Organizational Behavior Case Study of Mirror Plant
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The document discusses the Engstrom Auto Mirror Plant which manufactures mirrors for trucks and automobiles. It had 200 employees working at its Indiana plant. In 2006, 46 employees had to be laid off due to declining productivity, management issues, and a depressed economy. To address these problems, the plant considered closing down altogether or modifying its Scanlon Plan, which related employee bonuses to productivity but had become too complicated. It was proposed to simplify the Scanlon Plan payout calculations, improve communication with employees, and introduce new goals to increase productivity and motivation.
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The document summarizes the history and challenges facing the Engstrom Auto Mirror plant. It describes how the plant adopted the Scanlon Bonus Plan in 1999 to motivate workers, but that over time employees became dissatisfied as bonuses were not always paid. Productivity and profits declined. The main problem was that management was no longer effectively motivating employees. To address this, the document recommends that Engstrom create a modified Scanlon Plan that clearly ties bonuses to productivity, improve suggestion screening, and develop long-term career plans for employees to build loyalty.
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- 2. Engstrom Auto Mirror Plant
- 3. Hafiz Salman Dawood Neelam Fatima Noreen Ghulam Rasool Rana Faisal Ali
- 4. • Manufacturing Mirrors for trucks and other automobiles • Ron Bent • 200 employees were working at Indiana Plant
- 5. • In 1990 • From 1990’s to 1999 • In 2007 • In 2006 , 46 employee had to lay off
- 6. • Introduced in 1930 by Joseph N Scanlon • Acting as Director of R&D union President • Depressed Economy
- 7. • Join the union committee to solve problem
- 8. • Close the plant altogether • Management issues • Low productivity • Proper incentives • Rate of suggestion from employ rate decreased
- 9. • Feed Back • Disruption employee motivation • Communication Gap • Scanlon Plan was o complicated
- 10. • Modified Scanlon Plan • Relates Bonuses to increase productivity • Feed back • Set Goals for production
- 11. • Simplified Payout calculation • No monthly payment of bonuses • Well management
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