Case study

Ayesha started her career as an engineer at TO-Auto, an auto industry assembly line design and engineering firm in North America. The work was interesting and challenging, with a lot of variety. Yet she chose to accept an assignment in China to re-design the newly acquired Volvo Auto Works motor engine assembly line. She accepted the assignment because it was a great opportunity to learn and be innovative. She also was leaving behind her family and friends, which were very important to her. She indicated in her overseas placement interview that she accepted the overseas assignment because: The atmosphere at TO-Auto was poisonous. Her bosses and colleagues were rude and not interested in her as an individual. It was sexist. Her manager was overly critical. She felt underpaid and underappreciated.
1. Explain why Ayesha would not have been motivated at TO-Auto using all elements of expectancy theory (10 marks)
When Ayesha arrived in China she discovered that the Volvo Auto Works engines are assembled in the traditional assembly line process. The engine travels down the assembly line and each employee does one specific job to the final assembly of the engine. The engines are assembled in a non-unionized shop. Engine quality control and measurement is done in a separate division of the company. The Engine Assembly Division has been experiencing the following issues over the last three years: a drop in quality, a drop in productivity, and low job satisfaction. She feels that Volvo Auto Works needs to be more creative and innovative in order to improve employee satisfaction and the quality of the engines manufactured in China.
2. Use the “Job Characteristics Model/Theory” to fully explain how Ayesha would resolve the problems at Volvo. Be sure to use all the elements of the Job Characteristics Model/Theory in your answer.  (20 marks)
3. Explain how the national culture at Ayesha’s two job locations may have differed according to Hofstede’s model.  (20 marks)