Motivation In The Case Of Technocraft Commerce Essay

indigence In The Case Of Technocraft Commerce EssayMotivation is a reproach of the reasons why hoi polloi do things. All port has a proper(postnominal) purpose (often several). Motivation shtup be considered to agree an individuals effort, persistence and the direction of that effort. It is the degree to which an individual wants and chooses to engage in real specified behavior.Notably in case study, Technocraft , there was an intrinsic motif, employees were vertical caused by salary, promotion, condition of manoeuvre etc. It focuses primarily on motivation of the individual in the toy status. It explores the influence of organizational dislodge, communication and contrast on personal motivation. Additionally, concepts such as intrinsic, extrinsic, come backs, personal needs and environmental stimulation ar discussed.Thus, motivation had whatever affect in employees yet they argon negatively influenced in statuss of contrary factors of an organization.Determinati on device and culture of the formal organizationThe construction or the structure of Technocraft contemplates concern model with its functional relationships. The cookers in this organization were closely prescribed or were in possession, or we can preferably say negative command. This is a mechanistic organization and recurring in nature.According to Drennan 1992-93 culture is how things are d adept around here. It is what typical of the organization, the habits prevailing attitudes, the grown up shape of accepted and expected behavior. Like wise, in Technocraft, it matches to role culture because it has gained a combination of size, departmentalization and ordering of activities. Generally, Mr. George, the professorship of the comp either can be interpreted as an example that was harsh and gives orders. The culture of the organization needs to be given, importance as the opportunities to learn.4.2 Management and leaders dashManagement is the regale of getting things done e ffectively and efficiently through other tidy sum so as in their company. Mr. George Ne good, the company chairman managed or form his employees in a different way. It can be matched with MCGregors theory X because most of the employees did not enjoyed working for Technocraft and just motivated by funds nevertheless the workers can be categorized or stereotyped in intrinsic motivation ready for challenging job, appreciation and recognition.4.3 characters4.3.1 George NewellHe is the chairman of the company. He views his workers in a negative way and he doesnt mark his employees.He is an exploitative- autocratic ruler. It matches with contingency flare of leadership flare rather than trait theory because he does not possess charismatic behavior, agency etc. as we can see he brought Helen, management consultant to solve the fuss. Employees were discouraged by his behavior because he promised to give reward for their heroic deeds and efforts but he felt up proud by distributi ng the t- shirts to all the employees. He did not possess a degree of power, influence, debt instrument and accountability which should be used in the pursuit of effective leadership performance. One of the Georges problems in the company was high labor turnover and his opinion was that the women had prompted this. As we know, motivation influences in individuals to succeed but he resolve performances on the activities of the organization.Likewise, he reprimanded the employees who were late from the tiffin, he could expect warned them, may be he used this coercive power and this showed the low morale, seniority and distances. He also did the job rotation because he was not satisfied by the Maggies efforts, (the wire department supervisor).4.3.2 Helen Mckiernan (management consultant)She was a management consultant and a rattling calm nature person. She was brought by the companys chairman to provide a declaration of the problem. She mainly focused on the nature of the wiring job because the recruitment procedures were unduly lax. Helen kept in mind that the reason for the job comfort might be through loose situations and social side of the work. She analyze the likes and dislikes of the workers and she found that the chairman was completely wrong active the labor turnover.4.3.3 Elena and speedwell (wirers)Both of them were wirers in Technocraft. They had a problem due to inexperience and precaution of making a mistake and the problem caused directly from their slow work rate and they need some experienced wirers to correct them. In my opinion, they are in need of on-the job training.4.3.4 Maggie Francis (supervisor)Maggie Francis, the wiring department supervisor, who was given province for bringing twain women, i.e Elen and Veronica, up to speed within a particularized time. Maggies leadership style fits or matches with her supervising role. She was more(prenominal) understanding in nature. As a study throughout this book of organization beh avior, by Ian Brooks, organization change is particularly worthy of consideration in any discussion of leadership and it matches with consideration category of Blake and Mounton 1964, she was defensive and she was in a job rotation by the company chairman in place of Robert because she was too soft to the employees.4.3.5. Robert Houlden Line Manager)On the basis of Blake and Mounton 1964, managerial grid, in this study there was a concern for production, autocratic and project oriented. He was ap designateed by chairman to sort out the shirkers in the wish of raising productivity in upcoming future.4.4 PerceptionGeorge style of leadership was like autocratic towards the women. It is some what like coercive power. Although the staff possesses no confidence in their ability, they are in need of a supreme motivation. New comers i.e. Elen and Veronica were in a learning phase. There was no respect for Maggies job as well as womens in the work place. The women were reprimanded by the chairman who could be done in a courteous way as well.4.5 Motivation and shopfloorThe management of conflict in organizations affects the motivation of individuals and groups. According to Schmidt (1974), following empirical research conducted among management executions in USA, revealed both positive and negative effects of conflict. Maggies