Fmc Green Organization

Unit 3 IP

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Abstract

The following is a detailed research of FMC-Green organization aimed at bringing out the various human resource than include, management ability, organizational commitment, job satisfaction, organization ethics, Job design and goal setting, performance appraisal, pay, career development, work groups , leadership, communication, organization change and organization development.

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Introduction and Background

Fundamentally, Aberdeen organizational structure is simple having a plant manager and four people as a working staff of the firm. They are quality and engineering manger, purchasing manager, administration manager and purchasing manager. FMC on the pother hand was very complex with Kenneth Dialey as the top officer of the organization working in the capacity of the site manager for FMC Corporation’s Green River. Dialey had been intrigued by the way things were running in Aberdeen under Campbell as the plant manger. Campbell just started working for Aberdeen immediately after his graduation in mechanical engineering from Dakota state University. He had just been moved to Aberdeen after consulting Lancaster to include him in the team that was being put up to start a new plant that was later to be the Aberdeen plant.

There are several differences that existed between FMC and Aberdeen which could actually means that Dialey’s deliberations could not be met very efficiently. First, FMC Green River dealt with over hundred clients and its products were distributed all over the world while the smaller Aberdeen branch was only dealing with one client. Second, Grand River had a workforce of about 1,150 employees while Aberdeen employed only one hundred workers (Clawson 2008). Third, Green River was producing a variety of products with several production lines while Aberdeen was only producing one single product. Fourth, Green River was very old – over four decades while Aberdeen was only five years old. Fifth, the two units were dealing in different trades as Aberdeen was specializing in Defense while Green river dealt in chemical industry.

Organization analysis

For management to ensure that the role of employee motivation is achieved then study need to be carried in the organization to come up with the areas that may be weighing down the morale of the employees this is to ensure that the right issues are addressed and the organization does not end up addressing the wrong issues.(Dublin 2003).

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Organization analysis has several phases to it and requires the management to come up with a defined way of conducting it this should be to ensure that the procedure is not hap hazard and it brings forward the desired results. This may take several forms as may be defined by different writes but basically it involves the following steps.

-Form a committee consisting of individuals from the various departments of the organization and give them the reasons for the undertaking the analysis this ensures that they understand the importance and they carry it to the best of their ability.

-Involve the employees by giving them the chance to raise the issues affecting them, various areas that need to be addressed and their recommended points of action.

-Allow the employee’s time to carry out the study of the employee issues as raised by them and examine the various action plans. (Worsch 2004)

-The task force/the committee forward the findings and the recommendations to the management for appropriate action.

This allows the management to understand the issues affecting the employees and also get to the root course of the employee dissatisfied nature.

Alternatives and recommendations

These are suggestions that may be brought forward by the employees or the committees for actions these are dependent on the cause of the current employee situation. These recommendations maybe either drastic or mild some of the maybe:-

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1. Change of the employee base, this may involve recruitment of new staff or deployment of the staff to other areas depending on the management view of the underlying problems.

2. Education of the employees sometimes failure of the employees to understand their job may lead to de motivation thus in this case education may be the solution to the existing problem.

3. Review of the existing job contracts or pay structure at some point the reward system or the work conditions may lead to workers loss of job morale and if this is the case then review of the job conditions and the pay system may be the solution to the problem. (Dublin 2003).

Implementation with a contingency plan

Implementation involves putting the required recommendations or changes into practice in order to achieve the perceived benefits as may have been discussed and agreed in the analysis stage.

A contingency plan on the other hand is a plan or an action plan put forward by individuals in a business or a government agency as an action plan just incase the existing plan or the current situation does not work it is put forward with the intention of ensuring that the situation is controlled and that minimal time and costs are utilized in reverting to the normal working process.

Thus to implement an employee motivation scheme the management or the employees involved in the process need have studied the entire employee base and ensure that they understand the effects or the perceived reactions of the implementation process. This however should not be done with absolute reliance with the initial action plan as things may not necessarily go as intended this is where the need for a contingency plan comes up incase the original does not work maybe due to employees disagreement with it as they believe it may not bring the change or solve the problems that they currently have.

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It may also be due to an improper organization analysis as was carried out by the management.

It should be noted that most case of employee loss of moral is due to unrealistic goals by the management this may involve some far fetched goals that do not match the ability of the employees.

