summary of my organization

By Emma

History

it is a motor components manufactory, which has developed for 16 years. It has been placing a high priority on the quality of products and got many honors for well-quality. It should be mentioned this company is from very mini-scale to owning about 40 units land, but it insists one role: create high quality product to satisfy customers’ demands. However, the management system of this company does not changed much compared with the beginning, especially for human resources management, which leads to brain drain within these years.

Culture

the slogan of this company is ‘create high quality product to satisfy customers’ demands’, therefore, from the boss to shop floor, everyone put quality in the first place. Besides, the requirement among workers is zero fault. Almost workers take this company as a family due to a few years working here, and the company spirit makes them confirmed that the company will be stronger and stronger in the future. In addition, whenever and wherever you come into the company, you can feel busy and hard working surroundings. Most people are happy and satisfactory working and having life here.

Staff

Until now, there are 192 workers in the company and 170 sets automation equipment which makes the company seem like having certain scale and catching up modern industry.

The organization structure
Boss
Marketing department	Financial department	Administration department	Product lines	Warehouse section

learning environment and training

From the data showed in the learning organization survey, we can notice the learning passion is not quite high in this organization. It can be understood because it is a manufactory industry--almost every process has been ruled, employees repetitively operate everyday, no much need to change. But compared with few years ago, it is better now, because the learning room was built. Managers in different department can give lectures for their fellows and solve usual problems for them. but measured by Senge’s the Five Leaning Discipline, this learning organization still has some shortage, such as system thinking.

When coming to training plan, I think it should be noticed that training is not only professional skill or other area skills improvement, but also should be included job ethics and operation safety training. in this company, when new employees come in, the manager of certain department will offer technical instruction and give help. To the experienced employees, the company encourages them communicating with managers who are working in other organizations(e.g. supplier). But one thing needs to be mentioned, managers in individual department regularly take classes for technical problem solving, safety operation and warning responsibility for products that workers have made. At the end of every month, the heads of every department regularly do conclusion to demonstrate the weakness of this period. This may be called informal training but it has achieved the aim of training.

Performance assessment

Different department has its own job responsibility. In my father’s company, the achievement of a marketing worker is judged by how many real clients he/she brings to the company. As a worker in product line, the achievement of his/her is judged by the quality and quantity of the products he/she can produce. But unfortunately, it is still not a perfect company--no much promotion space, the only thing which can be called incentive is raising salary or giving bonus or giving annual rewards.

Innovation

1. Adding one learning room and making suitable leaning environment

In the past years, there was no special room for taking lessons. Managers found it was energy-waste when repeately solved the same problem for different workers. so that they thought of a plan that was making a room for learning together. Surprisingly, this proposal was accepted by everyone. However, problems emerged after several classes were taken, listeners replied it was boring and tedious sitting in the room, words from speaker made them sleepy. Therefore, some managers discussed whether they should add some technology equipment and change the layout of furniture. Few weeks later, the learning room had a new look, it was installed a projector, a computer, and  the furniture laying was not mess any more, but is in order (e.g. tables are placed one row by one row). the new learning room made workers refresh, and happy to stay here. Besides, speakers not just gave lectures, but played some relevant videos, showed some images to explain more detail, and made audience understandable.

2. Industry diversification(current plan)

This is a new suggestion which has been discussing these days. the company is plan to expand current products, considering fridge components making. If it is confirmed, many scenarios need to be considered: (1) whether we should employ workers who have fridge components making skills or just train inside employees? Which way can save money? (2) what if we can not come over technical problems? (3) what if there has been many strong competitors? If so, is there still benefit existed? …..