as a supervisor, the autocratic style of had adverse affect due to the sudden change in leadership.i.e.from wiring department supervisor to packing. Research indicates that conflict can stimulate originative thinking and can inspire people to confront long term problem and explore new approaches. It may also encourage reflection and help people clarify their views and heighten their interest in the task at hit and also test peoples abilities.However, negative effects of conflict can lead to dis atonement, demotivation and reduced performance. Schmidt (1974) found that original people felt defeated by conflict and the consequences would be contactless and leads to suspicion.5.0 RecommendationWhat I can recommend is that the culture of the organization needs to be improved. Combining the two incident, there is a change in the level of output. The women were believed that they are matched with VH roar expectancy theory.In the 1st incident, there was a change in job design to fasten up the speed of the employees. He could have said in a polite way to the workers after they returned from their lunch break. This can be a good style of autocratic leader, and some how matches with McGregors X theory and coercive power as well.Finally, in my point of view, the management should be more systematic so that the workers would perform their activities more efficiently and effectively.5.1 Reconstructing the work forceReconstructing the shop floor is done for back up competition between workers. A group leader role could motivate the work force but Helen, management consultant investigated number of workers about the likes and dis likes of the company and the answers was negative management. So , the managerial practice at technocraft convert her that the shop floor labor turnover was not only absurd but actually a part of the problem.However, for better number of employees in the work place, the team should be encouraged and motivated.5.2 Leadership StyleAs in the technocraft everyones complain is towards management. George needs to enhance the considerations of the worker and to think of his employees. I think he lacks the ability to influence a group towards achieving certain objectives. Leadership and responsibility of mangagement should be open and consultative style. It should be implemented on the workers so that they would be motivated by the help of different programme. According to continuum tunnerbaum and Schmidt leadership style there should not tell and sells but there consults and joins in a democratic way. In the company, it matches with autocratic style which sub-ordinates could not use thei r respective freedom.5.3 motivating the work forceGeorge should assoil in mind or adopt a consultative style which motivates its members, aiming the specific ends. The first two level of needs, salary and job security department should be fulfilled by the management inorder to motivate the workforce. It would be the informal group which already exists. It also depends upon Georges perception for the feedback and support. In his opinion, unemployment are well below national average and many women are living with husbands who realize a decent living wage or salary. According to Maslow stratified needs, the lower level needs should take precedent, if they were not fulfilled.However, a connectedness between job satisfaction and absenteeism, staff turnover, and the incidence both bodily and mental health problems (Schneider, 1984). Furthermore, the model is highly ethnocentric. Finally, applying their theory to the workplace is troubled with difficulties although this theory is i ntended to be managerial or organizational tool.5.4 line of business DesignAccording to Herzberg, two factor theory, one of situation matches with the one theory among twoi.e hygiene and motivators, which is hygiene factors. These methods should help in to enrol in decision making.Herzbergs vertical theory has two sidesDissatisfaction and 2. Extreme satisfaction with the environment, job and the work place. Like wise, the workers at Technocraft also faced the utmost(prenominal) dissatisfaction towards their job and relationship with supervisor was worse. Organization failed to provide adequate hygiene factors which as results, high level of conflict, absenteeism, labor turnover and low usual morale was emerged.5.5 RewardsThere is a difference in the distribution of rewards and the people differ due to the perception. The first is to discover the activities of the shopfloor staff.If there are specific objectives then Management must give response or feedback for the work done. D uring the productivity drive, George established a program called employee- morale boosting and the program succeeded. Thus, he promised to the employees that they would be rewarded for their efforts but the employees were distressed because there was no bonus recompense except few t-shirts with the company logo. As a result, many of the employees resigned and this was the problem aroused in Technocraft which is labor turnover.it also can be compared with goal setting theory of locke. He firstly concentrated on objectives and he doesnt give the rewards.By the behavior of George what we can draw the outline is that he was in lack of morale, unsuitable in the post and the harsh leader.6.0 cobblers lastIn every change effort and programme someone loses or gains. Attention should be pursued for all gainers and losers as well. All change processes and program requires whole -hearted organization, commitment, support with adequate level of resource and time. They let out issue for orga nization to adopt attitudes of flexibility, dynamism, responsiveness and positiveness and the drive is to maximize output and change in resource. So, I have compared this company Technocraft in many different theories.Likewise, in Technocraft, power is ultimately in the hand of single person. Chairman appreciates and consults with the problem of the company. A well planned theme that has been drawn up is loyalty and dedication by the employees and the autocracy by the top level of management.Above all, the role of managers and supervisors must change from the mathematical operation of systems and procedures to the development of expertise skills, knowledge and qualities in their people.