Another thing that comes up in the employee is performance appraisal which involves determining the ability of the employees and giving duties matched to his ability this helps the morale levels of the employees and the firm or organization is able to keep a motivated employee base. (Worsch 2004).

Introduction-Culture

FMC stands for Food Machinery and Chemical. It is one among many preeminent companies in the United States that deal in the production of soda ash. FMC gets its material for mining from the Green River. The Green River has the largest and best known deposit of trona in the World since 1938.

FMC Green River produces various chemicals and has a minimum of 100 domestic and international customers and has employed an average of 1150 employees.

Enhancing culture At FMC

Culture can be defined as a way of doing things for a certain group of people; it could be a

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community, a company, or an organization. A culture distinguishes groups of people and makes them totally unique and sets them apart from each other. The following are my recommendations to FMC to use so as to improve its culture:

a) Good Leadership – it promotes a feeling of satisfaction and motivation for the employees therefore increases productivity.

b) Equal opportunities for all employees – this is by ensuring that all employees are involved fairly with the activities and avoiding favoritism.

c) Regular and adequate training – the employee should regularly be exposed to training and development activities.

d) Team work – the company should involve itself with regular team building activities to enhance working together and team work.

e) Giving rewards for achievements and punishment for disobedience.

f) Consistent and convenient communication between subordinates and between subordinates and managers (Barzilai, Gad. 2003).

Work group and teams

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Introduction

Organization groups are a collection of individuals working in an organization who have come together to achieve a certain objective. Organizational groupings can either be formal or informal. Informal groups are formed to cater for the worker’s social needs but within the organizational setting. Formal groups are organizational related and are formed to achieve some organization function or to meet a fore set goal.

Organization process on the other hand is the role of planning to accomplish a set goal or organizational objective. This is achieved by assigning those tasks to individuals and arranging those individuals in a decision making frame work.

Work groups or teams

As defined these are a collection of individuals in an organization to achieve a given organizational role. In the case of the two organizations the Aberdeen firm had better groups which had been in operation for a long time as was introduced to help in achieving various roles of the organization. Besides this the firm was not as big as FMC-Green river is, this factor made it easy to come up with simple and definitive work groups because all people interacted freely and understood each other quite well. In the setting of the Aberdeen firm the groups also had rotational leadership that ensured everybody at some point headed the group, this helped build the capacity of individuals and also help in their development. (Buckingham 2008).

The setting of FMC-Green is quite different as the number of people is overwhelmingly great

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this may not give each member a chance to head a group this may require formation of functional groups. These groups will be headed by a functional manager who should be in charge of the groups’ assignments. Furthermore formation of informal groups should also be embraced at FMC-Green to cater for the social needs of the large number of employees.

Leadership

This is the ability to influence people in an organization. This is easier in small organizations as the number of people is smaller thus the diversity of ideas and thoughts is not as big as it maybe in a bigger organization. This maybe the case with the Aberdeen firm where the number of employees is small thus leadership here may not be as difficult as it maybe in FMC-Green. In Aberdeen the CEO was able to sit all the employees and spell out procedures, employees had the chance to air their views and debate on the same this eased the leadership role as they all got the same instructions and had their issues addressed by the senior management.

The FMC setting is quite different and will require a very formal leadership structure which spells out the roles of each of the leaders in the organization. Furthermore to have the leadership role carried out properly and ensure employee satisfaction they have to come up with proper reporting procedures to address the issues affecting the employees. This will minimize the conflicts between the leaders and the employees; the other thing the management of FMC should consider is how to ensure that the various functions are linked together to achieve the overall goal of the organization this may not be easy due to the various products and number of employees .Thus the top management in FMC will need to put these factors into consideration to ensure that leadership is effective, addresses and appreciates the employees to achieve what Aberdeen has so far.(Worsch 2004)

The other thing that the management at FMC should consider is the union requirements as workers at the firm are members to it, they should develop a leadership structure that puts the requirements of the union in mind. (Dublin 2003).

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Communication

This is the relying of information between members of an organization, either between the employees or between the employees an the senior management or finally management to the employees communication is very necessary in an organization and helps float emerging issues that if not attended may bring in problems later on within the organization.(Buckingham 2008)

By looking at the two firms Aberdeen may not have a communication problem as members freely interacted and were able to directly communicate their concerns or contributions to the management .Unlike Aberdeen FMC is faced with a great task of establishing communication channels which would ensure timely address of the organizational issues.

