Organizational Behaviour Project: Ford Motors Analysis Report

This report provides a comprehensive analysis of organizational behavior within Ford Motors. It begins with an executive summary, followed by an introduction that outlines the report's objectives, which include analyzing the company's organizational behavior issues, particularly focusing on employee job satisfaction. The report then addresses the research question of how to increase non-monetary benefits to enhance employee job satisfaction. It recommends various strategies, such as praising and recognizing employees, providing growth and learning opportunities, offering promotion opportunities, promoting work-life balance, and encouraging employee participation. The report includes a SWOT analysis of Ford Motors, highlighting its strengths, weaknesses, opportunities, and threats. It also explores key organizational concepts like job satisfaction and the impact of monetary and non-monetary rewards on employee motivation. The report concludes by emphasizing the importance of addressing these issues to improve employee satisfaction and overall organizational success. This report is a valuable resource for students studying organizational behavior, providing practical insights into real-world challenges and potential solutions within a major corporation like Ford Motors.

Running head: ORGANIZATIONAL BEHAVIOUR
Organizational behaviour
Name of the student
Name of the university
Author note

1ORGANIZATIONAL BEHAVIOUR
Executive summary
The paper aims to analyze the issue of organizational behavior for the chosen industry, Ford
Motors. This paper is an analysis of the diverse understanding of the OB issues and their
nuances. This will also be explaining the four organization behavior issues of the company
and the existing gap of the organizational operation. With the use of the relevant theories, this
paper will beanalyzing multiplicity of concepts within the industry analysis. The paper has
targeted the existing gaps of the chosen company by conducting the SWOT analysis. Hence
relevant solutions have been recommended for the effective management of the
organizational behavioral issues. This paper aims to summarise the issue of organizational
behaviour by referring to the underlying concepts of the same.

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Introduction
The report aims to analyze the organizational behavior issues within the context of the
chosen company. The report will be based on the analysis of issue for the company, Ford
Motors. The report is divided into four distinct parts focused on the gap analysis while the
last part of the analysis is the recommendations based on the gap analysis.
The concept of organizational behavior is associated with the factors impacting the
job performance of the employees, their interaction, job commitment and many other issues
(Bradler et al., 2016). It is the study of the behaviour of people within the government context
of the organization. It is the study of the behavior of the group and individuals of the
organisation. Hence it could be understood that the organisational behaviour is the systematic
analysis of the human behaviour within the work environment (Vibert, 2017). There are a
number of factors that impact the organizational behaviour of the individual. The chosen
company for the analysis here is Ford. The report will be analysing the organisational
behaviour issues this company is facing with the attempt to formulate the recommendations.
Statement of the research question
In terms of monetary rewards to the employees, the company has not seen a negative
growth however in case of the non-monetary growth of the employees; Ford motors have not
seen a positive growth. Hence the obvious question arises here is:
RQ1. What are the ways of increasing the non-monetary benefits of the employees
that can enhance the job satisfaction of the employees?
Recommendations

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The concept of employee satisfaction is one of the crucial aspects of organizational
success, however, it is important to consider the fact that employee satisfaction depends on
the two-way approach of monetary and non-monetary benefits (Posey et al., 2018). In case of
the chosen organization, the Ford Motors, it can be highlighted that the issue of job
satisfaction is comparatively higher than other motor manufacturing companies, however, it
cannot be ruled out that employees have lower job satisfaction due to the factors of lack of
growth opportunities. It has been criticized that chances of personal growth and benefits
along for people with higher aspirations find lesser opportunities to grow on the individual
level. It has further argued that there are a number of technical task for the employees with
the non-technical background, this leads to the burden of tasks for the employees and builds
internal and external pressure. It has also been argued that the issue ofwork-life balance of the
employees are one problems that requires further discussion since it is one of the most crucial
aspects of higher job satisfaction.
Hence it is to be argued that there is a need to develop a robust structure of monetary
and non-monetary benefits for enhancing higher job satisfaction of the employees. This is
significant to consider the fact that money has been one of the primary sources of inspiration
for people. However, the non-monetary aspects of incentives are not been researched upon
and this has led to the issue of non-availability of number such incentives. Hence there is a
need to develop a number of avenues for channeling equal benefits to the employees in terms
of non-monetary rewards.
Praise and recognition of the employees:
In the employee satisfaction survey, it has found that 55% of employee satisfaction
depends on praise and recognition of the employees than the monetary benefits (Vibert,
2017). Money is leveled at a higher position in terms of motivation, however, praise and

