The case study shows a marked appreciation from the Lumen team members for this social cohesion and the ability of their team leader to find inherent satisfaction when his team members are satisfied, motivated, and willing to go the proverbial extra mile to satisfy group needs. …
Download full paperFile format: .doc, available for editing
Extract of sample "The lumen and absorb Teams at Crutchfield Chemical Engineering"
Download file to see previous pages
With this definition of intrinsic motivation in mind, several assumptions as to how these differences arose can be formulated. Primarily, it could be assumed that not all individuals on the Absorb team are working in their desired career goals, even though the majority of them hold academic-supported credentials in their current domain of work practice. Under this assumption, there would be little that could be done to improve the Absorb team’s motivational stance since working in the chemical field might simply require an adjustment of work environment in order to satisfy intrinsic needs.
Secondly, as supported by the case study, there are some clues about what is driving intrinsic motivational failures present in the Absorb team that are not present in the Lumen team. Chip, the team leader, is 49 years of age and has been at the company for almost 25 years. It is probable, based on rather subjective assumptions, that Chip enjoys this field of work or would have pursued new opportunities in the past if he was not intrinsically motivated for this particular profession. Furthermore, Chip seems to have a natural propensity (an inherent motivator) to maintain a very authoritative and hierarchical management system with many control systems in place. This conflicts with virtually every team members’ desire for inherent needs for autonomy and recognition in work performance. Under models of the autocratic leadership style, this type of manager is motivated by achievement of absolute dominating power, believing that subordinates do not maintain the capacity or abilities to effectively work without strict and regular management presence.
(Goodnight 82). Chip, who seems to maintain many of these characteristics, works as an externally-driven force that drives down motivation on the Absorb team. In the Lumen team, however, there is much more team-working occurring and social attitudes seem to sustain the same intrinsic motivations for cohesion and unity when working in group environments. Max, the team leader, is much more forthcoming both professionally and emotionally when working with his group members, applauding their performance publicly. Under respected models of psychology, one of the most fundamental aspects that drive both self-confidence production and self-actualization (the pinnacle of individual achievement) is rooted under the establishment of social belonging (Morris and Maisto 164). The case study shows a marked appreciation from the Lumen team members for this social cohesion and the ability of their team leader to find inherent satisfaction when his team members are satisfied, motivated, and willing to go the proverbial extra mile to satisfy group needs. Assuming that these team members are, indeed, motivated intrinsically by harmonious team membership environments, then Max serves as an ideal catalyst for securing these motivations by providing outward social practices that feed inherent needs in all of his group members. The effects of these differences are clear. The Absorb team members do not appreciate being second-guessed and, in some instances, allegedly deceived by their team leader. The Absorb team is not receiving proper reinforcement when they feel they have accomplished significant achievements, always being told to restructure their work in a way that satisfies this
...Download file to see next pagesRead More
(“The lumen and absorb Teams at Crutchfield Chemical Engineering Case Study”, n.d.)
The lumen and absorb Teams at Crutchfield Chemical Engineering Case Study. Retrieved from https://studentshare.org/chemistry/1467293-the-lumen-and-absorb-teams-at-crutchfield-chemical
(The Lumen and Absorb Teams at Crutchfield Chemical Engineering Case Study)
The Lumen and Absorb Teams at Crutchfield Chemical Engineering Case Study. https://studentshare.org/chemistry/1467293-the-lumen-and-absorb-teams-at-crutchfield-chemical.
“The Lumen and Absorb Teams at Crutchfield Chemical Engineering Case Study”, n.d. https://studentshare.org/chemistry/1467293-the-lumen-and-absorb-teams-at-crutchfield-chemical.
Shown in the exhibits, district 3, which is the North East district in question, is lower in sales quota than Districts 1 and 2 by 345,000 and 150,000, respectively. District 1 exceeded their sales quota by 39,000 while District 3 was below quota by 366,000. This led to a difference in gross profit quotas versus actual profit quotas of $331,500 below for District 3, while District 1 was above their actual profit quota by $55,500.
Chemical Safety and Industrial Hygiene: This case study paper highlights the potential risks of benzene poisoning prone to a man working in a chemical laboratory. The paper will establish the routes of exposure to benzene in a laboratory setting. In addition, the paper will enumerate the detrimental effects that result from benzene poisoning.
In case of any misconduct that violates these rules, a business entity will be charged with a crime and awarded appropriate punishment. However, government laws and regulations have limited application and do not cover all business practices. Laws oversee business conducts depicted by the entire organizations and those that violate the constitutional rights of involved parties.
These business areas form international product divisions which are the primary axis of internal organisation, linking similar parts of the group across countries. The restructuring also involved expansion overseas to the point that half of the group's 33,000 employees work abroad; three quarters of these are in Western Europe and most of the remaining quarter in North America.
C&EN undertakes its survey in January of each year just as companies are getting ready to announce the previous year's financial results. This year, the overall forecast for future-oriented spending is partly sunny. While 16 firms disclosed their 2007 capital spending budgets for this survey, just 14 were willing to provide R&D forecasts.
The afternoon shift has the most problems because the sawmill supervisor is responsible for this shift. The sawmill is the furthest department from the packaging.
The mill’s ratings have started to declined over the last year or two
The individual team members all have differing levels of responsibility, from leading a few individuals to top management such as CEOs or other top department executives.
Teams that run things- Under this type of
However, northeast central district did a profitable business with high margin as compared to other districts. The northeast district’s performance was the worst as it performance 15 % low than the gross
The author states that most managers in organizations come up with the composition of groups based on the personalities of the individuals rather than the skills that those people possess. Ideally, before a team is formed the manager should first analyze the skills that are required to accomplish the objective or goals of that team.
5 Pages(1250 words)Case Study
Save Your Time for More Important Things
Let us write or edit the case study on your topic
"The lumen and absorb Teams at Crutchfield Chemical Engineering"
with a personal 20% discount.