Producrivity of the Manufacture

Productivity of the manufacture

Ulugbek Akilov

BA 320

Case Study

Part 3

Main Goal:

Gain effective productivity of the manufacture and loyalty of employees.

Recommendations:

1. Improve leadership and avoid communication problems in the organization.

2. Motivate employees

3. Destroy the Barriers and improve Relationships among managers and subordinates

4. Gain and increase loyalty and belief to top management among employees

“Change Yourself Before Changing Others” (Cultural diversity)

Cultural diversity in management team

Current management team members, that include Ivan Ramsey, Edward Fyvie, Joe Willis should add one or more managers with Asian background and understand Thai people, culture, behavior and so on.

        Effective leadership has been a challenge and struggle in Asia. Therefore, researchers from the         Center for Creative Leadership and Human Capital Leadership

Institute created the        “Developing Top Leaders in        Asia” report describing key competencies         and capabilities necessary         for effective leadership in Asia (Center for Creative Leadership and Human Capital Leadership Institute, 2012). Researchers developed five categories including: people developers, relationship builders, strategic enablers, nibble adapters and constant learners.

Reference: Center for Creative Leadership        and Human Capital Leadership Institute. (2012). Developing Top Leaders for a Globalized Asia: Lessons from best‐practice organizations in Singapore.        Singapore.        

Leaders should act as trainers who         coach         subordinates         and communicate well with everyone. Open and sincere communication        allows        relationship building         and helps to avoid         vague        and ambiguous situations. In addition, leaders should state that it is important to work alongside with the employees on different projects. It        helps to create a chain within teams and individuals and increases mutual understanding.

“Forget praise. Forget punishment. Forget cash. You need to make their jobs more interesting.”  (Frederick Herzberg) (Two-factor approach)

The Herzberg Model

First, let’s take a quick look at the Herzberg model:

[pic 1]

Next, let’s understand how these two factors shape employee engagement. We can separate them into two drivers: the Employee Value Proposition and the Employee Experience.

Driver 1: The Employee Value Proposition

To create a culture of engagement and workplace motivation in Thailand, companies first need to create a reasonable employee value proposition. The employee value proposition, because it is a hygiene factor, does not need to be outstanding.