Production Issues at Sparks and Crash

867 Words2 Pages
The skilled assembly workers at Sparks and Crash (SC) are having a difficult time producing enough components to cover demand. After investigation, the company stated they do not want to hire more workers; however, the workers they have are slow. Furthermore, there are no defined goals or feedback about workers performance. In addition, the workers complain about the noise in the workspace and the overcrowding. Moreover, the workers are worried about their jobs and stating they are "just trying to do the best they can."

This proposal is to help set goals for the workers at SC Company. Goals are defined by Locke and Latham (2002), as an object or aim of an action. The following theories are to address the problems at SC this is in hopes to enhance employee performance i.e. productivity and satisfaction. Carver and Scheier (1982) theory illustrates techniques to negate, or reduce, discrepancies in reaching ones goals. Ryan and Deci (2000) propose a theory labeled Self-Determination Theory (SDT), which discusses the motivation for self-regulation and behavior. Lastly, Locke and Latham (2002), goal-setting strategies states if individuals find that their current performance is not achieving desired goals, they typically become motivated to increase effort or change their strategy (Locke & Latham, 2004).

Carver and Scheier (1982) define self-regulation as behavior regulated through a discrepancy-reducing feedback loop. Caver and Scheier (1982) provide the following steps for their theory. These steps enhance ones success in reaching their desired behaviors. First, an individual should have a clear understanding of the behaviors they want to change. Second, an individual has to find the baseline of where their behaviors are currently....

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...out the rewards that the company is providing. However, Rayan and Deci (2000) state that extrinsic motivation can positively enhance behavior if these three factors are integrated autonomy, competence, and relatedness. This implies that these three factors need to a focus point, as well as, setting measurable goals.

Locke and Latham's (2004) Goal-Setting Theory states, goals should be specific, measurable, difficult but reachable and important. This is so the individual will be committed to the goal. Additionally, the goal should provide feedback. Therefore, when considering SC workers there may be a lack of measurable performance strategies. In addition, the goals may not be attainable. However, knowing if the goals are attainable cannot happen until data is collected. Moreover, the company may not have proper incentives or feedback in place for their employees.
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