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MW News
Motivation of a Workforce
08.22.2007 -
MOTIVATION OF A WORKFORCE – Transferring Paranoia on to Others
"I need to find a way to pass on my concerns about staying competitive in the global manufacturing market on to my employees" says John Winzeler (owner & President of Winzeler Gear Company). The question of what "motivates" an incumbent workforce to pursue a higher level of skill and knowledge in a situation where it is not required is the challenge that employers are facing today. Winzeler Gear deals with this problem within the plastic injection molding industry. This particular industry has become highly automated and one of the most cutting edge in machining and robotic technology. Incumbent molding technicians are provided with a high level of customized training curriculum, covering both theory and hands-on modules.
The problem that company owners are experiencing is that their incumbents' are not asking the question, "How can I enhance my current skill-set, acquire additional industry knowledge and machine familiarity?" Employers like Winzeler Gear, that are "globally aware" realize the absolute value of increasing ones skills to streamline the production process to ultimately acquire new business accounts. If they do not or can not do this, Chicago based companies will lose international business and sales become stagnated. A critical effort must be made to address incumbent workers career goals for them to realize that they are the only people that can change the culture within a company to increase productivity directly impacting the bottom line.
PROBLEM
Winzeler Gear located in Chicago's Harwood Heights area currently employs 45 people and manufacture plastic molding parts, tools and equipment for various medical and aerospace companies. Their production floor is nearly all automated containing Plastic injection molding machines. Winzeler's operation incorporates the "Lean" manufacturing practices. The problem Mr. Winzeler realized was that there was such an extremely small amount of employees that came to him and wanted to learn more to become an even more valued employee. He is a strong advocate of pursuing your education, several years ago his vision was to put all of his employees through college but that goal has since been modified. So Mr. Winzeler is trying to understand the reasons for this lack of motivation; did he initially not hire the right type of person for the position, is it a cultural situation, other outside of work issues or monetary increases. Winzeler realized that all of these reasons play a large or small role in regards to each employee's motivation to move positions of higher responsibility and demand. His new vision is to certify one or two employees with plastic industry standard Master Molder credential, this certification will then be highlighted to the entire workforce. The idea will be to "motivate" the rest of his incumbents to achieve their certification. As the entire company slowly becomes plastic certified, the much sought after international business partners will increase thus positively impacting Winzeler's bottom line.
Their situation initially involves two injection molding technicians. In 2006 both technicians were sent to a Michigan based training facility for a two week theory and hands-on course on plastic injection molding. At the conclusion of the two week course a final examination is given to all participants, of which a passing score must be attained to receive a Master Molder Level 1 certification. This certification is a plastic industry standard that only a few US based companies' employees have acquired. Both incumbent molding technicians failed the certification test. Severely damaging Mr. Winzeler's new motivation model, because this allows them to now say "I they did not pass the test why should I even try?" Mr. Winzeler knew quick actions needed to take place to resolve this situation before he loses the new interest of his employees.
Mr. Winzeler contacted ManufacturingWorks to explain his problem and asked for consultation in regards to his motivation and certification issues.
IMPLEMENTATION
Mr. Winzeler presented his motivation problem which included the failure of the two plastic technicians for the Master Molder certification to ManufacturingWorks Advanced Skills Team. He detailed the situation at Winzeler in regards to employee motivation, current skills, certification testing and competing over international business.
ManufacturingWorks assessed the motivation question in relation to passing the plastic certification test. After research MW informed Mr. Winzeler that it is a combination of factors that all play a part in motivation of employees. MW working with Mr. Winzeler decided that to address the incumbents motivation issues the two technicians that failed the certification must re-test and pass. In turn this will highlight their achievement to the rest of company, workers will realize that obtaining a certification will increase their knowledge of working with plastics but as increases their wages.
MW first step was to completely understand what Mr. Winzeler wants to see as results of this project. The two technicians must re-test and pass. Mr. Winzeler wants to find out why they did not pass the certification. MW coordinated research with RJG (Michigan based plastic injection trainer) to determine the competency levels in areas of math, reading, machine skills and plastic theory. MW detailed the technicians' scores and discussed the entire training program in detail with RJG's company contact. RJG provided me with the course outline: the grades are out of 100 possible points (10 points for daily quiz, 60 points on hands on machine set-up and operation 3 machines x 20 points each, 10 points on chart reading, and 20 points for the Final exam). The course details: first 9 days is all classroom training and theory discussion, days 10 and 11 are when they are instructed hands-on with three plastic molding machines, and the on the 12th day is the final exam. MW compiled all the information given about the two testers, and determined which areas they passed on the test and which ones needed improvement to be awarded certification. That information gave us the ability to now be able to develop a project plan for Winzeler Gear.
The plan will be broken down into three parts; 1st – Plan for the two technicians that failed to pass certification course, 2nd - Plan for incumbent workers to pass certification course, and 3rd – Plan for all new hires to pass certification test. MW will work with the Tooling & Manufacturing Association(TMA) to develop a Pre-Certification Course that must be taken before going to RJG. Winzeler Gear is a current TMA member.
Based on the information obtained from RJG, ManufacturingWorks identified eight suggested focus areas. Focus Areas: subjects that if provided to employees in a curriculum/class format will prepare them to successfully complete RJG's Master Molder preparation course and certification exam.
Injection Molding Theory - Injection molding principles, terms, description of processes, safety and all other pertinent material (topics included in RJG's test).
Basic Math - Geometry, rates, arithmetic, algebra and all other pertinent material (topics included in RJG's test)
Test taking Skills - Test taking techniques for timed tests and strategies on how to approach different test formats (multiple choice, essay, fill-in the blanks)
Study Skills - Time management, material organization (summaries, tables, flash cards, etc) and studying strategies
Reading Comprehension - Reading comprehension and retention techniques for studying and test taking
Basic Analytical/Critical Thinking - Strategies on how to approach (understand) essay questions and math word problems, techniques on how to identify relevant information and how to use the information to answer exam questions
Language Preparation - Ensure and verify that employees have a fair domain of English language.
Writing Preparation - How to properly convey ideas in writing
There will be no need for assessments for the two technicians since their specific certification scores have been detailed by RJG. The remaining two parts to the project plan will be conducted through assessments to determine the incumbent's knowledge and skills in each area.
Advanced Skills Team Lead coordinated all information between three separate parties for continuous communication and feedback; RJG, Winzeler Gear and ManufacturingWorks. Price quotes for re-testing and a timeframe to register was obtained through RJG's finance department and was facilitated to Winzeler. This information helped MW developed a timeline for the project.
EXPECTATIONS – NEXT STEPS
Winzeler Gear has approved ManufacturingWorks project plan. Working with John Winzeler on the project implementation stages provided incredible insight and knowledge into workforce development, past, present and future in Chicago. As more progressive manufacturing companies begin to take on greater training responsibilities for their incumbent workforce, then the culture of this industry in Chicago can play a more prominent role in the global economy.
Winzeler Gear particular goals will be to have both employees obtain the Master Molder certification from RJG. Utilize this success to motivate the rest of the workforce to seek out the certification, bridge those employees into ManufacturingWork's project plan. Upon completion they will move into the Master Molder certification stage. As this activity progresses throughout the incumbent work staff it will be implemented to all new Winzeler Gear employees.
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