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recognition of the employees' work is another important pillar of job satisfaction (Guo et al.,
2015).
Growth or learning opportunities of the employees: It has been previously criticized that one
of the issues with the employee management of the Ford Motors is lack of growth
opportunities. Hence it is crucial to consider the fact that options of personal development
and growth in terms of improvement of skills, training and clear career advancement
programs are one of the pillars of success. This has been argued that over 17% of employees
of an organization leave their present jobs due to the factors of unclear career advancement
programs (Bullock et al., 2015).
Promotion opportunities:
This is one of the effective tools for managing higher job satisfaction of the
employees. This has been argued that if employees are offered enough promotion
opportunities in their job, this enhances their dedication toward their jobs. This helps the
individual to get psychological satisfaction for the job he or she is performing (Vibert, 2017).
This is also one of the ways of improving job performance since it is one the methods of
feeding the social, emotional and functional aspects of jobs (Jimmieson et al., 2016). This
tool is effective in managing robust workforce tithing the organization since it is based on the
belief that better performance of the employees can lead them to acquire higher positions in
their respective fields.
Work-life balance:
The need for work-life balance has been defined by the psychologist as the division of
energy between the personal aspects of an individual with that of the work. This is one of the
crucial aspects of maintaining a balance since it has been recognized that pressure of work on
an individual can lead to the sense of frustration and loneliness and gradual demotivation

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from work(Wilson, 2018). Acknowledging the employees at every step of development is
required to make a balance between their personal and professional life. Hence it is one of the
non-monetary aspects of rewarding the employees.
Employee participation and diversification of job profile:
Involvement of the employee in the decision-making process and diversification of
the job. There is a number of instances where the employees have been burdened with tasks
outside their job profile and this has led to the further problem of dissatisfaction. Hence it is
important to consider the fact that diversified job profile and allocation of right jobs to the
right people is another pillar of ensuring high satisfaction through the non-monetary benefits.
Company information
Ford Motors is a multinational company having it's headquartered in Michigan, was started
by the great Henry Ford in 1903 (Ford Corporate, 2019). This company has the
specialization in the automobile sector and manufacture vehicles for commercial use. This
brand enjoys the global image due to the luxury cars it manufactures. It also has a global
reputation for the joint venture with one of the greatest Chinese brands (Changan Ford) and
many other joint ventures across the world. This company also enjoys the brand image and
the global reputation due to the elaborative engineered manufacturing sequences; it later
came to be known as “Fordism”. This is the second largest automaker company of the US
and the fifth largest in the automobile sector of the world (Ford Corporate, 2019). Even
though the company enjoys this global reach, during the financial crash of 2008, the company
was on the verge of bankruptcy and it is significant to note that the company faced certain
global volatility of the international market. Hence it is crucial to conduct the market research
to highlight the strength and weakness the company is facing.

