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,...
All these would lead to superior levels of loyalty and commitment to Electro Logic.
A third reason that generates significant dissatisfactions among the staff members is the triple location of the organization and the continuous process of change. However not much can be done to implement change in a more fruitful manner, the matter of location can be addressed. In this order of ideas then, the company should renounce its three current locations and contract a single and larger one, which is able to host all employees. This will not only increase motivation, but also performances and efficiency as the employees will spend less time in transitory actions.
Chapter Six: Motivating Others, Case Involving Motivational Problems - Electro Logic
