What motivational theories might be used to explain the low productivity of this company’s employees?
What kind of leadership style does the company use?
How does management style impact employee morale
Do the leaders of the company and the consultant need to work together?
What is the role and responsibilities of the consultant in proposing changes?
Does industry-specific ethics affect productivity?
What ethical responsibility does the consultant take in the relationship they have with the client company
What is the relationship of diversity and productivity within an organization?
What were the effects on employee participation in work teams?
Analysis and Evaluation
The following is an analysis of Sanderson Soaps operations, including its best practices, ethical principles, diversity, collaboration, and leadership abilities.
Motivational Theories Used To Explain The Problems in Relation To Low Productivity At Sanderson Soaps
It is difficult to find motivational theories that could explain the problems at Sanderson Soaps’ low productivity.
John Adams, Bell (2011) has established the equity theory as a basis for the Sanderson Soaps case.
This theory states that it is crucial to maintain equity in performance reviews of employees within an organization.
In the case study, there are many issues that show that the family member is much more valued by the company than the employee who is not a family member (Shantz und Latham (2011)).
This can lead to a negative outlook on the part of the management, and demotivated employees result in a loss of productivity.
According to this theory, all employees must be offered equal opportunity regardless of their relationship with the company or family.
The theory of expectancy can also be applied to Sanderson Soaps.
This motivational theory identifies three key elements.
Employees should be rewarded and given performance appraisals for the efforts they make in reaching their organizational targets.
Both the performance and the results should match.
If the employee’s performance is not recognized, it can lead to demotivation.
This results in lower productivity.
Both theories were used to explain Sanderson Soaps’ issues and show an improvement in the relationship between organizational productivity and management theories. (Bell and Martin 2012).
Sanderson Soaps employs a variety of leadership styles.
Cofounder Emily Sanderson is currently responsible for all company decisions and management.
Margaret and Anthony lead their respective departments with efficiency and effectiveness.
There are still problems in other departments (Kozlowski, Kozlowski, and co., 2009).
A company must have the right leadership style to improve its organizational efficiency.
Sanderson Soaps’s most important leadership style is team leadership.
This leadership style will enable the company to achieve goals more quickly and increase organizational efficiency (Gupta Huang, Niranjan, 2010).
In the company, there is a high level of attrition and absenteeism. To resolve these issues, it is necessary that people work in groups.
There is also a high workload in the company, with many people resigning and the workload being shared by fewer people.
The team leadership will reduce work load, increase employee engagement and decrease absenteism.
Sanderson has been identified as the CFO. He oversees human resources, bookkeeping, bookkeeping, accounting, and the mailroom.
Anthony puts a lot of emphasis on teamwork and strives to increase the efficiency of his staff.
Anthony’s ability to lead a team of successful employees makes it clear that he is capable of advancing the company’s operations.
The Management Style Can Affect Employee Morale
The management style used in an organization can affect the employee’s morale.
Organizations must have a supportive and effective management style to increase motivation and morale of employees (Sageer Rafat & Agarwal, 2012).
There are four areas that management style can have the most impact on employees. These include communication, performance, and morale.
In this case, Sanderson Soaps shows the significant impact of management style.
John Sanderson is vice president of distribution, and the elder son. His management style has many problems.
John’s management style was not good. He used to complain about Emily and her inability to focus on their work.
John made it seem very hard for his ten employees to work under him.
It leads to high employee turnover and lower morale in order to achieve organizational goals.
Anthony, the company’s CFO is another management style that is highly appreciated.
Anthony is a participative manager who helps the company to achieve several benefits. He involves employees in decision making and listens to their opinions. Employees feel valued as a part of the organization.
This shows that management style can have a huge impact on employee morale (Chandrasekar 2011).
The Company’s Leadership Needs Collaboration
Sanderson Soaps has many problems and the current leadership isn’t competent enough to solve them.
It is essential that a consultant be available to provide guidance and strategies for the development and improvement of the company (Sturdy 2011).
A consultant can help build a sense of community within the company and assist with rapid adaptation to new situations.
A company will be more open to new ideas and will have better responses to customers and other stakeholders.
Expert guidance and leadership by the managers can help to break down these barriers.
The decision made in the company is more practical and smarter because of the collaboration of the consultant and the leadership of the company.
Collaboration is important for many other reasons. Organizational conflicts can be quickly resolved after the implementation of etc.
All of these will have a number of competitive advantages for the company and will also improve leadership and management styles (Kipping, Clark 2012).
Role of the Consultant at The Time Of Proposing Modifications
Consultants play a vital role in the implementation of Sanderson Soaps’s proposed changes.
Consultants are responsible for managing people during periods of change.
Effective consultants will help you create the right structure to manage change and make it easy to use tools and processes.
Consultants are needed to help people understand the first phase of change management.
The second phase and the third include the creation of strategies and plans, and empowering other participants in change management (Alexander 2013, 2013).
The consultant will help with the change implementation program by answering employees’ questions about the reasons for these changes and the potential benefits that the company will experience after implementing them.
The consultant will help in the preparation of the people for future changes, as well as managing and reinforcing those changes.
The ability to communicate with employees about the benefits of organizational change and the importance it has on their lives is what the consultant does.
The consultants can play an important role in proposing organizational change (Anderson and Anderson 2010, 2010).
Industry-specific ethical standards impacting productivity
Sanderson Soaps main business is the sale of high-quality soaps, personal care products and beauty products.
The company’s most distinctive product is the floral scents.
The lab is where all testing takes place for all products.
