Question

Steel City Inc. is a company located in Dallas in the United States of America. It deals in import export of furniture. The workforce is composed of almost 200 employees, from different levels. In Steel City, Inc., the president Anna, 33 years old, realizes that this firm requires some reorganization.

The organization is using the top down management approach, it has many levels of management and it uses narrowly specialized job descriptions.

Anna wants to move into new international markets but she noticed that employees are demotivated and they are not happy in their positions knowing that Steel City, Inc is applying highly specialized jobs and employees already work independently and in complete autonomy.

Knowing that motivation is very crucial to the productivity of her employees, Anna wanted to work on this issue by increasing employees’ motivation. To do so, she decided to review and change some core characteristics of what they are doing and she was sure that this will certainly end up with beneficial work outcomes.

Anna also used the work flow analysis of Steel City, Inc to define how work in this organization creates value to the ongoing process of employees’ works. She thought that applying the Business Process Reengineering (BPR) might be very efficient to solve the problem of employees’ demotivation since employees have been complaining about their work. Jobs are repetitive and employees don't know how their work fits into the big organizational picture. The president wants to reduce operating costs, reorganize jobs by providing employees with satisfying work, independency and wanted them to be cross trained on different task assigned to the group.

Anna also thought about using a problem solving team to be able to generate solutions about how to decrease employees’ demotivation and increase their work involvement, devotion and commitment.

As she wants jobs to become more interesting and precisely to improve motivation, Anna included specialized task together so employees can expand their work horizontally and vertically. All of this should give employees more autonomy and the opportunity for feedback. Anna decided to compare the productivity of her employees six months after she made the needed adjustments in the company.

1. Based on the above case study, what is the used organizational structure by Steel City, Inc? Explain.

2. Which motivation theory the president's is using to minimize employees’ dissatisfaction?

3. When the job needs to be reorganized some job design modifications should also be implemented. What job design do you propose taking into consideration employees’ complains?

4. What type of team the president can use in order to reduce operating costs giving employees some autonomy in Steel City, Inc.?

Answer 1

Ans:-

(1):- I accept the present association structure utilized by Steel City, Inc. is a mechanist authoritative structure. It tends to be closed from the explanation that "it utilizes barely particular sets of responsibilities".

This implies there is almost no opportunity of demonstrating inventiveness and add to other work as opposed to the ones appointed to them.

(2):- Realizing that motivation is exceptionally essential to the profitability of her representatives, Anna needed to chip away at this issue by expanding workers' motivation. To do as such, she chose to survey and change some center characteristics of what they are doing and she was certain that this will absolutely wind up with valuable work outcomes.

Anna likewise utilized the workflow analysis of Steel City, Inc to characterize that applying the Business Process Reengineering (BPR) might be exceptionally productive to take care of the issue of representatives' demotivation since representatives have been grumbling about their work.

The thoery utilized is BPR to rouse the workers is the act of reconsidering/overhauling the manner in which work is done to help the association's crucial/by decreasing expenses. Here reengineering begins with an elevated level appraisal of the crucial, objectives and client needs of the organization.

An worker can be propelled here by - Intrinsic way:which is without anyone else produced inner motivation which gives feeling of fulfillment and accomplishment when we invest energy in exercises that reflect and drives that we appreciate. On the off chance that there is an internal drive to learn new things, at that point you may feel exceptionally energetic at work finishing the errands that require building up the information, aptitudes and experience.

An representative can be roused according to this thoery as an extrinsic way: that is given to us by others.

for example, pay, rewards or other paid methods, security, acknowledgment, advancement or even withdrawal of benefits.

This will in general be controlled by a hierarchical level and outside the control singular pioneers or administrators, they additionally have momentary effect on motivation on the off chance that they are pulled back the motivation falls quickly.

(3):- I think giving representatives more range of control. Adjusting them to the strategic vision of the association and in this way telling them that their work is adding to the association so that they feel glad for themselves is the most ideal approach to upgrade the activity.

Inherent motivation is the most ideal approach to rouse workers. Along these lines, an occupation configuration to adjust them more towards the missions and vision of the association giving them more range of control is the most ideal approach to address the worker protests.

Here the job design is proposed taking into consideration employees’ complaints or so is analyzed by various types below which the president can reflect & take a decision on it:-

• Job simplification:- Here the job is disentangled or concentrated by separating into little parts and each part is adjusted to a person.

Here work is the mechanical pacing of work it has dreary work forms by confining the association among representatives with scarcely any expertise necessities. This is utilized when a job isn't specific.

• Job rotation:- Here it implies methodicallly moving specialists starting with one job then onto the next. On a positive front, this expands the natural prizes of a job as a result of the various aptitudes and capacities expected to perform.

The workers become progressively equipped in a few jobs by knowing the assortment and developing mental self portrait, self-improvement by turning into an important advantage for the firm.

• Job Enlargement:- Here it is relegating laborers extra to same level exercises that change the job to incorporate progressively/various errands that are growing the obligations or undertakings doled out to given job which is inverse to job simplification.

It is just a flat development with similar aptitudes which is separating the current work framework to updating the new work framework.

• Job enrichment:- Here it is the ad libbing of both errand effectiveness and human fulfillment by building individuals jobs, explicitly with a more prominent extension or individual accomplishment and acknowledgment that is all the more testing with the obligation of work by greater open door for singular headway and development.

This can kill the president's grumblings issue by representatives as it gives more self-governance of Vertical enrichment, more assignments at level enrichment and more development openings.

Here the representatives accomplish all the more arranging and controlling capacities which requires less supervision with progressively self-assessment.

• Job Reenginnering:- Here the president can likewise think about this sort of configuration just as upgrading the business procedure with the goal that little multidisciplinary self-overseeing groups complete the undertaking together at the same time which recognizes the ideal results of a framework and subsystem to rebuild the jobs and even divisions.

(4):- The type of team the president can use in order to reduce operating costs giving employees some autonomy in Steel City, Inc. is :-

•  Working groups here they bolster every single other group as a venture, utilitarian, cross-practical, Matrix, contract, self-guided, virtual groups. Here they are framed to ensure that all back-office forms runs easily.

• Here this kind of group can help in diminishing the working expenses by giving representatives more self-sufficiency by which such groups can deal with own ventures and capacities like a task ream which they have all around characterized jobs and duties.

For instance if the records division is gotten an undertaking to make a yearly budgetary report by a specific date they will undoubtedly devise a course of events, delegate the errands and monitor cutoff time simply like some other group by incorporating the work and decreasing the superfluous expenses.