You will use the Milestone Three Assignment Template for this assignment. **Template, Milestones 1&2, and Case Study ar provided for reference. Review the Engstrom case study looking specifically

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You will use the Milestone Three Assignment Template for this assignment. **Template, Milestones 1&2, and Case Study ar provided for reference. Review the  Engstrom case study looking specifically at organizational issues, and address the following:

Prompt: For Milestone Three, you will apply the same methodology to a workplace experience of your choice, either past or present.

Specifically, the following critical elements must be addressed:

III. Workplace: Root Cause Analysis & Solutions Development

a) Explain multiple organizational issues from chosen organization and validate with workplace examples.

b) Analyze root causes of workplace organizational issues from a human behavior perspective and validate your analysis with scholarly research evidence.

c) Create solutions to the organizational issues by applying human behavior theories and concepts and validate your recommendations with scholarly research evidence.

d) Recommend strategic actions of sound change management practices that lead organizations in a proactive manner by applying human behavior theories and concepts.

e) Examine the impact of poorly aligned and administrated human behavior theories and concepts.

You will use the Milestone Three Assignment Template for this assignment. **Template, Milestones 1&2, and Case Study ar provided for reference. Review the Engstrom case study looking specifically
1 [Note: To complete this template, replace the bracketed text with your own content. Remove this note before you submit your paper.] Case Study Analysis: Case Study of Engstrom Auto Mirror Plant and [Workplace] [Your Name] Southern New Hampshire University OL 500: Human Behavior in Organizations [Instructor] [Due Date: Month Day, Year] Workplace: Organizational Issues Milestone Three Analysis [Write your analysis here. Review the critical element descriptions for Proficient and Needs Improvement ratings to inform your work.] Workplace: Root Causes Milestone Three Analysis [Write your analysis here. Review the critical element descriptions for Proficient and Needs Improvement ratings to inform your work.] Workplace: Solutions Milestone Three Analysis [Write your analysis here. Review the critical element descriptions for Proficient and Needs Improvement ratings to inform your work.] Workplace: Strategic Actions Milestone Three Analysis [Write your analysis here. Review the critical element descriptions for Proficient and Needs Improvement ratings to inform your work.] Workplace: Impact Milestone Three Analysis [Write your analysis here. Review the critical element descriptions for Proficient and Needs Improvement ratings to inform your work.] References [Include any references cited in your paper in full APA format. Don’t forget to include in-text citations as well.]
You will use the Milestone Three Assignment Template for this assignment. **Template, Milestones 1&2, and Case Study ar provided for reference. Review the Engstrom case study looking specifically
OL 500 Milestone Three Guidelines and Rubric Overview: The final project for this course is the creation of a case study analysis from a human behavior perspective . Through the practice of analysis and application of human behavior theories and concepts, you will develop your critical thinking skills and the ability to properly diagnose root causes of organizational issues while recommending solutions explaining change management best practices that create sustainable positive change within an organization. For your final project, you will analyze the case study entitled “Engstrom Auto Mirror Plant: Motivating in Good Times and Bad, ” which is contained within the textbook for th e course . The case study will present a list of known organizational issues. You will apply knowledge of human behavior theories and concepts to properly identify and analyze the multiple root causes of the organizational issues from a human behavior persp ective. Your analysis will include an examination of the resulting impact of relevant theories and concepts. Upon completion of your case study analysis and recommendation of target solutions, you will transition from a case study ana lysis to a workplace analysis. The workplace analysis is completed with the same methodology of issue identification, root cause(s) analysis, and solution c reation, all from a human behavior perspective. Prompt: For Milestone Three , you will apply the same methodology to a workplace experience of your choice , either past or present . Download the Milestone Three Assignment Template from the prompt in Brightspace. Specifically, the following critical elements must be addressed: III. Workplace: Root Cause Analysis & Solutions Development a) Explain multiple organizational issues from chosen organization and validate with workplace examples . b) Analyze root causes of workplace organizational issues from a human behavior perspective and validate your analysis with scholarly research evidence. c) Create solutions to the organizational issues by applying human behavior theories and concepts and validate your recommendations with scholarly research evidence. d) Recommend strategic actions of sound change management practices that lead organiz ations in a proactive manner by applying human behavior theories and concepts. e) Examine the impact of poorly aligned and administrated human behavior theories and concepts. Rubric Guidelines for Submission: Your pa per should be submitted as a 3–4-page Microsoft Word document with double spacing, 12 -point Times New Roman Font, one -inch margins, and all sources cited in APA format. Use in-text citations beyond the textbook . Avoid overdependence on direct quotes. Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value Workplace : Organizational Issues Explains multiple o rganizational issues from chosen organization and validates with workplace examples Explains multiple organizational issues from chosen organization but the explanation is cursory or irrelevant or lacks supportive workplace examples. Does not explain multiple workplace issues from chosen organization 18 Workplace : Root Causes Analyzes root causes of workplace organizational issues from a human behavior pers pective and validates analysis with scholarly research evidence Analyzes root causes of workplace organizational issues from a human behavior perspective but does not validate analysis with scholarly research evidence Does not analyze root causes of workplace organizational issues 18 Workplace : Solutions Creates organizational improvement outcomes that are a direct remedy to the organizational issues by applying human behavior theories and concepts and validates recommendations with supportive research evidence Creates organizational improvement outcomes that are a direct remedy to the organizational issues but does not apply human behavior theories and concepts OR does not validate recommendations with supportive research evide nce Does not create organizational improvement outcomes 18 Workplace : Strategic Actions Recommends strategic actions of sound change management practices that lead organizations in a proactive manner by applying human behavior theories and concepts Recommends strategic actions that lead organizations in a proactive manner but does not apply human behavior theories and concepts Does not recommend strategic actions of sound change management practices 18 Workplace : Impact Examines the impact of poor ly aligned and administrated human behavior theories and concepts Explains the resulting impact of poorly aligned and administrated theories, but the explanation is cursory or irrelevant Does not explain the resulting impact of poorly aligned and administr ated human behavior theories and concepts 18 Articulation of Response Submission has no major errors related to citations, grammar, spelling, syntax, or organization Submission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas Submission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas 10 Earned Total 100%
You will use the Milestone Three Assignment Template for this assignment. **Template, Milestones 1&2, and Case Study ar provided for reference. Review the Engstrom case study looking specifically
Engstrom Auto Mirror Plant: Motivating in Good Times and Bad 1 Case Study Analysis: Case Study of Engstrom Auto Mirror Plant and [Workplace] Jacqueline Campbell Southern New Hampshire University OL 500: Human Behavior in Organizations Dr. Ratliff April 3, 2022 Introduction Engstrom Auto Mirror which was opened in the year 1948 and has been in existence for close to 60 years there has been a success which is as a result of increase in productivity plus higher profits as well as challenging times which is characterized by reduction in production, lower morale plus economic downturn. In 2007 Engstrom Auto mirror plant which is located in Richmond, Indiana, employed 209 individuals. Beer and Collins (2008) detail the experience of the plant manager Ron Bent as well as how the actions and ideas, mainly implementing the Scanlon Plan affect the operational success of the organization. Introduction of Case Study Analysis: Organizational Issues Milestone One Analysis There are organizational issues within Engstrom Auto mirror that can be identified from the case study. The issues with Engstrom involve the process of communication as well as including a decrease in upwards communication, semantic barrier, transparency plus the loss of four prerequisites for having effectiveness in downwards communication (Beer & Collins,2008). Upward communication is the flow of information from the employees to the management (Newstrom,2015). There was a decrease in the upward communication when Beer and Colling (2008) did describe the change in the employees’ suggestions which is from 305 proposals in the first year through the implementation of the Scanlon plan up to 50. This led to the reduction of upward communication which results in the managers lacking critical information which is required in coming up with informed decisions besides understanding employees’ needs (Newstrom,2015). Semantic barriers in communication occur when recipients of the information could not understand the meaning of what has been written and said. These barriers are noted as employees did not understand the Scanlon bonus calculation as well as describing estimates being full of bean counter jargon (Beer & Collins,2008). Using specialized