Line Workers Apathy at a Manufacturing Plant Analytical Essay by scribbler

Analyzes a problem of employee apathy among line workers at an automobile parts manufacturing plant Cardington Yutaka Technologies (CYT), a supplier for Honda America.
# 151806 | 1,650 words | 5 sources | APA | 2012 | US
Published on Sep 25, 2012 in Business (Management) , Business (Human Resources) , Labor Studies (General)

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This paper explains that Cardington Yutaka Technologies (CYT) has a high turnover rate because of employee apathy toward their jobs and towards the company itself. After reviewing the very negative employee postings to the website, the author identifies themes relating to unfair firing, feeling degraded, incompetent management, class separation, management lies and cultural problems. The paper explores the role of motivational theories, organizational leadership and power and influence and its relationship to resolve the problem of high turnover.

Table of Contents:
Description of Organization
Current Situation

From the Paper:

"Organizational performance requires employee engagement and motivation. If the employee does not feel a sense of commitment and personal satisfaction, it can destroy company productivity. Trahant (2007) examined several myths about enhancing employee effectiveness and improving organizational performance. The first myth is that commitment is the only factor needed to ensure success. Trahant found that managers need to go beyond commitment and create an atmosphere of engagement, enablement and integrity. Engagement means giving employees a clear image of what they need to do to succeed in their daily jobs. Enablement means giving employee the effective training that they need, setting reasonable workloads, and giving employees some control over how their work gets done. Integrity means living up to organizational values.
"Based on Trahant's first managerial need, managers at CYT fail on two out of three aspects. Employees do know what is expected of them and are provided the proper training for their individual jobs. However, management needs to examine new ways of managing workloads so that employees do not feel stressed over being given an impossible amount of work. In terms of integrity, managers need to prove to employees that they can be trusted."

Sample of Sources Used:

  • Buttner, E., Lower, K. & Billings-Harris, L. (2006). The Influence of Organizational Diversity Orientation and Leader Attitude on Diversity Activities. Journal of Managerial Issues. 18 (3): 356.
  • Jobvent (2010). Working at Cardington Yutaka Technologies - Reviews by Employees. Weblog Posts. Retrieved February 26, 2010 from technologies-job-reviews-C5852
  • Reisel, W., Chia, S., & Maloles, C. et al. (2007). The Effects of Job Insecurity on Satisfaction and Perceived Organizational Performance. Journal of Leadership & Organizational Studies. 14 (2): 106+ Retrieved from Questia Database.
  • Trahant, B. (2007). Debunking Five Myths concerning Employee Engagement: A Recent Report Debunks the Myths and Reveals Practices for Enhancing Individual Employee Effectiveness to Improve Organizational Performance. The Public Manager. 36 (1): 53+. Retrieved from Questia Database.
  • Walumbwa, F., Avolio, B., & Zhu, W. (2008). How Transformational Leadership Weaves Its Influence on Individual Job Performance: the Role of Identification and Efficacy Beliefs. Personnel Psychology. 61 (4): 793+. Retrieved from Questia Database.

Cite this Analytical Essay:

APA Format

Line Workers Apathy at a Manufacturing Plant (2012, September 25) Retrieved September 24, 2023, from

MLA Format

"Line Workers Apathy at a Manufacturing Plant" 25 September 2012. Web. 24 September. 2023. <>