Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
Essay
Instruction Using the information below you should describe several possible solutions. Each solution should also have detailed the pros and cons (strong and weak points) that relate to it. 3 pages longProblem Identification:
Regional Engine Plant definitely has a culture issue, since its culture can be termed as a negative. The derogatory comments by employees and arguments among various departments are the enacted values indicating negative culture. The negative culture can also be seen through the artifacts like separated workspaces, the inequities between conditions of environments, and “looking glass” style setup of viewing for senior managers. Further, the insecurities and resistance to adopt fresh approach brought by outsiders, led top management to push the negative culture to the organization. The company’s negative culture is also reflected in the fact that the new recruits did not have a training plan identified, and the vision, mission and shared values never seemed to have been shared with all employees.
The middle and lower level staff also seem to have problems with job satisfaction and motivation, which can be seen by the low morale of employees. The quality issues and scrap can also reveal that the task performance of employees was getting affected. Moreover, there was no sign of organizational citizenship behavior, or people going above and beyond doing their normal tasks. The lack of job satisfaction is also apparent through the high turnover rate, sense of boredom and employees being dissatisfied about their performance reviews and the negative comments by the employees.
There is definitely a high stress environment, departmental silos, and arguments among teams. But the underlying problem is that there is no vision and mission were identified and no common goals were set for employees, due to weak leadership and negative culture of the company, leading to a low retention for the new recruits who did not have a Person Organizational (P-O) fit. Overall, REP has three main problems to focus on: negative culture, job satisfaction, motivation. Solving these areas will quickly raise morale, allowing the company to get back on a better track.
Causes of the Problem:
1. Negative Culture:
The main cause for the negative culture can be drawn from the fact that the company REP was located farthest away from its headquarters and was a joint venture, thus ended up not acquiring many of the vision and strategies of the parent company. Generally, the culture is set by the leadership , and re-defined based on the company’s values and vision . In the case of REP, the negative culture was set by the local employees and incompetent senior managers. Additionally, the company board didn’t put enough efforts to break the cluster of incompetent leadership considering they were getting the desired throughput from the plant. Since, the top management didn’t change much over a period of time, REP observed no shift in the culture and eventually, the culture became strong-negative.
Based on the theory of evolution of positive leadership, a sense of role-making and leadership is necessary to develop a feeling of oneness, leading to a cohesive positive culture. There was also no membership, communication of vision to employees or participation (exchange of membership). In addition, the example of positive culture companies like Southwest airlines, Walmart and IKEA, the management is shown to enforce teamwork, clear vision and equality in standards, which is completely contradictory to REP’s setup. Thus, in the case of REP, it can be assumed that the leadership was not promoting a positive culture, and also not communicating the common goals and values to the employees.
The situations promoting culture change, indicate that a new culture is formed usually when the company breaks away from a parent organization, or doing a merger. In the case of REP, when the company changed from a joint venture to a sole proprietorship, it developed its own negative culture formed by its local staff. It can be assumed that the senior leadership was weak and could not successfully change the culture. Thus, employees who did not have a P-O fit, got fired or resigned from the company.
1. Job Satisfaction:
The lack of job satisfaction for middle and lower level staff can be attributed to work conditions, the work itself, poor supervision . The working conditions of technicians were poor, as they had a cramped tiny space. This was in complete contrast to the work area for senior leadership, creating a negative perception among the lower level employees, that they are easily dispensable. The work itself is a cause of low job satisfaction, as there was no work rotation among the critical and non-critical tasks, and the technicians had a sense of boredom due to their monotonous and repetitive work. Moreover, considering that the low skilled workers had no challenging tasks , causing a low workload induced stress , thereby reducing performance and satisfaction. In contrast, the skilled workers working in the critical stations took most of the workload, leading to extremely high stress impacting their job performance and causing more defects/scrap.
The top leadership held middle management responsible for technicians’ poor performance without citing the true causes. This led to poor supervision by middle management, as they were only focused on making processes robust to increase the cycle time, while neglecting the human element of it. Job satisfaction issues can also be attributed to the lack of organizational commitment and employee engagement, since there was no P-O fit between middle management and senior leaders.
Motivation:
The motivation problems at REP can be best explained by the Expectancy theory of motivation. The fact the employees , even the hard-working technicians were disgruntled with their performance reviews indicates that they did not have a good effort-to-performance expectancy. Also, since the performance reviews were only based on overall team throughput efficiency, the performance of employees was getting affected by the other shift’s work, which was beyond their control, thus affecting their expectancy.
The employees also had negative performance-to-outcome instrumentality, as only higher pay and promotions were only given to employees who were favored by the senior directors. There was no reward pay system for better quality, or zero scrap . Also, there was no valence, as managers did not have a close association with their technicians, and hence did not know what type of outcome/result will be liked by which employees.
Further analyzing motivation through the job characteristics theory of job design, the tasks of technicians in non-critical stations lacked skill variety, task identity and task significance. Also, they did not have any autonomy or control , nor did they receive any feedback from their direct supervisors, who were just focused on hitting the production number targets. Since the lower and middle level staff cannot perceive their jobs to be meaningful, it affects their internal work motivation.
RUBRIC
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. 40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. 50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. Grammar (worth maximum of 20% of total points) Zero points: Student failed to submit the final paper. 5 points out of 20: The paper does not communicate ideas/points clearly due to inappropriate use of terminology and vague language; thoughts and sentences are disjointed or incomprehensible; organization lacking; and/or numerous grammatical, spelling/punctuation errors 10 points out 20: The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors 15 points out of 20: The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. 20 points: The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. Structure of the Paper (worth 10% of total points) Zero points: Student failed to submit the final paper. 3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. 5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements. The student also significantly writes too large or too short of and paper 7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. 10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper. GET THIS PROJECT NOW BY CLICKING ON THIS LINK TO PLACE THE ORDER
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