The following report is a comparison and analysis of Foy and Pirelli’s old and new management. The case talks about an employee Ashley who was dissatisfied with her job as she was not even enough responsibility and thus, couldn’t work to her full potential. But after her new boss Mike took over there was a cultural revolution in the company. The issues related to the case are further analyzed using the concepts of Human Resource Management such as Job Design, Human Resource Planning, Job Characteristic Model, Job Analysis etc.
The Job Design played a major role in Ashley’s new perception of the job. Jobs under the new management went through the process of Job Enrichment and a further comparison on how the jobs were affected under the new management. The comparison was made against the decision making. Responsibility and task related to the jobs in Foy and Pirelli.
The second concept analyzed in the case was the job charactertics model to understand the motivators and demotivators of the old and new management. After a thorough analysis of the five core job dimensions, critical psychological stage and personal and work outcomes it can be said that in Ashleys new job, she was motivated to work to her full potential as compared to her old job.
The third concept basically addressed the issue of weak HR planning in the old management which has major setbacks to the organization. The issue of concern was also the fact that employees under the old management were not properly compensated for the work they did and there was a lack of performance appraisals. However, under the new management, this issue was dealt with effectively and efficiently. Issues
