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A leader’s role in motivation
Now let’s have a look on how a leader can influence motivation. First and in
my opinion most important of all is for a leader to be an especially good personalityknower.
This skill is essential because in case a leader understands people, knows
how to deal with them, it helps with the question of how to motivate them. Each and
every individual is different, they have different kinds of needs, they require different
ways of treating and last but not least, they are to be motivated differently. So a
leader should know weather or not a person is willing to take responsibility, how
important appreciation for the employee is, etc. So a leader should keep the fact that
everyone needs to be motivated differently in mind.
A leader should also see after understanding the basic motivating factors that
money is not the most important among them. Of course it plays quite an important
role in choosing a job or a career, so it is motivating from that aspect. But motivation
cannot be increased only by raising salary all the time. After a while it will loose its
value looking at it from the Drive Reduction Theory’s aspect. After satisfying that
basic need it will slowly loose its motivating force. This can be true to the other
motivating factors that concern money; such as salary or other benefits, though these
are definately more that just money, so they have additional motivating effects.
A leader’s knowledge of personalities comes into highlight considering the
questions of challenge and responsibility. He/she has to be able to assess how much
they like dealing with challenge and responsibility and give the tasks accordingly.
8
Conclusion
One of the most important things a leader should keep in mind is to trust
his/her employees. Trusting them that they are capable of doing their job and doing it
well. Trust is a basis and the start of almost every other motivating factor. Without
trust the employee will not feel important, will not have the required atmosphere in
which he/she can achieve the needed work, will not handle responsibility well. So
trust is a highly essential skill a leader should have.
1
Organisation, Technology and Processes
in Company X
European Students of Industrial Engineering and Management
ESTIEM
METU, Ankara, Turkey
Nese Kilic
E-mail: Nese.Kilic@estiem.org
SAC 2007 Project Leader
2
Abstract:
The main task of Company X is discussed on the basis of problems and solutions. Present
system of the company is evaluated from three main approaches (organisational,
technological and people). Concepts that go along with these approaches are evaluated. The
methods for improvements in the long run to expand and attempts to further improve
production and service performance towards human-centredness are discussed.
Keywords: Task Analysis, Organization, Technology, People, New Organisational
Structures, Automation, Ergonomic Working Environment, Human-Centred System Design
Introduction
This paper is written to analyze Company X, parts supplier for some of the international car
companies from three important and core perspectives. The first one is “People” that refers to
the dimension of the workplace: the individual employee and his/her working. The second
one is “Organization” that refers to the two dimensions of team work and networks. Last one
is the “Technology” that refers to all three dimensions of the individual workplace, group
work and networks of people that are not just interacted by each other but also the essentials
of the companies today, to stay as competitors in the global environment.
3
Task Analysis
The main task given to us in Company X was a very general task which is needed everywhere:
Simplifying some specific manuals for temporary workers. Firstly, we started with analyzing
the process. We tried to clarify the reason for this simplification. The reason was that the
company wanted to reduce the complexities and difficulties with the manuals to make them
easier and more understandable for the workers. Since these manuals were not used by the
experienced and long term workers, we thought about the reasons behind the need for
simplified manuals. Then we came up with the idea that these simplified manuals could not
only be useful for the newcomers to understand the process in a better way but also could help
to reduce the faults with the quality of the manual work. On the other hand, some quality
problems of the products could not be raised just because of the workers, but also because of
the suppliers and the machines in different work stations.
To increase the efficiency of the work stations, firstly we handled some of the quality
　
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