Case Involving Motivation Problems – Hong Kong Avionics
Case Involving Motivation Problems – Hong Kong Avionics
I/ Case study introduction
This report analyzes motivation problems of HKA. HKA stands for Hong Kong Avionics. it researches and develops a new technology called “Very Fast, Very Accurate” (VFVA). HKA would like to recruit more staff. Prior to do so, they, however, hire an outside consultant to assess employee needs as well as the moral and overall effectiveness. The consultant studies HKA’s situation by observing HKA and interviewing its employees. She has written down her impression and observations of the company into 6 categories: facilities, meetings, work allocation, turnover, salary and benefits and offices and facilities.
After making those observations, the consultant interviews a cross-section of staff. She interviewed technical staff, scientist and administration staff. Our HKA’s motivation problems analyzing mainly bases on her impression, observations a excerpts from the interviews.
II/ Theory Review 1. The Balanced Scorecard Concept
The balanced scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals. It was originated by Drs. Robert Kaplan (Harvard Business School) and David Norton as a performance measurement framework that added strategic non-financial performance measures to traditional financial metrics to give managers and executives a more 'balanced' view of organizational performance.
The “new” balanced scorecard transforms an organization’s strategic plan from an attractive but passive document into the "marching orders" for the organization on a daily basis. It provides a framework that not only provides performance measurements, but helps planners identify what should be done and measured.
I/ Case study introduction
This report analyzes motivation problems of HKA. HKA stands for Hong Kong Avionics. it researches and develops a new technology called “Very Fast, Very Accurate” (VFVA). HKA would like to recruit more staff. Prior to do so, they, however, hire an outside consultant to assess employee needs as well as the moral and overall effectiveness. The consultant studies HKA’s situation by observing HKA and interviewing its employees. She has written down her impression and observations of the company into 6 categories: facilities, meetings, work allocation, turnover, salary and benefits and offices and facilities.
After making those observations, the consultant interviews a cross-section of staff. She interviewed technical staff, scientist and administration staff. Our HKA’s motivation problems analyzing mainly bases on her impression, observations a excerpts from the interviews.
II/ Theory Review 1. The Balanced Scorecard Concept
The balanced scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals. It was originated by Drs. Robert Kaplan (Harvard Business School) and David Norton as a performance measurement framework that added strategic non-financial performance measures to traditional financial metrics to give managers and executives a more 'balanced' view of organizational performance.
The “new” balanced scorecard transforms an organization’s strategic plan from an attractive but passive document into the "marching orders" for the organization on a daily basis. It provides a framework that not only provides performance measurements, but helps planners identify what should be done and measured.