Riordan Manufacturing Gap Analysis Essay

Riordan Manufacturing Gap Analysis Essay

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Gap Analysis: Riordan Manufacturing
Introduction
Riordan Manufacturing is a 16-year-old global plastic producing company employing 550 people with projected annual earnings of $46 million. Recently they’ve been having employee motivation issues and as a result are experiencing declining sales, lower job satisfaction, and increased turnover. With pay currently not meeting industry standards, they are at risk of losing good employees to other companies while at the same time having highly visible projects they need completed on the horizon. Riordan needs to find a way to motivate employees while not disturbing the various needs while considering the demographic makeup of their current employee base. By implementing changes based on performance, rewards, or just changing the job design, they can only hope they they’ve satisfied their requirements to remain motivated.
Situation Analysis
Issue and Opportunity Identification
Due to current processes in place and the neglect in addressing problems in prior surveys, Riordan is a company now facing employee motivation issues. Current compensation packages are inadequate as compared to their competitors. Reward systems recognize seniority over performance, along with individuals over teams. Employees are feeling unchallenged by their jobs, there is no trust in human resources by leadership, and the demographic makeup of employees provides different perspectives relating to rewards, motivation, and values. Unless these issues are addressed and properly identified, these problems will continue to persist with the company.
With current compensation packages not being on par with competitors, Riordan is facing the possibility of high turnover and losing knowledgeable e...


... middle of paper ...


...y for them in order to retain their status as being an industry leader.

References
Dreher & Dougherty. (2001). Human resource strategy: Chapter. 2: A behavioral perspective for the general manager. New York: The McGraw-Hill Companies. Retrieved December, 16 2007, from University of Phoenix, eBook Collection.
Dreher & Dougherty. (2001). Human resource strategy: Chapter. 4: A behavioral perspective for the general manager. New York: The McGraw-Hill Companies. Retrieved December, 16 2007, from University of Phoenix, eBook Collection.
Milkovich & Newman. (2004). Compensation: Chapter 1. New York: The McGraw-Hill Companies. Retrieved December, 16 2007, from University of Phoenix, eBook Collection.
Milkovich & Newman. (2004). Compensation: Chapter 2. New York: The McGraw-Hill Companies. Retrieved December, 16 2007, from University of Phoenix, eBook Collection.

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