Organisational behaviour: concepts and applications

Organisational Behaviour

Motivational Strengths and Weaknesses of Electro Logic

Strengths

The EL employees are part of a highly dynamic industry and they are given the opportunity to make a difference in it through the perfection of the VFVA system

Salaries and wage raises are offered based on performance, stimulating as such the staff members to increase their efforts in supporting the organization reach its overall goals

on-the-job training programs are motivating as the employees are able to learn from their colleagues in a familiar environment, maximizing as such the chances of future successes

The company is continually evolving, engaging as such its employees in a complex and dynamic process, which maintains them alert and reduces routine work

EL creates opportunities for social interactions, which increase morale and employee collaboration

Weaknesses

Due to the fact that the funding comes primarily from the government, the employee benefits and premiums are not pegged to profits; ergo, their levels of motivation, and consequently performance, are negatively affected

The selection criteria for the newly appointed responsibilities was rather arbitrary and this could generate dissatisfaction as it does not consider the previous merits, performances or expertise of the staff members

The time frames for career advancement opportunities are unclear and as such fail to properly motivate the EL employees

The internal structure of the organization is based on vertical hierarchy, with employees being given limited opportunities to distinguish themselves

The three locations of the company reduce the employee's ability to concentrate, integrate the work and also reduce their morale levels

2. High-Priority Actions

The ultimate success of Electro Logic depends directly on their employees' skills and desires to work, which determine performances and final outcome. In order to ensure higher levels of commitment to the organizational causes, the president of EL should consider the simultaneous implementation of several strategic actions. A first example refers to the vertically integrated hierarchy, in which responsibilities and rewards are granted in unclear manners. In order to address this matter, the managerial team ought to consider the development of a clear-and-cut plant that states the times and the chores to be completed in order to achieve professional promotion. Then, all operations should be conducted in a transparent manner and the employees should be informed, and at times even consulted, in reference to corporate decisions.

Additionally, promotions and salary raises should be offered in accordance with a logic schedule that will tell employees why or why not are they subjected to modifications in their status and/or payment. Foremost, the management should consider the introduction of premiums and bonuses, alongside with other incentives, such as extensive medical coverage or flexible schedule. All these would lead to superior levels of loyalty and commitment to Electro Logic.