This analysis provides a detailed root cause analysis from a human behavior perspective associated to Engstrom Auto Mirror Plant following the failed implementation of an incentivized Scanlon Plan based on my workplace experience, validates the analysis through supportive research and examines the impact of poorly managed human behavior concepts. The following information was obtained from the Harvard Business School Case Study (Beer & Collins, 2008).
Root Cause
The first issue with the Engstrom Auto Mirror Plant is the failed employee incentive program. Bent knew that the implemented Scanlon program was not capable of matching the needs of the work force, but he failed to respond to the need for an improved system and later stated that he …show more content…
According to Thompson and McEwen (1958), the setting of goals is essentially a problem of defining desired relationships between an organization and its environment and even where the most abstract statement of goals remains constant, the practical application requires redefinition or interpretation as changes occur in the organization, the environment or both (p. 23). When making personnel changes in my maintenance department I included my management team and solicited their inputs. In an effort to include their opinions and address the core issues, compromises were made on both sides. When the meeting was concluded we left the room with a clear direction that was agreed and supported by all divisions and managers. Even though some changes were not ideal, the team was empowered to execute our mission and we’ve all been more dedicated to meeting the goals of the department. When the managers at the Engstrom Auto Mirror Plant fail to provide direction to the employees on what the objectives of the company were and how they were expected to perform the plant was destined to
Root Cause
The first issue with the Engstrom Auto Mirror Plant is the failed employee incentive program. Bent knew that the implemented Scanlon program was not capable of matching the needs of the work force, but he failed to respond to the need for an improved system and later stated that he …show more content…
According to Thompson and McEwen (1958), the setting of goals is essentially a problem of defining desired relationships between an organization and its environment and even where the most abstract statement of goals remains constant, the practical application requires redefinition or interpretation as changes occur in the organization, the environment or both (p. 23). When making personnel changes in my maintenance department I included my management team and solicited their inputs. In an effort to include their opinions and address the core issues, compromises were made on both sides. When the meeting was concluded we left the room with a clear direction that was agreed and supported by all divisions and managers. Even though some changes were not ideal, the team was empowered to execute our mission and we’ve all been more dedicated to meeting the goals of the department. When the managers at the Engstrom Auto Mirror Plant fail to provide direction to the employees on what the objectives of the company were and how they were expected to perform the plant was destined to