language in the calculation of bonuses created feelings of mistrust plus fairness in employees. Though the managers in the instance might feel they are transparent by sharing a detailed explanation of the bonus calculation transparency, honest plus timely sharing of the information between the individuals, is lost at the time when there is lack of clarity in the message (Newstrom,2015). Moreover, the combination of absent positive attitudes from the management, management failing to get informed of employee’s needs, poor planning of communication as well as lack of trust between management and the staff (Newstrom,2015). As time continued progressing at Engstrom, the enthusiasm for Bent positive change dwindled when the downturn of the economy occurred. The conversation shifted from the discussion of positive happenings at Engstrom decreasing production plus layoff. Failure in being informed is evidenced at the start of the case study when Bent did fail in opening dialogue with employees concerning what should be changed to increase productivity. Introduction of Case Study Analysis: Model Milestone One Analysis The model for organizational behavior in this case is the custodial model. This model is usually based on the provision of economic security for the employees via wages plus other benefits which will lead to loyalty of the employees and their motivation. For the case of Engstrom Auto Mirror plant they were providing Scanlon plan bonus to motivate the employees. The problem arises when the company could not continue with the initial plan in place. The problem came up when they missed Scanlon plan bonuses which are a regular staple in the paycheck. The personnel at the company could not be motivated in completing their daily tasks, there was lack of incentive to motivate the employees. This meant that the custodial model for employees had failed. In turn plant production was compromised. Scanlon bonus plan was created as the incentive for the employees exceeding workplace, this was made for rewards system for extra job. Unluckily, in due time, the employees were expecting to be rewarded for the meeting just the minimum work, reward system became the norm at the place of work and was being expected in everybody’s paycheck. If the employees had been rewarded for efforts, expected levels of performances will be high than normal; there was no reward given hence the behavior of employees could not change. Taking away the reward such as the percentage of individual paycheck, then the employee expected performance level will be low and undesirable. In conclusion, why are plant employees’ high order needs not met, this is as a result of economic downturn, poor communication with the Bent plant manager, and ultimately as a result of Scanlon’s plan assuming employees will only require motivation through financial incentives. Introduction of Case Study Analysis: Human Behavior Theory Milestone One Analysis Though the economic downturn acts as the catalyst for the worsening numbers of production over some time motivation level at Engstrom steadily declining plus the engagement of the employees is lessened as indicated by the little upwards communication. By understanding Maslow’s hierarchy of needs, the organization could realize that giving more of the same rewards might have diminishing impacts on motivation (Newstrom,2015). Scanlon’s plan follows economic agency theory which indicates that when the organization utilizes compensation as the main factor for motivation, employees demonstrate behavior that meets the goals of an organization. Research by Olafsen et al., (2015) suggests that motivation of the employees is strong when the organization comes up with a stable interpersonal working environment through the provision of constructive performance feedback, recognition of talents plus the ability of the individual, asking of open questions besides offering opportunity for the employees for learning new skills. Scanlon Plan overdependence on the external incentive is cemented as the root cause for organizational issues facing Engstrom where if external motivation factors including bonuses provided by Scanlon plan are absent, employees could be motivated to perform well by the company providing non-monetary incentives. The Scanlon plan over-dependence on the maintenance factors as the means for motivation, Scanlon plan is designed besides being implemented in the way that calculating the bonus is not explained clearly. Lacking understanding from the staff has led to feelings of unfairness. Bartol, Durham, and Poon (2001) argue that when individuals receive less recognition for work plus little rewards then they will end up feeling a sense of unfairness plus the perception of unfairness could be detrimental effect on motivation. References Bartol, K. M., Durham, C. C., & Poon, J. M. (2001). Influence of performance evaluation rating segmentation on motivation and fairness perceptions. Journal of Applied Psychology, 86(6), 1106-1119. doi:10.1037//0021-9010.86.6.1106Beer, M., & Collins, E. L. (2008). Engstrom Auto Mirror Plant: Motivating in Good Times and Bad. Boston, MA: Harvard Business School. Newstrom, J. W. (2015). Organizational behavior: human behavior at work (14th ed.). New York, NY: McGraw-Hill. Olafsen, A. H., Halvari, H., Forest, J., & Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self-determination theory model of intrinsic work motivation. Scandinavian Journal of Psychology, 56(4), 447-457. doi:10.1111/sjop.12211
