• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Motivation - A Case study on Mega Manufacturing

Extracts from this document...


A Case study on Mega Manufacturing Name....................Michael O Sullivan Student No.............101500571 Class....................BIS 1 Subject.................Applied Psychology AP2012 Lecturer............... Date...................04-01-04 Motivation Regardless of where we begin our study of Organisational Psychology, we will sooner or later have to deal with the issue of motivation, as it is central to the treatment of Organisational Behaviour. Motivation or what drives people to perform in their work settings is a subject that has received enormous attention over the centuries. By definition motivation is a set of forces that causes people to work towards attainment of an organisation's objectives and specific goals, while sustaining the effort expended in reaching those goals. (Steers and Porter, 1991 Principles of Organisational Behaviour). Both domestic and foreign ventures have led to increased levels of competition in modern industry, meaning that high levels of efficiency and consistency are vital to the success of any business. The importance of motivation should not be underestimated by the management of any company as it is a vital tool in ensuring the highest levels of productivity and quality. Considering the dilemna faced by Mega Manufacturing it is clear that a lack of employee motivation is at the centre of their problem. Employees are the central resource around which any company operates and are central to determining the overall success and profitability of the organisation. ...read more.


Vrooms theory is in keeping with the old saying, "You can take a horse to the water but you can't make him drink", and this sums up the problem that Mega Manufacturing are facing. Their employees have the necessary skills and the necessary technology to carry out this task but are refusing to co-operate. The assumptions proposed by Vroom, offer an explanation with regard to the problems at Mega Manufacturing. Achievement, recognition, work itself and responsibility are factors of satisfying experiences (The Motivation to Work by Herzberg et al) The die-cutters at Mega Manufacturing are "the most skilled workers in the factory and in the shoe industry in general". This signifies their importance to the organisation and would suggests that they have should have a certain sense of pride in their work. Why, then have they drawn the line with regard to the implementation of this new production method? I feel that Vroom's Expectancy Theory is the key to understanding the psychological barriers that are causing the Die-Cutters to resist the use of the new technology. It is evident that a failure of communication has occurred in this work environment. Management are not aware of the attitudes of their employees, Job Fischer's statement "What's in it for us?" ...read more.


Although this competitive aspect could have repercussions, I feel that if the system is properly controlled and monitored by management it will work well. These suggestions may resolve the current problem that Mega Manufacturing are facing but we must not forget that a lack of communication was the primary reason that this problem arose in the first place. Clearly management at Mega Manufacturing need to encourage workers to discuss their concerns and any innovative ideas they may have, so as to predict future problems and thus prevent them from affecting the workings of the organisation. The cutters have power because their skills are vital to the success of the organisation. The management have failed to evaluate the die-cutters correctly and therefore they have disrupted the productivity of the organisation. Recent contributions such as Vaill (1982), Perry (1984), Moss-Kanter (1983) and Quinn Mills (1991) consequently highlight the need to empower employees in an attempt to make the organisation more effective. (Principles of Organisational Behaviour: an Irish Text by Morley, Moore, Heraty, and Gunnigle) It is vital that management recognise the importance of each individual employee at Mega Manufacturing. Their future success will be determined by the management's willingness to understand the workers needs and attitudes. Both parties must work together to recognise and eliminate future problems that could hinder productivity and place the organisations future in jeopardy. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. This research proposal is for the independent study based on motivation, the research is ...

    as it has been shown in the publications to be an effective motivation theory when applied in practise. This theory however is only one of many conclusions that could be drawn from the research that has been done on motivation, so as a result the expectancy theory will be incorporated

  2. Performance Appraisal case study

    should be discussed at that time. It's futile and unfair not to share this with the concerned employee. The training should be created by the HR team and take no more than a month and a half to finalize. In order to get all of the materials together and to organize a day for all supervisory staff, the training should take place in two months time.


    The name of the model is derived from the balanced outlook it provides by combining traditional financial metrics with non-financial ones. The model helps organizations to decide objectives, targets, goals and measures to improve various internal and external aspects of their performance (Artley and Stroh, 2001).

  2. The author wishes to pursue a career in purchasing therefore this project will ...

    a private bank . Similarities can be drawn to the three areas that Porter (1991) considered for competitive strategy - cost leadership, differentiation and focus. Treacy and Wiersema (1995) point out that although the organisation will choose one of the disciplines to excel at, it must still retain the

  1. The nature of motivation.

    The cause of the deficiency could be physiological, such as hunger; psychological, such as a need for power; or sociological, such as a need for social interaction. The presence of a need motivates an individual to action to restore a state of equilibrium, as shown .

  2. What can organisational learning, and the search for the learning organisation, offer to companies ...

    Argyris (2002) stated that many organisations which embrace the concepts of double-loop learning are unable to produce it, due to being blind to their incompetence and are unaware of that blindness. He goes further to claim that this is so common as to be a recognisable anti-learning pattern.

  1. HR Case Study - Nitish, a highly promising recruit, is finding it difficult to ...

    Nitish was hired because the Indian division was planning to change their industry spread; hence the scope of career growth path for an employee is chalked out (Hiring Nitish is not the opportunity. Opportunity led to hiring Nitish. Threats 1.

  2. Recent events in the banking sector have brought the issue of bonus payments into ...

    The results of this study surprisingly assumes that the offer of money have no positive effect on their work, on the contrary, reducing their motivation and their actual performance. ? Pay does not motivate people. People need enough money to live, but they need more than money to thrive.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work