Change Management Assignment: Importance Of Work Motivation For Maintenance Technician

Question

Task:
The aim of the change management assignment is to consider the different ways in which the work motivation of people doing a specific job can be improved to lead to increased job satisfaction and work performance.

Identify ONE job – it might have been done by you personally, one you have managed or one that you have little direct experience. You are advised to choose a job where there is plenty of scope to offer improvements.

The following should be covered in your assignment:

1. Description: A brief description of the job, the job context and the main tasks and duties.

2. Application Of Motivation Theories:

(i) Apply TWO different theories of work motivation to the job to generate potential job changes with the aim to improve job satisfaction and work performance.

(ii) Evaluate these potential job changes to determine which ones are suitable for implementation. The evaluation criteria could cover, e.g., the ability of the job holders to adapt to the changes, the opportunity for the changes to occur in the organisation and return of investment of the changes.

(iii) Based on your evaluation process, state the final job changes to be proposed and describe the expected consequences of the job changes for the job holders and organisation.

(iv) Consider if all job holders will react the same way to the job changes and explain why some job holders might react differently.

3. Change Process: Describe how to manage the change process to reduce potential resistances to changes and to ensure effective implementation of the final job changes.

4. Summary: Summarise and evaluate the above process as a technique to enhance work motivation.

Your analysis must be theoretically driven using a range of theories to guide your analysis.

Answer

1. Description
Motivation among employees in every job role plays a crucial part in improving work performance along with increasing job satisfaction. This change management assignment is going to identify and discuss the different aspects of work motivation in the case of a Maintenance technician in a manufacturing park that helps in improving the overall condition of work motivation and job performance.

Description of the job
Maintenance technician works under the supervision of the maintenance engineer in the maintenance section.

Job context
A maintenance technician requires a minimum of six years experience in a steel rolling plant to get a job in a manufacturing plant. Along with that, a fresher can get jobs after having technical qualifications. The employee requires having knowledge of reading and interpreting diagrams and drawings. Most importantly, deep knowledge on the operations and parts of machines help in completing the jobs in manufacturing plants. Proficiency in English language while writing and speaking helps the technicians to manage the job role more efficiently. Skills that are required to become a better maintenance technician include working experience in industrial or manufacturing plants.

Tasks and duties
Technicians can become successful in managing the allocated tasks and job role by diagnosing hydraulic, pneumatic, and mechanical faults along with troubleshooting them. Carrying out a planned preventative maintenance is another critical part regarding tasks and duties of a maintenance technician. Restoring the equipment in minimum time is another critical part of the tasks for this job role. Reporting injuries, illnesses, and strains while completing tasks of maintenance technician is an essential part in changing the procedure of work. However, Mill area technicians and CB area technicians work differently compared to utility area technicians.

2. Application of Motivation Theories
i) Applying theories of work motivation

Table 1: questionnaire regarding dissatisfaction factors

(Source: Created by author)

The dissatisfaction factors for this job role include the procedure of working in a routine schedule without having any flexible working hour. Along with that, it is also essential for the management team to identify the factors such as absence of modern technology, level of employee satisfaction, poor communication procedures are critical for the improvement of working environment. Most importantly, the factors can affect the entire procedure of managing the performance of the maintenance technician.

Herzberg’s two-factor theory
Motivation theory of Herzberg is also known as the two factor theory that helps the employers to improve the overall condition of employees to motivate them to work more efficiently. In this case, the tasks and duties of a maintenance technician require completing risky jobs that can come with consequences such as illness and injuries (Dzwigol et al. 2019). In such a condition, two factor theories of Herzberg can help in eliminating poor hygiene factors and can improve the overall working performance of the employees. Two factors of the theory include motivating factors and hygiene factors. Motivating factors encourage employees to show their talent and skills while working harder. Hygiene factors cannot directly motivate the employees; however, the absence of these factors can create uneasiness for the employers as absence of these factors make the employees de-motivated. This two factor theory helps in identifying the root of motivation among people within an organisation and with getting the best performance from the team.

In this case, the employers can get an opportunity to improve the working performance of the maintenance technicians by clearly explaining their working responsibilities along with providing training and development to support them. Along with that, it is crucial for the management team to recognise the good effort and work of the employees aligned with providing them a sense of achievement after completing a tough task (Jayatilleke and Lai, 2018). Growth is another critical aspect of motivating employees by providing them skills related training to complete the tough and strenuous job of maintenance technician.

Hygiene factors are no less important in the case of the job role of a maintenance technician that include the salary structure, work conditions, employee-employer relationship, supervision, and company policies. Although these factors do not motivate the employees directly their absence creates de-motivation among employees. For example, clear and fair company policies help the employees to know about the procedure of work along with the salary structure (Alsanad et al. 2019). It is also crucial for the company to provide a better working environment for the employees to share their issues and interests in working areas. Subordinates, superiors, and peers in the working field can work more efficiently after having a warm relationship while working in the manufacturing field.