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A SWOT analysis of the Ford Motors
Strengths Weaknesses
 It is one of the largest automobile
manufactures of the world and enjoys
a global reputation. Moreover, it has
the Ford and Lincoln under its
banner.
 Ford Motors has one the largest brand
value among all the automobile
industries of the world worth of
$9.771 billion.
 This company has committed itself to
the use of new technologies and a
competitive edge in the market. The
product quality is high in comparison
to other brands of the industry.
 In terms of the market share globally,
Ford Motors enjoys share largest
share in the U.S, Canada, UK, and
Argentina.
 One of the primary issues of the
company is the product failure in the
recent past which has been one of the
issues of lowering brand image of the
same. It has been named in much
international market for the failure of
safety measures.
Threats Opportunities
 One of the threats that Ford Motors is
struggling with environmental
regulations.
 It is to be mentioned that the
company has the opportunity for
future expansion by penetrating into

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 High cost in comparison to the
competitors.
 Limited scope for the production
network.
the national and international market.
 There should also be a reduction of
cost in order to get a competitive edge
in the market.
Analysis:
The SWOT analysis of the chosen company has been undertaken to highlight the
strength, weaknesses, threats and the opportunities of the industry in the market
(Phadermrod ,2015)The analysis of the market research explains that the company enjoys a
global reputation in terms of innovation and expansion since its inception (Naranjo-Valencia
et al., 2016). It is crucial to note that the company is one of the giant manufacturers in the
automobile sector. It has been rapidly expanding in the global market in terms of global
production. The company has successfully utilized the latest technology and it is contributed
to getting a competitive edge in the market. In terms of the market share and global
technology utilization, Ford Motors enjoys exceptional status in the global automobile
industry. However, it is not to deny the fact that the company has failed to maintain the
product quality in the recent past which has been one of the reasons of the falling band image
in the market. It has also been found that Ford Motors in the recent past have not been able
to maintain the environmental standards. It has been facing some of the challenges of
violation of the fuel efficiency and emission of the greenhouse impact. Nonetheless, it is not
deny the fact that Ford Motors have number of opportunities in the market in terms of future
penetration of the national and international market. Hence it could be argued form the above
discussion that the company has chances of future growth and development if the issues of
weakness are resolved in time.

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Organizational concepts: job satisfaction
This part of the analysis deals with the existing organizational behavior practices of
the company to find out the possible gaps. One of the primary organizational concepts is job
satisfaction (Miner et al., 2015) It is important to consider the fact that job satisfaction is one
of the key factors of organizational success, satisfied employees are the most productive
employees, and hence it is necessary to highlight the issue of job satisfaction within the
context of Ford Motors. Some of the issues of job satisfaction of the company deal with the
are lowering job satisfaction of the people. It is to be noted that job satisfaction of the
employees have lowered from 77 to 72 in the last two years and it is significant to consider
some of the organizational behaviors issues attached to the reduction of higher job
satisfaction. One of the crucial aspects of job satisfaction is monetary and non-monetary
rewards the company offers (Lee et al., 2016). It is therefore important to find out the gap
reflected in the lower job satisfaction of the Ford motors employees. It has been highlighted
previously that the Ford motors have been successful in maintaining the higher work-life
balance of the employees even though they have been failing in the non-monetary side of
development (Razak et al., 2016). It has been observed by previous researches that the
learning curves of the employees are skewed in the company and employee fail to achieve
personal growth in many respect. It is important to note that personal growth along with
monetary rewards is one of the crucial aspects of job satisfaction. Another aspect of the
company are facing in the recent years are the proper articulation of the roles and
responsibilities to the employees. It has been argued that the allocations of roles are not
properly shared with the employees who fail to create a sense of responsibilities on part of the
employees (King et al., 2016). This raises the basic question of the existing organizational

