The company grants employees the ultimate authority in decision-making processes, including the ability to pause operations upon the identification of errors or potential equipment failures. Moreover, employees possess substantial influence over company policies that directly impact them. Although the company upholds a policy of no layoffs, employees are experiencing the repercussions of the economic downturn through reduced wages. As a result, the ongoing recession has resulted in a 50% decline in orders for Incur, causing employees to face a staggering up to 46% reduction in their take-home pay, a financial burden that majority of them cannot withstand.
During this slow period, Incur is utilizing the time to catch up on maintenance tasks, write and revise safety manuals, and replace contract companies responsible for landscape care and janitorial service with their own employees. By undertaking these initiatives, Incur not only supports their employees during this challenging time but also prepares their manufacturing plants to rapidly respond to the growing demand when the recession comes to an end.
Incur has historically had devoted employees who they believe will remain loyal to the company during this difficult time. They also anticipate that these employees will be joyous alongside the company when the economy improves. The following are some questions regarding Incur’s employees and organizational culture: 1. What factors contribute to job satisfaction and loyalty among Incur employees? 2. How would you characterize Incur’s organizational culture? 3. What terminal and instrumental values are significant in Incur’s culture? 4. How might managers’ emotional intelligence levels affect their treatment of Incur employees?
Employee motivation and job satisfaction are crucial topics in organizations. A contented employee is likely to be more productive, leading to better outcomes for the company and demonstrating organizational dedication. According to Sums (2011), various factors, including job performance, job characteristics, involvement in goal setting and decision-making, contribute to the development of an emotional commitment among workers. Additionally, there is a concept called continuance commitment, which pertains to an employee’s sense of attachment to their organization due to the costs associated with leaving it.