Alternatives and recommendations

To address the issue of organizational groupings the FMC management should allow the employees to come up with both the formal and informal groups to ensure that both organizational and social needs are met. This will go a long way in averting crises within the organization.

-Leadership and communication issues should be addressed together as they both involve coming up with formal and efficient structures to address the two.

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Implementation

This will involve a well defined implementation schedule involving all the stakeholders to ensure that the process is accepted by all. Acceptance guarantees proper functioning of the organizational functions and roles.

Analysis of the organizational Behaviors

The manage management of the FMC was very strong, Lancaster being described as maverick. Bob Lancaster was a plant manager and had over time tried to implement different management styles abut most of them were individualistic. Despite this eccentric character he managed to start up working teams in the organization. The leadership was selected and he started to offer training that would be used in governing the firm (Schermerhorn 2003). The basic feature that was to manage the organization was each and every employee’s trust. The team would work together to ensure that fear was a thing of the past, they would ensure that everybody assumed and practiced responsible behavior; salary was also to be paid according to everyone’s contribution capabilities and till together the team would maintain excellent standards of service (Clawson 2008). Dialey on the other had was still contemplating on the next move to make after realizing that changes needed to be made in his department. Basically he wanted to use whether he could implement the strategy used by Aberdeen.

In essence it seems that Aberdeen had succeeded in working achieving success because of the team organization and management strategy. The teams were organized basically to include 3 to 26 people. Their responsibility was to perform task together like planning their work, purchasing tools and equipment, assessed team members activities, suggested salary increases and created reports. Each member employee belonged to team which he/she was assigned (Hagberg 2000).

Aberdeen has a unique way of rewarding its employees; first they were identified as technicians and their services were compensated on salary basis. Overtime payment was also offered to

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the production technicians. The job was assessed by fellow worker by use of peer review process which was expected to offer very accurate results. Each team member was also expected to be conversant with all the tasks they were performing as a team so that incase on to the team mates could be missing, then the job would be done just as the normal day when everybody is in (Hagberg 2000).

Alternatives and Recommendations

Green River has to change its ways of management if it’s no longer efficient and not delivering the expected results. First, it should form cohesive teams that would work together to achieve the objectives of the firm. Over the past few years, most managers have realized that working as a team could actually change a business from meager position to a successful business.

Teamwork means information would be shared, people would take responsibility and weakness of individuality will be filled (Schermerhorn 2003).

Second, the management should be ready to giver up some power or delegate duties. Individualistic type if management is not usually very successful besides there are no wider consultations and one does not get to listen to suggestion from brilliant employees. The organization structure should be simple but with power shared across the whole organization the firm can still make use of a management team which has proved to be efficient most of the times (Hagberg 2000).

Third, implementing a good communication channel is very critical. Any organization needs to share information across the work staff and along the hierarchical ladder. Exchange of information is very critical as in most cases, it’s through such types of information that people get to learn of very important skill and expertise. The firm also needs to improve on the customer relations. Dealing with clients with integrity is very important as it one of the ways that a company ca create customer loyalty. In essence the customer is the boss and final authority. He has the money to spent, the need and the authority to make the decision to but. The company is obliged in most case to accommodate the wishes of the clients (Schermerhorn 2003).

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Fourth, Employees are a very important asset of any organization. The human resource usually the one which determines the success of the firm, the employees are able to manufacture quality products and offer quality services and this will keep customers coming back for more. The working environment therefore has to be maintained to be safe for the employee. The firm will have to treat employees fairly and make unions unnecessary (Hagberg 2000).

Implementation for the Contingency Plan

Contingency plan is usually set aside so that when the initial plan seem to fail, then this plan B can be used to ensure that the business still succeeds. In this case, Green River will have to change the following aspects and derived a contingency business plan.

Quality: the quality of the producers and services will not be compensated and every employee

will be responsible for delivery of quality; the customers will have to be satisfied                     Worke

rs:                                                                                                                                                                                                                   fair

treatment will be offered and better reward system so that they enjoy doing their work and attain that job satisfaction. Disciplined, productive and work friendly environment will be maintained (Schermerhorn 2003)

Summary

Mission

The mission of Green River is ensuring it feeds the world, protects health and it provides the

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convenience for life.

Vision

To help create the best products that are globally accepted and which meet the needs of the people.

