HUMAN RESOURCE REPORT FOR ATLAS MANUFACTURING
This is a human resource report for Atlas Manufacturing. This report outlines out the major people management issues that the company facing today. This report also contains brief change recommendations with appropriate human resource theories to the four departments within the company, aims to reduce staff turnover and improve the overall performance of the company.
This department is the main part of the company, in this department, employees are divided into project teams, teams can earn bonus if their service is profitable and managers are responsible to distribute the bonus to team members. Therefore, one important thing managers need to be careful is that managers have to treat employees fairly.
John Stacy Adams, a workplace and behavior psychologist developed a job motivation theory called equity theory in 1965. This theory states that individuals desire to be treated equitably in relation to others. An individual will tend to use a four-stage approach in the formation of her/his perception related to equity on, say, pay. For example, s/he will follow the following pattern (Linda, 2001):
1 evaluate what s/he is being paid by the organization
2 evaluate how a comparison-other/s, for example, someone in the same project team, is being paid by the organization
3 compare the result of (1) and (2)
4 experience equity or inequity
Such an equity comparison can be express in terms of an input-output ratio. Inputs are logically what individuals put into work. Outputs are everything individuals take out in return. If the individual feels that her/his comparison-other has outcomes that are disproportional to her/his inputs, s/he will then perceive a level of inequality. Obviously, the output from the company must be in balance. Outputs are both tangible such as salary, benefits and expenses, and intangible such as recognition, praise, thanks, etc. Adam’s equity...