Amy’s husband, Sanjay is responsible for the production department. He opposes the numerous research practices at the company’s research laboratory.
There are strict industry standards that restrict research on animals and lab tests.
These ethical standards can cause serious problems for companies because the production of products is affected by this type of research.
The organization productivity suffers as a result.
In the late 1990s, production suffered. The primary reason for that was Amy Sanderson’s daughter letting the rabbits out their cages.
She did this because she doesn’t agree with the lab’s research practices.
Amy, who is also a passionate animal activist, are currently arguing with each other because they don’t support such practices being carried out in their company.
According to an overall analysis, it is clear that the industry-specific ethical standards have caused a decrease in productivity.
The Consultants’ Ethical Responsibility In The Association With The Client Company
A consultant must uphold a number of ethical responsibilities when working with clients.
Ethics are an important part of business and management consulting.
A good and consistent ethics will result in clients taking fewer legal-contractual, and informational precautions. It also builds trust.
Management consulting has become a distinct profession since then. O’Mahoney, Markham (2013).
Consultants have several ethical responsibilities. These include maintaining confidentiality by keeping client information private until required by law or when the client requests disclosure.
Consultants are required to not make inappropriate use of confidential information from the company and should not harm clients.
The consultant has the responsibility of ensuring that there is no dependence on him or her.
For the protection of the company, the consultant should avoid conflict of interest situations.
Other ethical responsibilities include not acting as a client’s official advocate and following the code of ethics. Consultancies should also not skip the discovery phase.
Devinney and Nikolova (2012) state that all of these ethical responsibilities fall under the purview of a consultant.
Relationship between Productivity & Diversity In An Organization
The positive and negative relationships between productivity, diversity, and productivity are equally important.
Diversity in the workforce can be described as the differences or similarities among employees within an organization with respect to gender, religion, race and cultural background.
The positive effects of greater diversity at work have been shown to be more evident in this case (Kearney Gebert, Voelpel and Voelpel (2009).
Employers are now employing more employees with diverse backgrounds and cultures in order to promote diversity.
The positive correlation between diversity and productivity can be explained by increased productivity within the organization.
By utilizing different skills and talents, diversity helps bring people together to achieve a common goal.
This helps increase creativity by allowing employees to have different perspectives and opinions when performing tasks.
One of the key benefits of workplace diversity is that it helps you solve issues faster, retain and attract talent, builds synergy, and creates a happier customer base.
The organization’s productivity is increasing rapidly due to these effects (Shin, Shin, and al., 2012).
Their effective management is what’s the problem with workplace diversity.
They can cause organizational efficiency and productivity to drop if they’re not managed properly.
Sanderson Soaps found that only 18 of its 32 members are family members.
This hinders the development and diversity of organizational members.
It has many negative effects on the company’s progress and growth.
This is because the company has very little diversity and very few innovative ideas.
This will result in lower productivity over the long-term (Roberge, van Dick 2010).
Effects of employee participation in working teams
There is a great need for employees to participate in decision making and other areas of concern. This helps them develop a feeling of belonging that is important for the company.
Sanderson Soaps has a number of issues related to the employees and their decline in morale.
John is not the only problem. Employees have many complaints about John, and they also complain about John’s leadership style and lack of commitment towards the organization (Zhang und Bartol 2010).
Positive effects can be achieved when employees are more involved and work in a team environment.
Improved communication is possible through increased employee participation. This allows for free information flow between the employees and the management.
Managers can easily see the information that is being shared at the lower levels.
Participation by employees has other positive effects. Employees are given opportunities to show their abilities and competences, which results in enhanced personal development (Kalleberg Nesheim & Olsen, 2009).
This encourages them to remain loyal to the company.
The resolution of conflicts is a major benefit of employee involvement.
Many situations can lead to managerial or other conflicts between employees and managers. However, with effective employee participation, these issues are solved much quicker and don’t affect the organization’s efficiency.
Participation by employees in team work is a key factor in reducing underemployment and implementing effective control. It also leads to increased motivation and retention rates (Thomas and Hartman 2009.
Facilities management: Theory and Practice
Beyond change management: How to achieve breakthrough outcomes through conscious change leadership
John Wiley & Sons.
Addressing employee inequity: Using equity theory in modern management.
Martin, J.S. (2012).
The importance of equity theory and scientific managerial management in everyday managerial communication situations.
Journal of Management Policy and Practice, 13(3).
Blue, C.S. 2011. Motivation theories and human resource.
Organisational performance and the impact of workplace environment in public sector organizations.
International Journal of Enterprise Computing and Business Systems. 1(1): 1-16.
An examination of the relationship between leadership and team performance.
Journal of Leadership & Organizational Studies (17(4)), 335-350.
Are workers better off participating?
Norway: The effects of autonomy, collaboration and teamwork on stress among workers.
The role standards play in global value chain.
How and when diversity benefits team: The importance to team members’ cognitive abilities.
Academy of Management journal, 52(3) 581-598.
The Oxford handbook on management consulting.
Oxford University Press.
Sharing leadership: It’s time to make a shift.
A theory for dynamic team leadership.
Complex organizations and team effectiveness: Cross-disciplinary perspectives, 113-155.
The nature of client/consultant interaction: A critical analysis.
The Oxford handbook on management consulting, 389-409.
Oxford University Press.
Recognizing the benefits diversity: When and How can diversity increase group performance?
Human Resource Management Review 20(4), 295-308.
Identification of variables that influence employee satisfaction and their effects on the organization.
IOSR Journal of Business and Management 5, 1: 32-39.