Objectives

1. To spread its services to all continents.

2. To fully incorporate advanced technology in research and development.

3. To fully diversify our chemical production industry to cater for all industries.

4. To expand the market in the next year to allow delivery of medication globally.

Analysis

The past study has dealt with the entire phases of the organization and recommendations to each of the issues has been made so what this final part seeks to do is to offer the summary of the issues and recommendations so this topic may not offer any different idea other than cement the ones that have already been discussed.

Leadership

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Leadership as seen is the ability to influence people and get them to do what it takes to achieve the stipulated goals of the organization this is always the starting point of the organization as the others will always come as a result of good leadership. Closely related to leadership is Communication a good leader need to have good communication channels with the employees to ensure that instructions are clear and duties are well or stipulated for each of the employees. (Dublin 2003).

When these two are present the other fact that comes in is the need to come up with a code of ethics to regulate the conduct of the employees this helps predict employee behavior and achieve some kind of harmony and coordinated effort among thee employees.

Employee welfare

This is achieved by several roles that are usually overseen by the management but which helps achieve the organization objectives through the employees, these aspects include: Job design and goal setting, job design is actually an outline of the expectations that come with certain roles or jobs in the organization, however to meet the expectations there needs to be a prior arrangement to ensure they are met this is what is referred to as goal setting.

To achieve the goals set the employees may need to incorporate the ideas of others to ensure better ad well thought ideas this is where the idea of work groups and teams comes in to help achieve the overall organization goals through collective ideas. These groups are also very essential in the growth of the employee in terms of career development this however needs to be fully supported by the management by providing a favorable environment.

Another essential thing in achieving the organization goals is ensuring that the employees are always satisfied and compensated this requires the introduction of a favorable pay system. To evaluate the performance of the individuals so as to determine their worth and qualification for

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promotion the management ought to initiate a performance appraisal system. (Worsch 2004).

Results

The examination and observation of the above organization aspects ensures that there is commitment from the employees which obviously leads to the development of these organizations. Of need is to realize that ones employees are well catered for then they feel part of that organization such as was the case with the Aberdeen firm thus any organizational change to be effected need to start with the employees or at least be as a result of deep run consultations with the employees.

Alternatives and Recommendations

To achieve the above a sound management has to be available to oversee the various processes and ensure that the employees are well handled to achieve internal harmony which will subsequently result to a similar positive image of the organization in the eyes of the public. A full rehearsal of the study puts a particular emphasis on remaining relevant management functions change with time as new factors come to influence the way functions are performed thus one thing that is of importance is that managers be aware of these factors and offer a general direction through the employees to ensure that there is harmony and commitment within the work force.

Implementation and changes

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Implementation process is always the most difficult part as it involves getting people to follow the same system that guides their conduct of almost the entire scope of the organization duties. However the success of implementation is ideally entrenched in the level of consultations and acceptance of the changes or systems being implemented. There fore the implementation process need to start with the management communicating the need too the employees on the need f or the new system as well as address the fears that may arise due to implementation of some of these systems. This ensures that there is minimal opposition and the new systems are put in place. The best example of this is when the manager of Green River sent some of the employees to Aberdeen firm, this helps get employee generated ideas ion what is likely to work or not, this goes a very long way towards reducing implementation attempts. (Dublin 2003).

REFERENCE:

Barzilai, Gad. (2003). Communities and Law: Politics and Cultures of Legal Identities:

University of Michigan Press

Buckingham M. (2008). The truth about you, Thomas Nelson Inc.

Clawson J.G. (2008). FMC Aberdeen. Darden Case No. UVA-OB-0385. Retrieved on 26th August 2009 from

http://ssrn.com/abstract=910393

Dublin J A (2003) Leadership. Houghton Miffin College

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Hagberg, R. (2000) Corporate Culture / Organizational Culture-Understanding and Assessment. Retrieved from retrieved on 26

th

August 2009 from

http://www.hcgnet.com/html/articles/understanding-Culture.html

Worsch M (2004).A better Employee Motivation: Enhancing the effectiveness of

Job Appraisals.Diplomarbeiten Agentur diplom.de.

www.fmc.com as retrieved on September 18, 09

McGuire, Stephen J.J. (2003). Entrepreneurial Organizational Culture: Construct Definition and Instrument Development and Validation,

Ph.D. Dissertation, The George Washington University, Washington, DC.

Schermerhorn J.J. (2003) Organizational Behavior eighth edition. John Wiley and Sons, Inc.

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