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Identify key problems/issues for Engstrom. What are the objectives at this critical point for the company? In what ways do workers at Engstrom contribute to the organizational objectives such as the production of high-quality products? We might assume that "motivating workers to continue to make these contributions" is the critical Problem that Engstrom and Ron Bent face. Applying PrOACT further, Objectives might simply be removing obstacles that stand in the way of employee motivation. Such obstacles might include:

a-Performance goals are too difficult, outside the workers' scope (dependence on others), or simply misunderstood [Expectancy Theory: E->P]

b-Workers lack skills (poor training/education or low aptitude) [Expectancy Theory: E->P]

c-Rewards to workers are late or insufficient [Expectancy Theory: P->O]

d-Workers see others (other workers or management) free riding or being unfairly rewarded [Equity Theory]

e-Workers are paid well, but find little meaning (inclusion, relevance, variety, freedom, development, etc.) in their work [Job Characteristics Theory, Maslow]

f-Workers are given adequate job satisfaction or growth opportunities, but lower level needs are not being met [Maslow]

Describe the pros/cons of the Scanlon plan in these terms.

Step 3 (Initial Posts)

In these same terms, reflect on the Consequences of switching to an incentive plan based entirely on individual performance. Which obstacles are removed? Which are introduced? Should they get rid of the Scanlon Plan?