The organizational problem of General Mills Inc.
As organizational behavior plays an important role in managing an organization, so it is necessary to discuss some issues about organizational behavior. This essay will introduce General Mills, Inc. briefly and summarize the problem of General Mills, Inc. This essay will also show the discovery in academic literature about the problem. The aim of this essay is to analyze the problem relevant to academic literature and illustrate the main aspects of the problem. Through this essay, readers will find that academic thinking is useful in understanding problems and changing things. Overview of General Mills, Inc.
General Mills, Inc. is a fortune 500 corporation，mainly engaged in food production business. General Mills, Inc. is also a historical American company since 1866, headquartered in Golden Valley, Minnesota, a suburb of Minneapolis. The main brands include Häagen-Dazs, Betty Crocker, Green Giant, Jus-Rol, Nature Valley, Old El Paso. The fundamental goal of General Mills is to innovate people’s lives healthier, easier and richer (Sanger 2006). Summary of the organizational problem
This essay is going to discuss the motivation problem in General Mills Inc. There are two main problems about motivation in this organization. The first problem is that employees are not satisfied with their jobs. Another problem is that manager stimulates employees in the wrong way. For instance, manager only uses bonus to motivate employees. This essay will research more on these two aspects. There are two examples respectively about job satisfaction and stimulating employees. The first example is my personal experience in General Mills. To be precise, I have got the part-time job in Häagen-Dazs store. Before starting work, I have attended the induction training. The induction training includes the history of General Mills, the development process of Häagen-Dazs, and the requirement of servicing customers. The induction training shows the professional of General Mills. I have found that General Mills was facing the costing pressure after working in Häagen-Dazs for a period. As the manager intended to reduce the salary costs, though the salary is already very low about £0.86 per hour if converting to pound. For example, the manager called me to work during the legal holiday because they are lack of staff that day. I was happy to go because I can get triple salary working during the legal holiday. When I arrived store and only worked for two hours, the manager asked me to leave because the store was not as busy as she expected. As long as I left, then the manager only needed to pay me two hours’ salary. Through this event, I think General Mills seldom consider whether employees are satisfied with their job. Actually, the main problem is not about money, it is that how the manager treats employees. This thing made me feel unhappy because the manager did not consider my feeling. She just thought about her own situations. Employees did not enjoy their job, as they have not received respect from their leader. The next example will show the result of stimulating employees in the wrong way. Several years ago, a factory belongs to Green Giant has arisen a problem that customers found insect residual limb in the packing bag of frozen beans. The manager designed an incentive plan in order to improve production quality and cleanliness. The plan was that employees who found insect residual limb could get the bonus. The result was quite different as the manager expected. The reaction of employees was that they brought insect residual limb from home and put it into the packing bag of frozen beans. Then they found insect residual limb to earn bonus. This is not an extreme example, but it reflects a serious problem. Motivation can improve the employees’ performance, but cannot make sure that employees are rewarded through moral or ethical ways. Through this event, we can find that it is...
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