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behavior practices of the organization since it is facing challenges of ensuring higher job
satisfaction of the employees.
Organizational theories: Maslow’s theory of the hierarchy of needs
Hence it is important for us to look into the organizational behavior theories in order
to find out the most suitable theories to bridge the gap of lower job satisfaction of the
employees of the company.
Theories of job satisfaction as presented by Abraham Maslow in 1960s mentions the
need of catering to the issues of the employees are one of the crucial factors of the
organizational success (Neubauer et al., 2018). According to the Maslow’s hierarchy of
needs, the issue of job satisfaction is the systematic process of consideration of multiple
factors like self-actualization, esteem, social safety and physiological needs (Neubauer et al.,
2018). In order to recommend the possible means of bridging the gap of the existing issue of
the company with what is required to be adopted within the organizational set-up.
Recommendations
 The company should enhance their focus of safeguarding the social needs of the
employees which are the effective management of the feeling wanted within the work
environment. This process is to be initiated by the company by ensuring shared
responsibilities and duties among the employees of the organization. This will be
ensuring a developed sense of responsibility of the employees and help them develop
the sense of being part of the system.
Managing diversity at Ford

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Diversity is one of the crucial aspects of employee management since it is considered
to be important to have employees recruited from a diverse background. Throughout the
company’s history inclusion has been much important since it is considered to be creating
diverse employee base for the company (Alshaabani et al. 2018). Diversity is visible at every
level of their management, from board management to the engineering centers. It is one of
the key aspects of their success in the global market. It believes in ensuring equal opportunity
to all the employees irrespective of cultural and social diverse background. Ford has adopted
a number of strategies for ensuring higher inclusion of employee and it has taken up
strategies. Moreover, it is crucial to note that organizational conflict is one of the most
predictable events of every setup, however, the impact of diversity at the workplace can
reduce the amount of organizational conflict (Ashikali et al., 2015). This is dependent on
types of corporate culture that enhance or reduce diversity at the workplace. Ford has
recruited a huge number of immigrants and African-American employees; it has also
contributed in the upliftment of the disabled persons from diverse background (Holck et al.,
2016). However, it is important to consider some of the existing gaps of the company in
managing diversity within the company.
Theories of diversity management
According to the institutional theories of diversity, it has been argued that the
existence of an organization cannot ignore the social context in which it exists. Moreover
from the perspective of the management, in order to gain legitimacy of their operations,
organizations tend to keep diverse employee management since it is considered to be
important to maintain diverse workforce for organizational success (Alshaabani et al. 2018).
While on the other hand, the resource-based theory of diversity management takes into
consideration the importance of human capital within the organization since it is one of the

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main pillars of a successful organization. This is based on the belief that one of the resources
of the organization can either inhibit or assist the stricture of growth for the organization.
Recommendations
Hence it can be argued that the importance of diversity management should have a
more targeted approach. In the case of Ford Motors, the company has a robust system of
diversity management, however, it is to be noted that the company should have enhanced
focus on the issue of:
Organizational culture
Organizational culture is the system of value formation, beliefs, assumptions
and ways of interaction between the employees and the management of the
organization. It helps to develop the social, psychological environment of a particular
organization (Lumineau et al., 2015). In case of Ford Motor, their organizational
culture is based on the four models of foster functional and technical excellence of all
the jobs, sense of togetherness in working, the value-based performance of jobs and
delivering results in times.
However, what is interesting here is to note that there is a number of disadvantages
and issues of present organizational culture. It has been observed that the company
have reluctance in flexibility management. This has been highlighted as one of the
factors if low resilience and lack of problem-solving processes. Hence it is important
to consider the fact that this organizational culture requires changes in their
operations.

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Theories of organizational culture
According to Edgar Schein, organizational culture is divided into four distinct
parts while the first part is related to the artifacts and symbols, this is associated with
the surface of the organizational functioning while the next part of the encircle is the
espoused values which is the most important part of the analysis(Alvesson et al., 2015).
Hence for any possible changes, it is important to target the espoused values of the
organization in order to bring out possible changes. The third most important aspects
of the organizational culture are basic underlying assumptions of the company
(Alvesson et al., 2015). Hence it can be argued in this regard that company like Ford
has one of the underlying issues of flexibility in their organizational culture. Therefore
it can be highlighted form the discussion that underlying assumptions of a less flexible
work culture that Ford Motors have presently.
Recommendations
Considering the gap between the current organizational culture of the company
and the underlying values that it is based on, it can be recommended that the company
should bring positive changes in:
Determining the company values as a team: it creates a solid foundation for the company
when the goals and targets of the company are implemented as a team. This is to be
considered that the individuals feel enhance the sense of dedication towards work.

