Survival at Westinghouse Electronic Plant Case Study Essay
As an executive senior manager, I have diagnosed the problem in this case study, and the solution would have to be custom-made designed to solve more than one problem that Westinghouse is faced with. The key issues in the case study are the pay for knowledge reward system, salary, decreasing of growth versus increases in financial rewards, poor measurement of lump sum payments for labor indicator, resentment between managers and technicians due to unfair distribution of incentives, and international pressures and threats. These key issues jeopardize Westinghouse future operations therefore, re-structure and implementations are needed to achieve a high rate in productivity and efficiency of the company. Bonus programs reflect a company's definition of success, how that definition is measured, and the extent to which that measure is met. However, my opinion in the case study is that Westinghouse went a little too far in their reward system. I think that the "pay for knowledge" rewards system do not motivate employees to work harder; it motivate them to acquire knowledge and perhaps job security not necessary in the Westinghouse plant. As a senior management executive I would have different approach to solve the compensatio
A big role in collaboration from the Human Resource Management (HRM) will be needed to make this plan into reality. Nevertheless, the MBO approach to appraisal is also certainly a step in the right direction. However, it dealt with only a small part of the managerial job. All issues that I mentioned in this essay will affect positively in the compensation and competitive advantage for the interest and the future of the Westinghouse plant. I would encourage technicians and managers to perceive meaning, and competence in doing their work by achieving fairness with themselves. The strategies I would adopt in regards with Westinghouse will affect company's structure, human resources, and reward systems. Since there are some resentment between managers and technicians the leadership also will be positively affected by my strategy implementation. That is, at the end of a period it can be determined if an objective has been achieved. I would combine empowerment and gain-sharing to make them closed committed and influential to the company. Eventually, traditional strategic-planning processes will need to be overhauled and the financially calibrated measurement for labor indicator and reward systems will have to be redesigned to recognize the strategic importance of human as well as financial resources. Although I do not formulate and implement the entire plan personally a two way communication will be imperative to make the plan work. People need to know that the stakes are worth it. Gain sharing is a system for supporting employee involvement, participative management, and team processes and thus is a powerful tool for improving competitiveness among the Westinghouse's employees as well as the outside competitors. Objectives and action plans give direction for organizational efforts.
Common topics in this essay:
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Objectives MBO,
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solve compensation issues,
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