Gap Analysis: Riordan Manufacturing
Running head: GAP ANALYSIS: RIORDAN MANUFACTURING
Gap Analysis: Riordan Manufacturing
University of Phoenix
Gap Analysis: Riordan Manufacturing
“Most managers regularly grapple with the complex challenges presented in rewarding and compensating employees” (Dreher & Dougherty, 2001). When managers fail to establish the correct levels of recompense, decreased employee motivation and increased turnovers will likely result. Many organizations, national and global, cope with this issue, and Riordan Manufacturing is no exception. A successful producer of global plastics, Riordan Manufacturing continues to experience issues related to an outdated rewards system and an ineffective human resource management system. In this gap analysis, issues causing employee dissatisfaction will be identified as well as solutions to help Riordan put the company back on track.
Situation Analysis
Issue and Opportunity Identification
Riordan Manufacturing is facing multiple issues related to employee unhappiness. “The company recently conducted their annual employee survey, which revealed a decrease in overall job satisfaction, particularly in the areas of compensation and benefits” (University of Phoenix, 2008). This information along with continued concern expressed from the executive leadership team led to the hiring of HR consultant, Barbara Masterson, who examined the issues raised in the employee survey. Barbara’s employee satisfaction audit revealed employees do not feel as if compensation packages and career decreased motivation (University of Phoenix, 2008). Riordan has the opportunity to change this image by entering into an exchange relationship with its employees whereby “both parties contribute and each expects the other party to contribute to the exchange. This concept, organizational justice: equity theory, is especially valuable for diagnosing and suggesting solutions to motivational problems”...
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