Gap Analysis: Riordan Manufacturing
MMPBL/530

Situation Analysis
Issue and Opportunity Identification
The employees of Riordian Manufacturing feel that the supervisors of the company are demotivating them. They expressed his in focus groups. The employees initially stated that the supervisors treated them well when they were discussing their treatment with the consultant that was hired. Willingness to perform key behaviors is an important determinant of behavior. That is, employees must be “motivated” if they are to perform behaviors such as high task performance, job seeking, attendance, or cooperation with others” (Dreher & Dougherty, 2001). The motivation level at Riordian Manufacturing is at a tremendous low point. The company has the opportunity to increase the motivation level. Employees feel that the promotions that have taken place at Riordian Manufacturing are based on politics rather than merit. The employees also feel that there is a lack of career information, development opportunities and career advancement. The literature on sponsorship and mentorship in organizations, which suggests that employees with impressive ability and motivation may be constrained in their level of achievement and career success by a lack of opportunity (Dreher & Dougherty 2001). The consultant that Riordian Manufacturing hired suggested that other companies have implemented extensive career development and mentoring programs. Riordian Manufacturing has the opportunity to institute proven advancement programs. Riordan Manufacturing has a reward system that is utilized to compensate employees. The consultant and a few executives at the company have stated that the action of employees do not match the reward they are receiving from the company. The employees feel that there is little recognition for great performance or an extra effort. The CEO of the company feels that employees are compensated fairly. There seems to be a difference of opinions at the company and a disconnect between the two stakeholders. “The underlying premise is that the greater the alignment, or fit, between the organization and the compensation system, the more effective the organization” (Milkovich & Newman, 2004). Riordian Manufacturing has the opportunity to redesign and the reward system that is currently in place. The hope is that it will be a more effective system that will align the CEO, management and employees.
Stakeholder Perspectives/Ethical Dilemmas There are three primary stakeholders in the Riordan Manufacturing scenario. The management, employees and stakeholders all have their own individual rights and values. Management is primarily concerned with costs minimization, pleasing the shareholders as well as their employees and achieving a desirable bottom line. The Employees interest lies with maintaining a happy work environment with job satisfaction, great benefits, security and producing a quality product. They have the right to be treated fairly as well as have the benefits and security that they are entitled to. The shareholders are concerned with the profits that are generated from their investment. They have a right to know the achievements and failures of the business.
Problem Statement Through the motivation of its employees, Riordian Manufacturing will be able to increase their sales and product development. The employees will be able help the company achieve greater success in a competitive environment. The ability to motivate the employees will make the goals that the organization has put into place as well as sales targets attainable.

Table 1
Issue and Opportunity Identification
Issue Opportunity Reference to Specific
Course Concept
(Include citation) Concept
The employees of Riordian Manufacturing feel that the supervisors of the company are demotivating them. They expressed his in focus groups. The employees initially stated that the supervisors treated them well when they were discussing their treatment with the consultant that was hired.

The motivation level at Riordian Manufacturing is at a tremendous low point. The company has the opportunity to increase the motivation level.

Willingness to perform key behaviors is an important determinant of behavior. That is, employees must be “motivated” if they are to perform behaviors such as high task performance, job seeking, attendance, or cooperation with others” (Dreher & Dougherty, 2001). Expectancy And Equity Theory
Employees feel that the promotions that have taken place at Riordian Manufacturing are based on politics rather than merit. The employees also feel that there is a lack of career information, development opportunities and career advancement.

The consultant that Riordian Manufacturing hired suggested that other companies have implemented extensive career development and mentoring programs. Riordian Manufacturing has the opportunity to institute proven advancement programs.

The literature on sponsorship and mentorship in organizations, which suggests that employees with impressive ability and motivation may be constrained in their level of achievement and career success by a lack of opportunity (Dreher & Dougherty 2001). Motivation: Willingness To Exert Effort

Riordan Manufacturing has a reward system that is utilized to compensate employees. The consultant and a few executives at the company have stated that the action of employees do not match the reward they are receiving from the company. The employees feel that there is little recognition for great performance or an extra effort. The CEO of the company feels that employees are compensated fairly. There seems to be a difference of opinions at the company and a disconnect between the two stakeholders. Riordian Manufacturing has the opportunity to redesign and the reward system that is currently in place. The hope is that it will be a more effective system that will align the CEO, management and employees. “The underlying premise is that the greater the alignment, or fit, between the organization and the compensation system, the more effective the organization” (Milkovich & Newman, 2004). Support Business Strategy

Table 2
Stakeholder Perspectives
Stakeholder Perspectives

Stakeholder Groups
The Interests, Rights, and
Values of Each Group

Management Management is primarily concerned with costs minimization, pleasing the shareholders as well as their employees and achieving a desirable bottom line.

Employees The Employees interest lies with maintaining a happy work environment with job satisfaction, great benefits, security and producing a quality product. They have the right to be treated fairly as well as have the benefits and security that they are entitled to.

Shareholders The shareholders are concerned with the profits that are generated from their investment. They have a right to know the achievements and failures of the business.

References

Dreher, G., & Dougherty, T. (2001). Human Resource Strategy, McGraw-Hill Companies,
New York, New York.
Milkovich, G., & Newman, J. (2004). Compensation, McGraw-Hill Companies New
York, New York.