Motivation and Teams Case Study Motivation and Teams Case Study In Ms. Sheets case, The Two Men and a Truck, shows the expectancy theory of motivation, Maslow's needs hierarchy theory, the equity goal theory, and the job enrichment theory. Ms. Sheets motivation was to have money generator for her sons with a part time job, the need of generate income. The need of self employed to have control over her time making money; the expectancy theory of motivation.
His endeavor is to making the companies a place were people like to work and with whom customers like to deal with. Problems What changes are brought by Charlie Eitel and how his leadership has affected the company during the first six months as CEO? Heading into 2002 what should be the management team's top priorities? Should Simmons roll out the GGOL program? If so, how, and how would you justify the $7.2 million investment to Fenway Partners?
Developing the franchise and allowing others to buy a part of the business to own and run them gave people control over how they ran and grew their portion of the business. Creating Stick Men U, a training university, that taught owners, and movers, the importance of customer first customer service, and how to move property without damaging it, demonstrates the expectancy theory (Jones, 2007). The university and computer lab gives the owners and movers the tools or knowledge needed to perform at their highest level in order to receive their desired rewards. The extensive training provided to the owners and movers is how Mary Ellen created high performing teams within the company. In the second case study of Siemens, and the unit of the company that makes medical diagnostic machines, Klaus Kleinfeld, a 40-year-old new boss, used the Maslow’s Need for Hierarchy, expectancy, and goal setting theories.
Group and Team Behavior MGMT 325 Assignment 3-3 1/23/12 C. Shaw Analyze how jcpenney uses self-directed teams. What are the benefits or limitations that these teams bring to the organization? If your organization does not use self-directed teams, discuss what benefit(s) it could gain by doing so. The biggest self-directed team that jcpenney uses is the winnovation core team which is comprised of individuals from every department within the facility. This team meets weekly and discusses all new ideas submitted for possible improvements to the facility whether it is through process, costs, or layout.
Texas Instrument – Advanced Project Management 1. How did they reach excellence? There are two criteria to evaluate the excellence of the project management: Organizations create an environment in which there exists a continuous stream of successfully managed projects; Companies develop cultures in which project managers are taught and encouraged to make decisions based on sound business judgment and not based on a narrow‐minded view. Texas Instrument indeed performs very well in these two aspects. Firstly, they create the Two-in box working method to get the engineering staff working directly with the Construction staff throughout the life of the project to overcome the construction completion syndromes.
I believe that they need to get a business manager first that can help the business grow by coming up with new ways to restructure the company. Also, he/she needs to build a marketing plan for the services offered and software produced, and decide what other hires are needed to get the plan implemented. 3. Question: Do you think the major hesitance of changing the organization is the first time costs that will be incurred or more so the behavioural and structural changes needed? From the way Pay Zone is portraying its services and future plans, especially thinking of retiring soon, the owners will contemplate costs.
However the expected outcome from the project makes it feasible. The manager instituted the cost cutting campaign and emphasize that the first aim of every employee should remain the cost reduction plan in the company. Major emphasis of the case is on the management strategy and organizational behavior that Dick Spencer adopted to run the company as a manager of the plant and also emphasizes on his techniques for human resource management. In tough time or for cost production the manager has to hold the situation of the company and employees technically not forcefully (more business.com). In this case the author wants to point out some mistakes that dick Spencer attempted in his career of management as a part of the tri American company’s Modrow branch.
Case 1-1 FedEx: managing quality day and night Question 1- The perspectives that are being emphasized by FedEx are both system and the human resource perspectives. they emphasize on these two perspectives because of their importance toward the achievement of FedEx long term goals. By training the employees to do it right from the first time , also it teachs them 1-10-100 rule. beside its focus on its external customers FedEx’s approach to quality also involves streghtening the bonds between its internal customers or employees . FedEx adopted an aggressive training program from competitive wages and profit sharing , bonuses , and a state of the art employee grievience process that are part of the PSP philosophy .
Case Study – appraising the secretaries at Sweetwater University Human Resource Management By: Ayash Joshi iMBA 2012/14 Business School, Jilin University May, 30, 2013 As per the case newly appointed VP is responsible to develop appropriate evaluation and appraisal system. He needs to upgrade the ongoing traditional system with consideration of its problems and short hands. As per my study of the case I have come to few ideas regarding it. A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc.
They all need to have a more different attitude towards their workforce while trying to complete their goals and challenges toward fulfilling the company’s vision and purposes. The advantage out here is that the employees are already committed and loyal to the company therefore, if we study the company well enough, we can say that the company has amazing long standing rules and procedures, the people are punctual, they have a very calm workplace, and they are focused on making high-quality products price as reasonably as possible. But what the actual problem is, is that the company were losing employees because of their tight management control, and they prioritize systems and rules over the employee’s creativity. Therefore, what the company could do is, allow the workers to work in a more relaxed environment so that they can be as creative as possible. They could also recruit creative talent to help bring in new ideas to the team and strengthen the product development team.