You will use the Milestone Three Assignment Template for this assignment. **Template, Milestones 1&2, and Case Study ar provided for reference. Review the Engstrom case study looking specifically
Engstrom Auto Mirror Plant: Case Study Analysis from a Human Behavior Perspective 1 Case Study Analysis: Case Study of Engstrom Auto Mirror Plant Jacqueline Campbell Southern New Hampshire University OL 500: Human Behavior in Organizations Dr. Ratliff April 24, 2022 Root Causes Analysis From the case study, there are major organization issues that which led to lowering employees’ production plus lacking motivation within the company. It’s significant to identify the organizational issues and look deeper into what resulted in the issues. Identifying the root cause of organizational issues indicates there is a pre-emptive approach to the avoidance of situations including the one the organization is facing now from taking place in the future. The arising of the organizational issues in the company was a result of the fall in the Scanlon Bonus plan. The system of incentives was for motivating employees to exceed the standards where it was able to work flawlessly. At a later time, the system ended up failing which resulted in distraction between the employer and the staff. The failure in the system led to diminishing of the aspects that contributed to having a healthy working environment which included motivation of the employees, trust among individuals, camaraderie plus work culture. As a result of lacking motivation, it led to a fall in the production of the plant. The Scanlon’s Bonus Plan had been made as the motivation for the employees exceeding workplace where it was the reward for more work. As time goes by the personnel were anticipated to get rewards for the minimum work done and employees expected the reward to appear in everybody’s paycheck. According to the modification of behavior (Newstrom, 2015) if the employees are rewarded for their efforts then the performance level will be high. In case there was no reward given, the behavior of employees will not change. Nevertheless, if the reward in the question is taken away the expected level of performance for the employees will decline (Newstrom, 2015). To law of effect (Newstrom, 2015) the staff will repeat the behavior if accompanied with favorable costs which are referred to as reinforcement. The removal of the monetary reward system resulted in Engstrom staff displaying negative behaviors, as a result of staffing feeling their work actions led to negative results as a result of lacking bonuses. In addition, for Engstrom, there is lack of a sense of camaraderie. The trust which existed in the company between the employer and employee had been lost. What resulted in this was when the plant managers stopped taking suggestions made by employees seriously which negatively impacted the integrity of the employer in eyes of the employees. Since the Scanlon system was the norm for the workplace, each time employees were paid they expected to see rewards on their paychecks and they were not getting anything when employees had exceeded the results which had been demanded from them. As the incentive system failed the employees started blaming the employers since they did believe to be the ones who led to its fall. Both the employees and the management had a psychological distance as a result of the blame they had concerning the fall of the incentive system (Newstrom,2015). As the blame continued, employees were blaming employers for lacking production while the employers were blaming the employees for the lack of production. Due to this, there wasn’t sense of trust or camaraderie among the Engstrom company plus its staffs. As a final point, there was a dysfunctional effect that arise due to the incentive plan on the production of the employees (Newstrom,2015). Organizational culture is a foundation for success and a productive organization; these are usually assumptions, beliefs, values plus norms of the company. In case these are lost then we expect failure in the organizational culture. The company ended up losing its work culture due to the failure of the reward system. When the Scanlon Bonus Plan failed it resulted in organizational issues which resulted in lack of motivation among employees and the well-being of the company was greatly affected as a result of this. Solutions Development Improving and amending the Scanlon Bonus Plan In the case study for the company to be successful then they have to look at the Scanlon Bonus Plan. Since the plan is not working for the company, they have to keep the exact plan in place, amend it or come up with a new compensation plan which will reward the highest performing employees. If the company goes with the current plan then this can negatively impact the company since it was not able to manage it in the first place hence they have to come up with a new plan or amend it. In my view, the company should come up with a new plan since the Scanlon Bonus Plan proved to be working with the company. The company has to change the current plan that employees have lost trust in. For the company, it has to