Motivation at the Organizational Level

Organizational Motivation

I have worked in the information technology department of a small cosmetics company in Ohio for the three years the company has been in existence. During this period I have encountered tough situations - but so far, none matches a situation three years ago, when the company was just beginning, that made me almost quit my job. A discovery was made that the company was making huge losses as a result of some of the soap boxes coming off the lines of production empty. Such had to be returned to the production line and this was costing the company dearly both in terms of time and finances. Owing to its significance, the issue was isolated to the assembly line which was responsible for transporting packaged soap boxes to the delivery compartment - but some boxes still went through empty.

We, in the IT department, were tasked with the role of devising a technological solution to the problem. The company engineer proposed that we come up with an x-ray machine that would watch all the boxes on the line to make sure that they were not empty. We spent a lot of time and resources developing a high-res X-ray machine, but despite all our efforts, empty soap boxes were still found in the production line. It was disappointing, and we just could not rid ourselves of the feeling that we had failed the company we had so much struggled to see take off. I personally hate failure, and was probably the most affected in the group, but I was not the only one who was contemplating quitting.

This was before one member of the team stood up and sought to voice her 'frustrations.' "Enough! This is crazy" she yelled. She made it clear that by quitting, we were only refusing to face up to our responsibilities. She held that those who placed us in those positions had confidence in us and knew that we had what it takes to deliver. Failing at first attempt was not so much a betrayal as was quitting, and having nothing to do with the company. This got us moving; we were wrong, but there was room for improvement. We worked together, only more determined this time, and finally found the solution in a powerful electric fan that, once pointed at the assembly line, blows off any empty boxes. Today, I can confidently boast of being part of the team that came up with the best piece of innovation the company has ever had, and I owe it all to that one colleague who stood up and demonstrated leadership when we needed it most.

The first case illustrates a situation of renewed motivation. It brings forth, quite clearly, the concept of teamwork. The student worked in a management team with the business owner to get others in the organization to work towards the realization of a common cause, which was, in this case, bringing customers back to the tavern and grill. Originally, the businesses had no regard for organizational culture, which is why it placed the organizational goals above those of employees' career development; the results were disastrous and as the author illustrates through the phrase, "we moved from bloom to gloom almost overnight." This illustrates the importance of building shared goals in an organization setting. Culture is identified by the common values and beliefs held by a certain group; shared goals are the basis of culture in an organization. They create togetherness and bring about cohesion, and without them, an organization is as good as dead.