Essays on Improving Workforce Productivity in Philips Case Study

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The paper "Improving Workforce Productivity in Philips " is a great example of a management case study.   Organizations constantly seek to improve their performance through the use of such efforts like organization development, quality improvement, training, reengineering, performance technology and human resource management. The management executives are faced with conflicting demands in the execution of these activities. Having served in my new position as a Human Resources and Employment Relations Director of the high-tech manufacturing plant in Manila, I would not like the company to face the challenges that occurred at Philips and led to its reduced productivity some years back.

This problem-based learning examines the problems that occurred at such as unsettled workforce with low morale, poor labour relations, inadequate quality control, increased labour turnover, and increased labour and capital charges. It further discusses how the lessons learnt from the job and work design at Philips can be used to increase the productivity of the workers. Inadequate quality control is the main issue that I will not like to occur in my organization due to the detrimental effects it has on organizational performance.

According to Reeves & Bednar (1994), poor quality products waste materials and time, and customer dissatisfaction as a result of decreased sales. As a Human Resources and Employment Relations Director, I should motivate and encourage the workforce so that they produce products that conform to the set of predetermined standards. Together with the management team, we should be dedicated to manage and work in a way that builds excellence in every facet of the company’ s production and operations. The poor quality at Philips was associated with ineffective production planning, inefficient control systems and poor production methods (Kriegler & Stendal, 1982).

The work environment in the old production system was boring, unchallenging with inordinately tedious and repetitious work that resulted in worker dissatisfaction. In avoiding such a situation, we should commit our employees and provide them with better ways of doing things, just like in the new system at Philips, in order to improve quality and achieve greater efficiency. The implementation of the massive restructuring program can also assist in the improvement of workforce productivity. In fostering efficient manufacturing system, we should implement the use of monitoring tools and techniques that will contribute to the quality control of the manufacturing process.

Well, designed methods and processes assist to improve employee satisfaction (Anderson, Fornell & Rust, 1997). The second challenge that Philips faced was unsettled workforce with low morale. The environment and work structure in the old production lines were a source of employee dissatisfaction leading to their reduced morale. Mason, Ark & Wagner (1994) acknowledges that the quality and involvement of the employees play an important role in the improvement of the manufacturing process.

Thus, it is necessary to have a settled workforce with increased motivation in ensuring the achievement of the organization’ s objectives. In my position, I should put efforts on improving the employees’ motivation by reevaluating and changing the current work environment. The restructuring of the work environment at Philips increased employee involvement which, in turn, led to increased job satisfaction. According to Kriegler & Stendal (1982), the formed teams operated with a high degree of autonomy; they were allowed to remodel their workplace, design new machinery and innovative production processes, monitor and control their production efficiency and quality.

Such an approach of creating productive teams that are highly involved in their work can be useful in our manufacturing plant since it fosters a healthy social interaction that increases their participation. The strong social ties created within the organization improve the worker's attitude towards work. Cummings & Worley (2009) adds that employee involvement can also be enhanced through good performance appraisals and rewards, good leadership and job redesign. In my position, I will highly involve the workers as they perform their tasks in order to foster organizational productivity.

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