Thus, this theory can help in changing the aspects of jobs through providing training and development regarding expected outcome of the company along with the procedure of getting feedback from the employees regarding management team along with completing corrective actions to provide better safety and security to the workers.

Equity theory
John Stacey Adams procedure the theory of equity in organisational setting that explains the importance of treatment to the employees besides the payments and working conditions to improve performance and motivation. In the case of maintenance technician in a manufacturing plant, it is essential for the employees to conduct technical tasks of the manufacturing plant along with adhering and complying the sustainability policies and company rules to complete tasks more efficiently. Basic principles of this theory are to eliminate discrepancies from the working environment and fairness (Alshmemri et al. 2017). Therefore, implementation of the equity theory helps the manufacturing plant to improve working performance of the employees through comparable compensations for better performance along with fair balance among team members. Therefore, setting standards of equality and fairness in the policies and terms of the company can help in completing this task. At the same time, identification of the team values is another critical aspect for the completion of work through maintenance technicians.

Providing equal opportunity to the employees along with increasing the safety and security of the workers to cope with any breakdowns are critical aspects of work. Along with that, analysing the reasons for delays and pending jobs to complete them on time will help the employees to perform more efficiently. Most importantly, providing the clear idea regarding roles and responsibilities for the job role will help the entire team to work more efficiently.

ii) Evaluation of potential job changes
Implementing flexible work schedule
Routine works often make the employees upset while working in a manufacturing farm. However, this issue can be resolved by providing a flexible working schedule. At the same time, training and development is the most effective way to manage the safety and security of work in the manufacturing plant, and it is the potential change in job of the maintenance technician. It is quite tough for the working employees to complete their task efficiently without having proper training and development regarding safe work. For example, in this case, safe use of access to heavy equipment such as Tower and Scaffolding, Ladders, and Cherry Pickers is also essential.

Communication between the management and the employees
Most important part in the working process of maintenance technician is to work on the procedure of improving quality of work through better communication process. Personal protection equipment plays a crucial role in keeping safety and security when it comes to completing any task in a manufacturing plant. In such a situation, it is crucial for the management team to provide required knowledge and training to the workers in the plants to stay safe and secure.

Training for the different shifts
Technicians work in different areas including CB, Mill, and Utility Area to complete their works in different shifts. However, it is essential for the management team to provide accurate training on the different works when it comes to changing shifts. Protection for arm areas and eyes needs to be managed properly in the process of potential job changes.

iii) Final job changes
Security is the most important aspect of changing nature and the process of completing the job of a maintenance technician. In this case, final changes that are required in this job are providing better safety and security while completing the tasks in the plant. However, it is crucial for the employers to provide accurate and adequate training and development for completing any task (Hur, 2018). Therefore, the consequence that can be concurred in this case is to complete inspections regarding the procedure of work along with communicating with the potential issues. At the same time, identification and mitigation of existing issues is also essential in the working field. Therefore, it is essential for the organisation to work on improving the working process of maintenance technician by providing flexible working our and modern technology to store data.

iv) Reaction of job holders
The potential reaction to the possible changes in the organisation includes enthusiasm, fear, and ambivalence for any work. For example, in this case, in the beginning of the change, most of the workers will work for the positive changes and will try to work as per the thoughtful strategies. It is not possible for the workers to gain success in any organisation without focusing on the values and aim of the work. Along with that, it is also essential for the company management team to improve the entire process of acceptance among the employees. Most importantly, the reactions of the very job holder cannot be the same as the expectations and thoughts of people regarding any change and expected outcomes.

Some employees try to resist the change in the organisation through different forms of gestures and as they do not want to cope with the new role. On the other hand, At the same time, people say no to different working situations (Thant and Chang, 2021). For example, while some of the workers do not want to cope with changes due to fear some of the employees do not want to work in the same environment and want some changes in the process of work. In such a condition, it is essential for the change management team to provide support and training to the employees with the changing demand.

3. Change Process
Implementing right change management from the beginning
Managing change is the most effective process of work within an organisation to implement change from the beginning. Resistance is quite normal as part of human nature to cope with changes. For example, in this case, inclusion of the employees in the process of managing change is the most important part in helping the employees to cope with the change without facing any issues (Lamb and Ogle, 2019). Utilisation of change management approach is the first aspect of initiating changes. Along with that, it is crucial for the organisation to improve the entire procedure of work by increasing safety and security. It is also crucial for the company management team to communicate with the employees regarding the benefits of the changes in the procedure of work.

Expecting resistance to change
Resistance is the most common factor when it comes to managing any change. Hence, it is crucial for the management team to consider the changes from the beginning. It is not possible for the employees to get to know about the entire procedure of work along with the opportunity and benefits of changes without getting any training. Due to this reason, it is essential for the company to provide training and development to the entire team when it comes to mitigating any issues.