13ORGANIZATIONAL BEHAVIOUR
Care and concern: Positive organizational values can be implemented by enhancing
care and concern for the employees. This includes flexibility of time and job, better
work lie balance and concern of the leaders towards the employees of the
organization.
Leadership roles
The role of a leader is one of the most crucial aspects of organization success. This is
crucial to acknowledge the fact that the role of a corporate leader is different from the
leadership roles of any other structure (Lussier et al., 2015). This role includes the
three-way approach inclusive of having visions for the company for the next five
years, empowerment and energy transmission to the employees of the organization
and lastly the role of encouragement (Azeem et al., 2015). The successful fulfillment of
all the parameters of this role helps the organization get proper guideline for future
endeavor. In case of the Ford Motors, it is important to consider the fact Ford Motors
has been losing in Europe in the last few years and it is important to consider the fact
that rapid change of leadership has not solved this underlying issue of loss. Hence it
can be highlighted that change of leadership leads to the rapid change of the
organizational values.
Theories of leadership
According to the trait theory of leadership, the leaders are born and not made.
It is believed that there are certain traits of every leader and it is these traits that
contribute to the development of a true leader (Lussier et al., 2015). However the other

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theory of leadership it is believed that there is a certain behavioral aspect of a true
leader and it is important to consider the fact that these leaders are able to provide
effective guidelines to the employees of the organization(Razak et al., 2018). Since the
issue of leadership found in Ford Motors related to the rapid change in leadership
roles, it can be recommended that:
Some of the issues of loss of the company have not been addressed due to the issues
with the leadership roles, hence it can be recommended that enhanced commitment
and problem-solving attitude is required in order to address the crucial aspects instead
of a rapid change in leadership (Lussier et al., 2015). This leads to the process change in
values of the organization.
Conflict management and listening to the problem: conflict management is one of the
most crucial aspects of effective employee management of the selected organization.
This is essential to consider the fact that listening to the arising from the employees
with their effective management depends on the role of the leaders and their skills of
managing such organizational issues (Miner et al., 2015).
Alternatives
Among the above-mentioned recommendations and considering the issues of
organizational behavior issues of Ford, it can be argued that it is apt to imply the
strategy of praise and recognition of the employees in the organizational context. This
has been argued that Ford Motors has been facing challenges of lower job satisfaction
of the employees, reasons of which can be contributed to the factors of less flexibility
of work and lack of work-life balance. It is crucial to consider the need for praise and

15ORGANIZATIONAL BEHAVIOUR
recognition of the employees within the organizational context. The requirement of
recognition of employee performance is due to the factors of an enhanced sense of
self-esteem. Even though it has been argued that such positive effects are relatively
short-lived, however, it is not to deny that Jim Hater, a scientist of the performance
management mentions that the impact of recognition of employee performance is one
of the non-monetary aspects of higher job satisfaction of the employees. This has been
further argued that employees who get more praise and recognition at regular intervals
are the one who is more likely to stay within the organization with an enhanced sense
of commitment and dedication to their work (Miner et al., 2015). It has been observed
that the Ford Motors has been facing challenges for the development of the robust
structure of employee management which is the primary reasons for choosing this
alternative recommendation.
Recommendation
Under the praise and recognition strategy as a method non-monetary benefit to the
employees, Ford Motors should recommend the following suggestions:
 Day-to-day recognition of praise of the employees, this is one of the ways of
motivating the employees after their every performance (Miner et al., 2015).
This will constitute one of the constant methods of employee motivation
through the little words of encouragement.
 The process of formal encouragement: this type of recognition of the
employees of ford would be contributing to their higher achievements.

