Human Resource Management

In this report I will be addressing the problems and how

Volvo had tackled those problems with the help of Motivational

theories. The report will also include some motivational techniques,

which will help to make the jobs more interesting and I have divided

the report into four different sections, which are as follows:

Section A

In this section I will be talking about the reason why Volvo had made

the change the working practices at Kalmar and what was its aspiration

behind the changes?

Section B

In this section I will be talking about the changes made at Kalmar

plantation and if they were successful or not, and if they were than,

why was it so?

Section C

In this section I will be writing my conclusion and recommendations

and the reason why I would suggest Dickens and Son weather to change

their working practices or not.

Section D

In this section I will be writing where I got the information from and

which book helped me to accomplish this report. I will use Harward

referencing too:

Section A

There are number of reason why Volvo had to modify the working

practices although some of the fundamental issues which I would like

to address to the Director of Dickens and Sons are as follows and

would like to discuss the issues in the report and they are as

follows:

Assembly line working system, Poor working conditions and pay,

Autocratic management style, communication system and layout of the

Job Description.

Working in an assembly line is one of the widespread ways used by most

of the manufacturing industries in the 1960’s but this type of system

has a great number of disadvantages rather than advantages. For

example staff will get bored doing the same job over and over, the

organisation might not be able to use some of the useful skill the

organisation has employed, the chance to progress in the organisation

will be at a minimum level, the level of faulty car manufactured might

be high and staff turnover might be at a higher level as Volvo has

experienced. These are some of the issues, which had arisen while

Volvo was going through the same difficulties of assembly line working

system.

Therefore the reason why Volvo had to change the system is due to high

level of labour turnover, which lead to recruitment difficulties in

the area, as well as the performance of the plantation as a whole was

poor and getting worse. In order to tackle this problem Volvo had to

adopt some of Motivational Theories and techniques, which are as

follows:

The organisation adopted the Human Relation theory by Elton Mayo,

which states that “Staff need to work in groups or teams of 15 to 20