The major issues causing the decline in productivity
Bentum Fabrication Inc (BMF) is facing a rapid depreciation in the production output as a result of wrangles between the line supervisor Mary Wright and her line workers Monica- Lou, Short and Inski. They describe her as using speed up tactics and the workers are ready to go to any length to get their issues sorted out. Their formal grievenances are with the plant manager. The manager trusts in the performance of Mary Wright and need not to point blame on him. The most serious headache of the manager is whether to blame the inability of Wright to achieve simultaneously adequate production or whether to blame the behavioral relation with workers. This scenario calls for deliberation of issues arising by the authorities, acceptance of change, creation of dedication and positive attitude and linking output with job approval. This is an aspect of organizational behavior, culture and social disposition.
The solutions to the problems that affect the company
The employees should be taught to develop a traditional satisfaction in terms of fair and unfair distributions of resources within interpersonal relationships. They should learn to practice good ethics at the work place despite the circumstance that take place at the company. Scenes portrayed in acts such as stoppage of line operations, repair troubles, non-attendance, and the workers stopping the line for repair are the very attributes of improper communication, dissatisfaction and unbecoming behavior in a company.
The theories that can be applied to solve the organizational behavior in the company
The Equity theory asserts this and states that individuals who see themselves as either not well appreciated or over-satisfied will experience grief. Distress leads to hard work to reinstate equity within the employees with the objective of maintaining equity between the inputs that they bring to a job and the outcome that they receive from it against the perceived inputs and outcome of others. The theory of Equity understands that personal factors influence each person’s evaluation and discernment of their relationship with their relational partners. Equity helps in developing of group dynamics in an organization. Hence, effective decision making should be taught to Wright and the Mintzberg’s managerial roles, Rational decision- making models, Scientific management, Carbage- can model of decision making should be taught to both the supervisor and her line workers to effectively know when, why ,what, where and who to react to incase of inadequacies.
The workers can also be made to understand why Wright reacted in such a manner. Bureaucracy, complexity theory, contingency theory and majorly the Evolutionary theory can also be used to influence the change of attitude of the workers and motivating them.
Personality trait theories should also be mentioned in the talk with the workers that should be upheld. The big five traits includes; conscientiousness, openness, extraversion, agreeableness and neuroticism that entails anger, anxiety and vulnerability. Control and stress modeling can also be an ideal topic of discussion, pertinent area of thought would be along Herzberg’s two factor theory and the theory X and Y of Mc Gregor.
Motivation in an organization is an important aspect when it comes to establishing a change of attitude. It is quite broad in application but is essentially appropriate to mend the relationship between Wright and the line workers that she supervises.” It sets precedence for the company by creating enthusiasm and working towards a set objective that each individual can proudly identify with them” (Stephen and Robbins 76). And therefore the theory of Equity can be used. Maslow’s theory on needs is equally appropriate. The incentive theory of psychology can not be exempted as a good base of motivation setting. All this should be handled with the perspective of establishing the quality of work life that will be characterized with favorable environment for working.
Expectancy theory helps the prediction of the employee’s motivation when they decide to put in more effort to better their performance which will equally be rewarded with an increase in salary or other benefits. It also emphasizes on the connectivity between anticipated behaviors, rewards and goals of the organization. Hence goal setting is an appropriate tool in keeping track of the organizations achievements which should be streamlined and made public to every staff of the organization.
Work cited
Robbins and Stephen. Essentials of Organizational Behavior, 10th Ed (New Edition) USA: Pearson Education. 2004.