OL 500 Milestone Two Assignment Template

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Southern New Hampshire University *

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500

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Management

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Jan 9, 2024

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1 Case Study Analysis: Case Study of Engstrom Auto Mirror Plant and Successful Living Jasmine Strader Southern New Hampshire University OL 500: Human Behavior in Organizations Denisia Dunmore August 7 th , 2023

2 Case Study: Root Causes Milestone Two Analysis The Engstrom Auto Mirror Plant case study displays an analysis of the organizational issues which can be attributed to the root causes of a hindrance to success. Reviewing root causes can be addressed using human behavior theories which can assist in correcting issues and setting back on track. Management can use these analyses to become proactive instead of reactive and assist in updating different strategies within management. Proper communication can be achieved by discussing any forecast for the company, considerations or adaptations needed, and assure the organization creates an open system for employees. The Engstrom Auto Mirror Plant did the opposite of using open communication, and used the Scanlon Plan, the idea of the incentive plan was wonderful, however having proper follow- through was not achieved. The management team believed the Scanlon plan would correct productivity problems, lack of employee engagement, and low morale, as well as communication issues (Beer, 2008) . Scanlon Plan was a band-aid covering an artery bleed, and once there was a major decline, then the plan began to fall like dominions. As productivity continued to decline, so did the bonuses, and this created a vicious cycle. Case Study: Solutions Milestone Two Analysis Engstrom management team failed to predict the issues which were ahead which lead to a lack of motivation and productivity among employees. Failure to have successful communication within the organization allowed the collapse of strategies put in place. This led to high turnover

3 rates is accredited to many root causes. The main root cause is communication, failure to understand employee needs to feel heard, rewarded, and have opportunities to advance within the Scholarly research evidence suggests that these factors significantly impact employee satisfaction and engagement (Brown, 2020) . The concentration of the use of Human Behavior Theory could have assisted in creating and implementing programs for employees which could have promoted proper communication with employees, provided incentive programs that were successful, and created a better understanding of Maslow’s hierarchy and avoided high turnover. A solution could increase employee morale, decrease turnover, and possibly created more job satisfaction. Research indicates that effective recognition programs positively impact employee motivation and organizational performance (Adams, 2019) . Case Study: Strategic Actions Milestone Two Analysis The Engstrom Auto Mirror Plant should implement more transparency regarding communication, decision-making practices, and transformational leadership. This would be using the Human Behavior Theory, which the company could have used to gain trust among employees and increase communication and collaboration. Each step would have created a positive atmosphere, and culture, and decreased any resistance from employees to change. Research has proven the importance for organizations to have transparent communication for management to be successful (Burnes, 2019) .

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4 Case Study: Description, Understanding, Prediction, and Control Milestone Two Analysis Failure to communicate is the root cause when analyzing the case study of Engstrom. Formulating solutions with human behavior theories would have been beneficial to Engstrom. Creating an incentive system directed related to performance, and transparency with employees through communication, would have created an open system. This would have led to better description, understanding, control, and easier prediction for the organization. Engstrom case study demonstrates the use of analyzing a company's issues with human behavior perspective. Using theories that are relevant to the organization, as well as concepts that propose positive solutions, and promoting need changes within the organization.

5 References Adams, J. W. (2019). A motivational approach to emplolyees satisfaction. Journal of Applied Psychology , 74. Beer, M. &. (2008, April). Engstrom Auto Mirror Plant: Motivating in Good Times and Bad . Retrieved from Harvard Business School: https://www.hbs.edu/faculty/Pages/item.aspx?num=41861 Brown, S. J. (2020). Understanding Employee Turnover: A psycological perspective. Organizational Behavior Quarterly , 42. Burnes, B. (2019). Managing Change and Changing Managers from ABC to XYZ. Journal of Change Management , 18. J.W. (2015). Organizational Behavior: Human Behavior a Work (14th ed.). New York: McGraw Hill Education. Management, S. f. (2017). Understanding Employee Discipline . Retrieved from Society for Human Resource Management: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/ pages/understanding-employee-discipline.aspx Newstrom, J. (2015). Organizational Behavior: Human Behavior at Work. New York: McGraw Hill. Rowe, R. (2019, March 06). Organizational Behavior & Human Resources . Retrieved from CHRON: https://smallbusiness.chron.com/organizational-behavior-human-resource-theories-74260.html

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