Task 1:
A. I think exhibits 1-6 are an important part of understanding the emergent role system that developed in the plating room. In order to see why things started, we must first look at how. Exhibits 1-6 show us all the nitty-gritty details from line of management to floor layout to specific job functions in the department. Exhibit 4 shows us the skill it requires to complete a job and exhibit 5 gives us information about the plating room personnel. Exhibit 6 shows us the subgroups that developed in the plating room and more. All of this information provides a solid foundation to begin understanding how the role system came about.
B. Tony's group emphasized high standards of both quality and inventiveness. The confidence that radiated off of Tony and his group probably enticed others to join them. They felt like they were the best so they acted like it and it made people want to be on their team. Correlating this to the equity theory, they felt that if they put in the effort, the outcome would be positive recognition by their peers. Tony was very skillful so being with him made others look good. This group was also cohesive in and out of the work place. They would get together and go out to eat and do various things outside of work.
Clark's group was also dominant because they strove to be successful like Sarto's group. They too thought that if they put in the effort, positive things will result. Clark's group was not as inventive as Sarto's but their determination and attitude drew other members in. Clark's group was also in cahoots with Tony's group a few times a year so they had a strong alliance which also may have been enticing to new members.
C. Norms occurred in each of the groups. In Tony's group, it was the norm to understand that each member of the group would take turns coming in early or staying late but still punching everyone else's time card. It was also the norm that prior notice must be given if someone was planning to stay late and at least one person had to be at work by 8:00am to punch everyone in. Tony's group made it the norm to meet frequently and produce excellent quality of work.
The norms in Clark's group was to only meet once or twice a year. Due to less frequent meetings, it was also the norm for them to produce less work than Tony's group. The quality was also not equal but Clark's group made it a norm to follow company policy.
D. Some of the major issues at the Plating Department are dishonestly and low wages. The dishonesty going on in the work place violates company policy and it negatively affects worker morale. Sarto and his group are always noted for being extremely productive and providing a good quality of work. However, the downfall of that team is dishonesty. They punch each other's time cards in and out when that is not the right thing to do. Violating company policy is grounds for dismissal but the abuse of the time card system goes virtually unacknowledged for a while. The low wages are also a major issue that affects worker morale. The equity theory states that workers are motivated by a desire to be treated fairly. If the workers are getting paid less than what they see fair, they will not be motivated to give it their all and that will slow down productivity.
Task 3:
According to the equity theory, a worker brings experience, education, qualifications, energy, efforts, ect. (outputs) to a job and expects to receive certain outcomes which include but are not limited too pay, benefits and recognition. At the plating department, the workers are not feeling that they are being treated fairly. They think that their wages are too low and overall that they bring more to the table that is being delivered back to them. Many stragglers that are not part of Tony or Henry's team also see that as unfair. The wages are definitely a prominent issue in the department. Team involvement may also be an issue. Since everyone in the department is not part of a team, there is some inequity among co-workers. I think the wage issue is the most critical problem because many people in the department experience it. Sometimes it is not enough for people to work for recognition. The equity theory says that people become unmotivated when they believe they are not being treated fairly. Relating this to my own life, I know that at a job, when I feel like I am working harder and doing more than my position requires, at a certain point there should be monetary compensation. It is not always enough to work for a pat on the back. People work hard for their money but if they are unhappy with the salary they are getting, the work will be mediocre.