Ram Singam -Electro Logic writeup 1.

Motivational Strengths and Weaknesses of Electro Logic Strengths: Electro Logic (EL) employees are part of a highly dynamic industry and they are given the opportunity to make a difference in IT through great perfection of the VFVA system Salaries and wage raises are offered based on performance, stimulating as such EL staff members will increase their efforts in supporting the organization reach its overall goals On-campus-job training programs are motivating as the employees are able to learn from their colleagues in a familiar environment, maximizing the chances of future successes The company is continually evolving, engaging as such its employees in a complex dynamic process, which maintains their motivation and reduces routine work EL creates opportunities for social interactions, which increase morale and employee collaboration Weaknesses In Electro Logic the fact that major funding comes primarily from the government, the budget for this company was not fixed for a long term, employee benefits, Health insurance premiums can change any time, no job security for employees; thus employees levels of motivation, and consequently performance and Outcomes are negatively affected. The selection criteria for the newly appointed responsibilities were rather arbitrary and this could generate dissatisfaction. Advancement opportunities are unclear to employees as such fail to properly motivate the EL employees. The internal structure of EL organization is based on vertical hierarchy, with employees being given limited access to distinguish them. The more flat the organization the better the motivation and performance. Reinforcement is missing. The three locations of the Electro Logic separate buildings reduce the employee's ability to concentrate and integrate as a team and also reduce their morale on High-Priority Actions. The micro management in some areas should be reduced in the main building. The Administrative department should be treated fairly as it is also part of the company. The appreciation and integrated team work is missing at the Electro Logic. This reduces the outcomes. Employees personal needs are not recognized by the managers thus reducing the satisfaction.

2. High Priority action items needed for Electro Logic for motivating employees.

The ultimate success of Electro depends directly on their employees' skills and desires to work, which determine performances and final outcome. In order to ensure higher levels of commitment to the actual causes, president of EL should consider the simultaneous implementation of several strategic actions. Financial Stability: Steve Morgan has to work hard to make and feel the employees that Electro Logic is Stable in terms of financial situation though it is funded by Government. There should not be insecurity felling in the employees about the funding and job security compared to other larger firms. This motivates the employees to work hard and loyal to Electro Logic. Integrated Hierarchy and rewards: Rewards should be granted in specific manners. The company should encourage professional promotion based on the performance and tasks completed on a project by the employee. There should be opportunity for growth. The managers have to recognize and reward the employee accomplishments. The managers should be more transparent and easily reachable to employees. The Organization should be more flattened and should be open to reach higher managers. Team Integration: All the operations should be conducted in a transparent manner and all the employees should be informed, and at all even consulted, in reference to corporate decisions. The Corporate goals should be transparent to employees. The teams achievements should be rewarded in employee group meetings. The project statuses and up to date company goals should be shared with all the employees. All the departments and teams should be treated with respect and value. Even the administration department is very valuable for the company success. Additionally, promotions and salary raises should be in accordance with a logic schedule that will tell employees why or why not are they subjected to modifications in status. Foremost, the management must consider the long term plan for premiums and bonuses, alongside with other incentives, such as extensive medical coverage or flexible schedule. All these would lead to loyalty and motivation in Electro Logic employees.