Employees with higher investment regarding aspects in the current process of work need to be provided better support when it comes to completing any project. It has also been identified that people with proper knowledge and thoughts to complete work through change can help in the process without making any mistakes (Kotni and Karumuri, 2018). Along with that, it is also essential for the organisation to consider the results of changes through different aspects of work. Most of the time people with successful careers in the present way of work face issues regarding implementing changes and creating resistance.

Formally manage resistance to change
Resistance to change is quite normal in the organizational setting for the employees who are used to any specific working environment and procedure. In such a situation, it is essential for the management team to work on the procedure of engaging the employees in this process. For example, proactive steps such as a change management approach and mitigating resistance through preparation for changes. In this phase, the management team requires implementing the most essential procedure of generating anticipated points for resistance and creating strategies to manage change.

Managing and reinforcing change are other critical parts of the managing change to compl;y and adopt workflow and new process. For example, for this job role, manufacturing plants require working efficiently to imply effective tools to address any objection after mobilising support from the end of the employees. Equipment lifting is one of the most critical aspects of helping the entire procedure of work (Kollmann et al. 2020). It has also been identified that equal opportunity is the critical part of roles and responsibilities when it comes to managing the tasks regarding the working procedure of safety and security of employees. It becomes easy for the organisations to manage the entire procedure of work through providing accurate knowledge on the benefits and opportunities for the employees while making changes in every aspect of work.

Personal protection is another critical part of managing business procedures in the workplace; however, it is essential for the entire team to imply the training and development to the entire team.

Identification of root causes can help the entire team of work to improve the procedure of business and help the maintenance technician to cope with the changes. It has also been identified that impact of changes in current job roles is another critical reason for staying alert for the changes. It has also been identified that past performance of the organisation is another critical aspect regarding commitment from managers (Cheng et al. 2020). Most importantly, involvement of the senior management team and leaders in the procedure of managing changes and employees create better work opportunity. Importance of employees is also required to be managed to reach the organisational goals.

Communicating with the employees is the key concern of creating better performance from the end of the employees. Along with that, leaving things unfinished cannot provide success in the working environment (Fowler and Brown, 2018). Therefore, technician in the manufacturing plant can help in improving the entire procedure of creating better aspect of work through prioritisation of work and planning. Therefore, it is essential for the technician to cope with the changing procedure of accepting safety and security as the priority of the work.

4. Summary
Motivation in the workplace is the most essential aspect in the procedure of improving work experience; however, it is also essential for the employers to imply a change management process in the changing procedure of work. Although the implementation of change in the procedure of work is quite normal it is essential for the management team to stay prepared for the change. Potential changes in the entire procedure of a job include providing safety and security to the employees when it comes to completing tasks regarding managing the entire procedure of meeting expectations of the workforce. Training and development is the key to motivate the employees along with the procedure of getting and providing feedback to resolve issues regarding changes in the entire procedure of work.

Reaction of job holders within an organisational setting is a crucial part in creating the strategy for managing change. It is not possible for the workers to accept the new procedure of work if they are successful in the current ways of work. However, preparation for change and managing the changes in the company are critical aspects of completing work in the entire procedure of managing issues. On the other hand, it is also essential for the management team to resist any changes through creating objectivity of work. Management of changes can only be supported and completed through the procedure of getting support from employees. In this case, implication of changes is the most critical part of creating strategies that can help in managing changes along with the procedure of work as a maintenance technician. Therefore, the major changes that are required to be implemented include flexible working approach and management procedure through more comfortable working environment.

References
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Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life Science Journal, 14(5), pp.12-16.

Cheng, B., Zhou, X., Guo, G. and Yang, K., 2020. Perceived overqualification and cyberloafing: A moderated-mediation model based on equity theory. Journal of Business Ethics, 164(3), pp.565-577.

Dzwigol, H., Shcherbak, S., Semikina, M., Vinichenko, O. and Vasiuta, V., 2019. Formation of Strategic Change Management System at an Enterprise. Academy of Strategic Management Journal, 18, pp.1-8.

Fowler, D.J. and Brown, K., 2018. Data-Driven Decisions: Using Equity Theory to Highlight Implications for Underserved Students. AASA Journal of Scholarship & Practice, 14(4).

Hur, Y., 2018. Testing Herzberg’s two-factor theory of motivation in the public sector: Is it applicable to public managers?. Public Organization Review, 18(3), pp.329-343.

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Kollmann, T., Stöckmann, C., Kensbock, J.M. and Peschl, A., 2020. What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction. Human Resource Management, 59(1), pp.101-115.

Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for motivating retail salesforce. IUP Journal of Organizational Behavior, 17(1), pp.24-42.

Lamb, D. and Ogle, A., 2019. What Preevent Motives Determine the Decision to Volunteer at a Sporting Event: How Can Herzberg's Two-Factor Theory Help?. Event Management, 23(4-5), pp.495-510.

Thant, Z.M. and Chang, Y., 2021. Determinants of Public Employee Job Satisfaction in Myanmar: Focus on Herzberg’s Two Factor Theory. Public Organization Review, 21(1), pp.157-175.