationship – Dealings with friends, family, and colleagues falls in here. Safety and Security Relationships – need for security in relationships Physical – need for security, protection from future threats, and stability. Existence – Desire for physiological and material well-being Physiological – Basic needs: food, water, etc. Hygiene Factors – Improving factors prevents dissatisfaction. –......

Words: 252 - Pages: 2

Theories of Motivation

...Theories of Motivation In the workforce today, there are many different viewpoints behind what motivates workers in their respective job functions. The work of Frederick Taylor, Abraham Maslow, David McClelland, and Frederick Herzberg have some of the most popular theories behind the motivation of workers and have been developed over the course of the past 100 years or so. However, it should be noted that all four of these respective theoretical approaches do not reach the same conclusions. The purpose of this paper is to summarize the views and theories of the four individuals mentioned above and to compare and contrast some of the similarities and differences as it pertains to the theories of motivation. The first theory of motivation that will be examined is the work of Frederick Taylor. Taylor put forward the idea that workers are motivated mainly by pay and financial income. His Theory of Scientific Management argued that workers need to be closely supervised because they do not naturally enjoy work. He argued that managers should break down production into a series of small tasks and that workers should then be given appropriate training and tools so they can work as efficiently as possible on one task at a time. Workers should be paid based off the number of items they produce in a set period of time. As a result workers are encouraged to work hard and maximize their productivity which equals a higher pay (Rue & Byars, 2014). Taylor's methods were widely......

Words: 1368 - Pages: 6

Motivation Theory

...Motivation How important is pay for motivating workers? Motivation Studies Findings: * Pay and benefits are important in encouraging staff to work well * most important: work enjoyment, work challenges and recognition Points to think about * why do you think that pay and bonuses are not the most important factor for all workers? * explain why “loyalty” and “working harder” are important to a business * why do you think “recognition” is important to many workers? is it important to you? Motivation The intrinsic and extrinsic factors that stimulate people to take action that lead to achieving a goal. Intrinsic motivation Comes from within satisfaction derived from working on and completing a task. Extrinsic motivation Comes from outside external rewards associated with working on a task (pay and recognition). Indicators of poor staff motivation Unmotivated or demotivated staff will not perform effectively, offering only the minimum of what is expected. This will impact productivity levels and the competitiveness of the business. Signs will include: * absenteeism * lateness * poor performance * accidents * labour turnover * grievances * poor response rate Motivation theories Content theories Individuals are motivated by the desire to fulfil their inner needs. They focus on the human needs that energise and direct behaviour and how managers can create conditions that allow workers to satisfy......

Words: 1016 - Pages: 5

Motivation Theory

...literature review As pointed by Vroom [1964], motivation is derived from the Latin word “movere”, which means “to move”. It is an internal force, dependent on an individual’s needs which derive him/her to achieve. Shulze and Steyn [2003] affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives, which will help ‘move’ their staffs to act. According to Robbins [2001], motivation is a need-satisfying process which means that when an individual’s needs are satisfied or motivated by certain factors, the individual will exert superior effort toward attaining organizational goals. People primarily do what they do to meet their needs or wants. Understanding that people are motivated by self-interest is the key to understanding motivation. Theories of motivation can be divided to explain the behavior and attitude of employees. These include content theories, based on the assumption that people have individual needs which motivate their actions, and theorists such as Maslow [1954], McClelland [1961], Herzberg [1966] and Alderfer [1969] are renowned for their works in this field. In contrast to content theories, process theories identified relations among variables which make up motivation and involve works from Heider [1958], Vroom [1964], Adams [1965], Locke [1976], and Lawler [1973]. In addition, reinforcement theory [B.F.Skinner, 1938] that proposes the consequences of the behaviors that motivate the...

Words: 1994 - Pages: 8

Motivation Theory

...Taylor Motivation By Who – Frederick Winslow Taylor (1856-1917) Frederick Winslow Taylor is a controversial figure in management history. His innovations in industrial engineering, particularly in time and motion studies, paid off in dramatic improvements in productivity. At the same time, he has been credited with destroying the soul of work, of dehumanizing factories, making men into automatons Mr. Taylor was born at Germantown, Philadelphia, on March 20, 1856, and was graduated from Stevens Institute of Technology in 1883. He won the doubles championship of the United States at tennis at Newport in 1881. He entered the employ of the Midvale Steel Company at Philadelphia in 1878 and was successively gang boss, assistant foreman, foreman of the machine shop, master mechanic, chief draughtsman, and chief engineer. In 1889 he began his special work of reorganizing the management of manufacturing establishments. A plant that he made over was made over from top to bottom. He laid out the system from the duties of the boy who carried drinking water to the unskilled laborers to the duties of the President, giving his solution to the problems of shop, office, accounting department and sales department, and emphasizing the necessity for the humane treatment of labor. Some of the big shops into which he introduced his theories of scientific management are the Bethlehem Steel Company, Cramp's Shipbuilding Company, and the Midvale Steel Company. He was President of the......

Words: 1376 - Pages: 6

Theories of Motivation

...subsidiaries enabled governments worldwide to gather more than £30 billion in taxes, including excise duty on their products, almost nine times the Group’s profit after tax. BAT has sustained a significant global presence for over 100 years. BAT was founded in 1902 and by 1912 had become one of the world’s top dozen companies by market capitalisation. They have 46 cigarette factories in 39 countries and employ more than 55 000 people worldwide. Their workforce is strongly multi-cultural and they have a devolved structure, where each local company has a wide freedom of action and responsibility for its operations. Decisions are made as close as possible to the local stakeholders of each business, within a framework of principles, standards, policies, strategies and delegated authorities. BAT believes that because their products pose risks to health, it is all the more important to manage their business responsibly. Responsibility is an integral part of their strategy and through speaking with their stakeholders, they are working to pursue their commercial objectives in ways consistent with changing expectations of a modern tobacco business. 1.1 BAT’s Strategic Plan, Goals and Objectives The strategy of BAT drives its global operations, supported all times by good corporate governance. The strength of their people and brands; the innovations that help differentiate their products in around 180 markets; their agile and responsible supply chain; and their......

Words: 3393 - Pages: 14

Theories of Motivation

...Chapter 5Theories of Motivation LEARNING OBJECTIVES After reading this chapter, you should be able to do the following: 1. Understand the role of motivation in determining employee performance. 2. Classify the basic needs of employees. 3. Describe how fairness perceptions are determined and consequences of these perceptions. 4. Understand the importance of rewards and punishments. 5. Apply motivation theories to analyze performance problems. What inspires employees to provide excellent service, market a company’s products effectively, or achieve the goals set for them? Answering this question is of utmost importance if we are to understand and manage the work behavior of our peers, subordinates, and even supervisors. Put a different way, if someone is not performing well, what could be the reason? Job performance is viewed as a function of three factors and is expressed with the equation below. [1] According to this equation, motivation, ability, and environment are the major influences over employee performance. Performance is a function of the interaction between an individual’s motivation, ability, and environment. Motivation is one of the forces that lead to performance. Motivation is defined as the desire to achieve a goal or a certain performance level, leading to goal-directed behavior. When we refer to someone as being motivated, we mean that the person is trying hard to accomplish a certain task. Motivation is clearly important if someone is to perform......

Words: 14120 - Pages: 57

Resina Acrílica - polvo para mezclar con agua moldes bases dioramas cerámico 40k | Tari Tari | 25.05.1813:57 Uhr Mickie Krause - Für Die Ewigkeit Pop256 kbit/s 0 / 03.881 Hits VID P2P DDL 0 Kommentare