What Changes In The Situation? Which Changes Were Under The Control Of The Manager?
2.1 Questions 1
What changes in the work situation might account for the increase in productivity and the decrease in controllable rejects?
Answer: As per the information in the case study, the morale of the employee’s involved in the manufacturing of Hotplates is extremely low. Due to this the controllable rejects are almost 23%. The reasons behind lack of employee motivation are analyzed as repetition of work and partial involvement that lack the outcome. To overcome the problem management decided to dedicate the entire manufacturing process of single hotplate to an individual employee.
The change of assigning the whole job to a particular employee is directly related to the Job enlargement feature of behavioral approaches to Job Design. …show more content…
Which changes were under the control of the manager? Which were controlled by workers?
Answer: The industrial engineers streamlined assembly line using the motion study techniques to equalize the work efforts. This work schedule resulted in declined motivation levels and increase in rejected hotplates.
Due to this the manufacturing of hotplates is changed from different level to individual level. Earlier each worker was involved in single operation of hotplate manufacture, later each of the ten workers are developing the whole hotplate. The management implemented such changes upon discussions with the workers.
The changes under manager’s authority include switching behavioral approaches to job design such as job enlargement, job rotation and job enrichment. This affects horizontal skills of the workers. As per the case study, managers changed the job responsibility of the workers as well as the transferred the inspector to another job. On the other hand, managers were also able to measure the work flow and motivation of the employees by analyzing the manufacturing results. This way they were able to take control of assembly line operational change by providing training to …show more content…
It helped to gain the lost momentum of manufacturing by decreasing the percentage of controllable rejects of hotplates. If the workers switched back to the old assembly line method, it might again break their motivation levels. The workers may feel as their role to be least important as they are only involved in particular repetitive work at single level. They may not feel the sense of responsibility as most of them may be unaware of the outcome. The problem experienced earlier by the manufacturing plants such as low morale and high manufacturing defects may again come into existence. This time it may also harm the belief of workers towards the management and may result in resignations. Also, the absenteeism rate may show an upward trend due to least importance felt by the workers at the assembly
What changes in the work situation might account for the increase in productivity and the decrease in controllable rejects?
Answer: As per the information in the case study, the morale of the employee’s involved in the manufacturing of Hotplates is extremely low. Due to this the controllable rejects are almost 23%. The reasons behind lack of employee motivation are analyzed as repetition of work and partial involvement that lack the outcome. To overcome the problem management decided to dedicate the entire manufacturing process of single hotplate to an individual employee.
The change of assigning the whole job to a particular employee is directly related to the Job enlargement feature of behavioral approaches to Job Design. …show more content…
Which changes were under the control of the manager? Which were controlled by workers?
Answer: The industrial engineers streamlined assembly line using the motion study techniques to equalize the work efforts. This work schedule resulted in declined motivation levels and increase in rejected hotplates.
Due to this the manufacturing of hotplates is changed from different level to individual level. Earlier each worker was involved in single operation of hotplate manufacture, later each of the ten workers are developing the whole hotplate. The management implemented such changes upon discussions with the workers.
The changes under manager’s authority include switching behavioral approaches to job design such as job enlargement, job rotation and job enrichment. This affects horizontal skills of the workers. As per the case study, managers changed the job responsibility of the workers as well as the transferred the inspector to another job. On the other hand, managers were also able to measure the work flow and motivation of the employees by analyzing the manufacturing results. This way they were able to take control of assembly line operational change by providing training to …show more content…
It helped to gain the lost momentum of manufacturing by decreasing the percentage of controllable rejects of hotplates. If the workers switched back to the old assembly line method, it might again break their motivation levels. The workers may feel as their role to be least important as they are only involved in particular repetitive work at single level. They may not feel the sense of responsibility as most of them may be unaware of the outcome. The problem experienced earlier by the manufacturing plants such as low morale and high manufacturing defects may again come into existence. This time it may also harm the belief of workers towards the management and may result in resignations. Also, the absenteeism rate may show an upward trend due to least importance felt by the workers at the assembly