generate a new plan with the title Scanlon 2.0. This is because the previous system could be manipulated easily and became inefficient with time. The new plan will lead to a compensation percentage for all the employees regardless of their standing which will rely on the percentage of the profits margin for the company. If the company adopts the new plan, then it will be more promising as compared with the former compensation plan. The challenge with the previous Scanlon Plan was being complex to be understood fully. Although the plan motivated employees to exceed standards that were expected from them the company should upkeep some resemblances of the monthly bonuses which will be done by the Scanlon 2.0. The working of the system will be displayed to the employees for the view access and understand how it works. There will be a meeting which will explain to the employees the new compensation plan in place. Strategic actions When it comes to change in the organization it can be challenging and the leaders may struggle, together with those people they are trying to influence on the changes. If the employees do not understand the changes, process, or rationale for the changes, then they will resist any kind of change. The management of the company will have to focus on the influence of changes in addition to support of employees development, allowing employees to being part of change process besides reaching organizational goals. This can be attained through the holding of monthly meetings for all the employees in the company. Through this, the employees will be able to comprehend their roles together with the impacts that they have on an organization.             In addition, having individual, monthly meetings with every worker provides the chance for the managers to discuss changes, concerns, and/or performance with the employees, in addition to understanding the styles they use in communication and the way they want to get feedback and/or procedures (Bartol, Durham, & Poon,2001). This will allow management to provide coaching and develop employees based on the drive of motivation. Most the employees want to feel they are part of the process. As a result of this, the management should take employee suggestions plus recommendations on the way they can improve the internal systems and/or processes.             During the monthly meetings, the outstanding performers should be recognized. In addition, managers have to create better programs for training basing on the position in plant and appoint the training leaders for training new employees being hired for specific positions. As a result, employees will be part of change process in addition to management fostering their growth and development within the organization. Empowerment is as a result of people solving their problems and coming up with solutions and expectations. This will motivate the employees in doing an outstanding job since they are aware that they belong to something big. The employees will comprehend that they are truly valued, besides the achievement of objectives is vital for success of the company. More important, they will start to gain trust in leaders (Comaford, 2018). The managers have to take proactive leading approach. The proactive leader, shares the company’s vision, allows the employees be part of finding solution to problems, and model teamwork besides focusing on the achievement of performance outcome. Value and importance Open system exchanges feedbacks with the external environment. They are the systems having input, process, goals, output, assessment plus assessment besides learning. Having healthy open system, they continue to exchange feedback with environment, analyzing the feedback, and adjusting internal systems as needed to be able to attain the objectives of the system besides transmitting vital information back out to an environment. When the employees can understand the values, descriptions, predictions, plus control as this apply to an open organization as open system it becomes vital for success of the company. The prediction is a vital prerequisite for the company as this will enable prediction of the future behavior besides generating vital insights or solutions to the problems arising as a result of, misbehavior within the company. This will also assist in predicting the future occurrence via a systematic study. For the system, it will assist the managers to understand the overall structures plus dynamics of an organization besides what should be done in guiding the organization towards the strategic vision plus goals. References Bartol, K. M., Durham, C. C., & Poon, J. M. (2001). Influence of performance evaluation rating segmentation on motivation and fairness perceptions. Journal of Applied Psychology, 86(6), 1106-1119. doi:10.1037//0021-9010.86.6.1106Beer, M., & Collins, E. L. (2008). Engstrom Auto Mirror Plant: Motivating in Good Times and Bad. Boston, MA: Harvard Business School. Comaford, C. (2018). Why Leaders Need to Embrace Employee Motivation. Retrieved on Sep 6, 2018 from https://www.forbes.com/sites/christinecomaford/2018/01/20/why-leaders-need-to-embrace-employee-motivation/#5bdd57e12725   Newstrom, J. (2015). Organizational behavior: Human behavior at work (14th ed.). New York, NY: McGraw-Hill

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