Spec Organizational System Of Innovation And Employee Motivation Issues Discussed

Backing by author抯 over 10 years working experience integrated with MBA management theory, this paper is focusing on the key aspects/affections of Spec抯 Innovation of Organization System and Employee抯 Incentive, regarding to SPEC competitive market environment both at home and abroad. With the help of management tools such as SWOT Analysis, BPR, Leader抯 Life Cycle, Project Team and Value added Analysis etc., there are more datum, tables and calculation applied to analyze Spec抯 management issues with following conclusions. *Organization Structure a. From a point of value added view SPEC should move out some Units with negative profits such as the Forging Shop, Equipment & Power Department and By-pass Valve Shop etc. Those Units could be reorganized and changed into the Limited Company with an independent Board Director and an employee Board Director available, which the independent Board Director is selected directly from related industry associations. b. A Purchasing Center that will replace the Purchasing Department should be set up so as to combine all purchasing functions together, which is separately located in several departments like the Purchasing Department, Equipment & Power Department, the Production Department, the Logistic Provider and the President Office etc. The Purchasing Center should conduct the international Bidding method including the Bidding documents and control through the Internet online purchasing system. *Management Regulation a. SPEC should rearrange the existing regulation system, work out practical and operation-oriented regulations with value added expectation based on ISO9001 & ISO14001 International Standards and integrated with Spec抯 real situation. b. On the process of regulation innovation activities SPEC should follow the people-oriented thinking and practical theory to establish the linkage between employee抯 value and company抯 value/spirit/culture and create a willingness atmosphere really from employee抯 heart. *EmpIoyee~s Motivation A Focusing on 3 Types of Hypothesis to Motivate a.From the Economic-man hypothesis SPEC should increase employee抯 Bonus of Total Income from 23% to 40-45% with the joint assessment of economic responsible system and 揥ater Bucket Principle? which means employees with poor performance will receive punishment given by SPEC management. b.From the Social-man hypothesis a 揈mployee抯 Compliant Room?joint with 3 SPEC computer抯 LAN system should be set up within H.R. Department to collect, listen, pass, record and review employees complaints and unsatisfied comments with sincerely attitude. SPEC also should provide feedback to the employee raising complaints on the regular basis. c. From the Educated Culture-man hypothesis SPEC should make full use of 11.4% model production teams system to exchange SPEC specific information from top management and information /experience between employees and managers, and communicate with management level for management improvement and contribution. A Focusing on 4 Levels for Incentive a. SPEC should treat employees with low capability and high commitments by a copy/an example of 揅areer Development Plan?from Lucent (China) Co., Ltd., help SPEC new corners conduct the job training before moving to working posts and gradually find their proper career Anchor. b. SPEC should treat employees with medium-high ca...