Problem Solution: Riordian Manufacturing
Essay title: Problem Solution: Riordian Manufacturing
Running head: PROBLEM SOLUTION: RIORDAN MANUFACTURING
Problem Solution: Riordan Manufacturing
University of Phoenix
Problem Solution: Riordan Manufacturing
As Riordan Manufacturing will strive to meet the competitive needs of the employees within the company and prospective job candidates they will need to allure the individuals to the company. In order to do this Riordan will need to analyze the Human Resource Management (HRM) policies and procedures that are put into place that will affect and influence employee behavior, attitudes, and performance (Noe, Hollebeck, Gerhart, Wright, 2004). Riordan will need to create an incentive package that will give the business a competitive advantage and aid in the recruitment of top performers. The problems are the unique difficulty of catering to the vast majority of employees and their distinct and unique needs in the benefits arena. Employees have varying degrees of needs based on the different stages of their lives and the stages of there loved ones lives that will further complicate the development of a comprehensive benefit package. The importance of a comprehensive benefit package is that it can motivate employees to perform at higher levels and for longer periods of time within the business.
Riordan Manufacturing Inc. a plastic injection molding company has grown over the last several years. Dr. Riordan whose initial focus was on research and development and the licensing of its existing patents founded the company, but overtime his focus shifted. In 1992 he purchased a manufacturing plant from Pontiac, Michigan and he expanded his company into the production phase. Then in the year 2000 the company opened an operations unit in China (University of Phoenix, 2003). Now the company employs 550 people. Due to the growth and development of Riordan the company will have to analyze the relationship between motivation and performance; identify the components of effective job retention and career development; explain the concepts of total rewards; assess the impact of reward systems on organizational performance, and compare different perspectives on human behavior and motivation and analyze how these translate to organizational reward systems. Currently the company is attempting to consolidate the customer information to provide more personalized customer service.
The importance of analyzing the motivation in relationship to performance will help the company increase productivity and decrease employee turnover. The two different types of motivation are intrinsic and extrinsic. Intrinsic motivation has the following characteristics: they desire to improve processes; take satisfaction in problem-solving; and they are more satisfied with team based work or would be more apt to find this work enjoyable. Extrinsic motivation characteristics are that these individuals are motivated by their individual performance and finds greater satisfaction in leading or managing independently. Extrinsic individuals will prefer a more individualized reward such as pay based off of performance (Dreher & Dougherty, 2001). Once you realize how an individual is motivated then you can frame the type of reward that you give based off of their motivational style to increase employee satisfaction, which in turn decreases turnover due which leads to better productivity. Current employee recognition programs at Riordan include: the outstanding employee reward, employee suggestion program, and seniority awards. The outstanding employee reward is issued one time a year to an individual who was nominated by his peers who performed above and beyond job duties, showed a high level or teamwork, and modeled respect for diversity. The employee suggestion program is when an employee can make suggestions on products or the work process and when the suggestion is put into place the employee who suggested it received $25.00. Seniority awards are based on the length of time an employee has worked with an employer. These awards are given around the one-year mark, the fifth year mark, the tenth year mark, and the 20th year mark. The company also offers a foreign service premium, home visit leave, relocation benefits, educational benefits and assistance, housing allowance, and cost-of-living adjustments.
When dealing with employee performance in the workplace upper management should realize the direct correlation between the motivation they are giving to employees and the performance that the company is receiving as a result. If an employee has job dissatisfaction they will typically exhibit some of the following signs of behavior: poor dispositions; the thought process that the certain