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Employees of Ford Motors should be introduced to the process of formal
recognition and celebration of little achievement
 The last kind is the informal recognition: informal recognition of the
employees would include gestures of appreciation and encouragement as this
will act as a tool for boosting the morale of the employees. Moreover, it will
help to provide a sense of ownership for every asset of the company. However,
it is important to consider the fact that all these programs are to be clearly
defined and it is to be communicated to the employees of the organization
through the process of effective channels. This program should also be
inclusive of the formal and informal praise and recognition of the employees.
Conclusion
The issue of organizational behavior is associated with the study of human
behavior within an organizational context; this is defined as the interface of human
behavior and the organization itself. Hence this study presented the study of employee
behaviors of the employees of Ford Motors and this has been observed that non-
monetary benefits is one of the key aspects of the company. This paper analysed the
nuances of the issues from diverse perspectives and it can be concluded from the
above discussion that monetary benefits is one the major reasons for employee
motivation of the company: however it is not to deny that non-monetary benefits in
terms of praise and recognition is another pillar of the organizational success.

17ORGANIZATIONAL BEHAVIOUR

18ORGANIZATIONAL BEHAVIOUR
Appendix A
Interview questions and answers of the manager
Q1. What are the factors that impact productivity of your company and what is the future of
mobility for Ford Motors?
This company has been performing its best over the last 100 years and it has been
highly successful in their entire endeavour, however in case of the focus to be change, the
company is shaping and reshaping its approach. This is more understanding of the nuances
what serves people better and their primary concerns in order to target productivity. Hence
the enhancement focus and immediate goal of the company is people and their demands.
Q2. What is your stake about the employee management of Ford and what is your view of the
engagement of the employees?
This is important to answer that unless all the stakeholders and employees are
engaged within the fold of the organization it is not possible to grow individually and
collectively. There are number of benefits and growth opportunities for the employees to
enhance their quality of life and ensure higher work life balance.
Q3. What is the way your company is bringing the stakeholders of the company together?
There are several opportunities for the people and the stakeholders and it is not based
on the one universal model instead it is based on the multimodal experiments of the new

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opportunities to create value for both the employees, stakeholders and the company. This is
based on the collaboration model.
Q4. Tell me about the future aspirations of the company and the growth of the employees of
the organization in the near future?
The company is aspiring to make change in their approach in order to have a holistic
understanding of the underlying factors. This approach will be focusing on the development
of the organization and the employees. It has already taken up new ventures in term of star t –
ups and focus on the management of the market uncertainty in market. For development and
personal growth of the employees of the organization, the company has taken up number of
policies and strategies in order to ensure higher satisfaction of the employees. However it is
equally important to have engagement of the employee and the managers at every stage of
development.
Interview questions and answers of the employee
Q1. What are the factors that impact the motivating aspect?
The company ensures a higher monetary benefit which provides the sense of security
and motivation for the commitment and dedication in job. However it requires more attention
to the issue of better work life balance since it is difficult at times to manage the work
pressures and remain dedicated towards the work at the same time.
Q2. What are the positive changes that are required to have better commitment and
productivity form the employees’ side?

20ORGANIZATIONAL BEHAVIOUR
It is crucial for the management of the company to ensure increased number of leaves
and flexible timing for the employees which will some scope for the development of the
personal aspirations of the employees and it is also crucial to ensure other personal
development programs .
Q3. What are the challenges you are currently facing as a productive employees of the
company and what are the positive changes are required to be introduced by the
management?
Current issues faced by the employees of the company is the high work pressure and
the lack of time management, This leads to the problem of extra pressure on the employees
and challenges the effective management of their personal and professional balance. Some
of the issues that the management to the company is expected to bring for the employees of
the organization are:
 Less work hours and increased number of non-monetary incentives in terms of skill
development programs.
 Higher attention the performance management of the employees in terms of monthly
and quarterly recognition of the employees.

21ORGANIZATIONAL BEHAVIOUR
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