Midwest Choppers Organizational Behavior Audit: Maximizing Performance and Commitment
Prepared by: Robert Polsen, Jami McDonald and Kelsey Doty
This OB Audit was prepared by Robert Polsen, Jami McDonald, and Kelsey Doty for Midwest Choppers, a small motorcycle manufacturer located in Milwaukee, Wisconsin. This audit was inspired by the “rule of 1/8”, an idea which states that only about 12% of organizations will commit to their employees enough to reap the benefits of organizational behavior (Colquitt, Lepine, & Wesson, 2013, pg. 15). Those benefits are significant, and so Midwest Choppers needs to be part of that 12%. The hope is that this audit will inspire an employee-centered culture that will foster cooperation, creativity, and productivity.
Midwest Choppers has a manufacturing facility in Milwaukee and we distribute motorcycles primarily throughout the Midwest. Our firm’s mission is to produce a line of distinctive, high-quality products that instill a sense of pride in their owners. To achieve this goal, we produce several styles of customizable, cruiser-style motorcycles. Customers have the opportunity to choose a specific engine for their bike, and they can customize a variety of components such as the seat, handlebars, exhaust, fenders and paint. Our customer base is composed of individuals looking for high-quality, customizable, U.S.-made motorcycles.
We also have a parts division and offer a line of accessories for our motorcycles. Accessories include saddle bags, covers, auxiliary lighting, windshields, radios, tools, and a line of protective clothing. Customers can also purchase parts to upgrade or customize their bike after they’ve purchased it. Some of these items can be installed by the owner, while it is recommended that others be installed by an authorized dealer.
We employ a wide range of employees from accountants to engineers, but the two major groups of workers at our company are factory workers and sales personnel. Our factory workers cross-train over time so that eventually they are able to accurately and efficiently assemble any part of the motorcycle. Workers initially start the training process by learning to put together the handlebar assembly followed by the engines. We have a sales staff that works on the showroom floor selling directly to customers as well as a group of b2b sales professionals that work with dealerships throughout the country.
In our corporate headquarters, upper management works alongside accounting and finance professionals, a dedicated marketing team, and human resources. Also at corporate are the supply chain professionals responsible for acquiring the materials needed to continue production, as well as coordinating shipment of the finished product. The engineers working in the office spend their time designing new products as well as and improving on our existing offerings. Additionally, we have an engineering division that works on the factory floor, assisting with quality control and troubleshooting any problems.
In order to foster growth in the industry and encourage safe, responsible riding, Midwest Choppers sponsors motorcycle safety courses in the areas that our bikes are sold. Upon graduation of a Midwest Chopper-sponsored course, riders are not only eligible to receive a motorcycle endorsement on their license, but they also get a $1000 discount off of a new Midwest Chopper.
Midwest Choppers is always looking for ways to increase the moral of our workforce, enhance our product lines, and better serve our customers. By keeping an open mind, we hope to foster innovation and creativity that will lead to better, safer production techniques and unique high-quality products. Through these efforts we hope to expand our company out of the Midwest to become competitive throughout the country and even the world.
Midwest Choppers has a manufacturing facility in Milwaukee and we distribute motorcycles primarily throughout the Midwest. Our firm’s mission is to produce a line of distinctive, high-quality products that instill a sense of pride in their owners. To achieve this goal, we produce several styles of customizable, cruiser-style motorcycles. Customers have the opportunity to choose a specific engine for their bike, and they can customize a variety of components such as the seat, handlebars, exhaust, fenders and paint. Our customer base is composed of individuals looking for high-quality, customizable, U.S.-made motorcycles.
We also have a parts division and offer a line of accessories for our motorcycles. Accessories include saddle bags, covers, auxiliary lighting, windshields, radios, tools, and a line of protective clothing. Customers can also purchase parts to upgrade or customize their bike after they’ve purchased it. Some of these items can be installed by the owner, while it is recommended that others be installed by an authorized dealer.
We employ a wide range of employees from accountants to engineers, but the two major groups of workers at our company are factory workers and sales personnel. Our factory workers cross-train over time so that eventually they are able to accurately and efficiently assemble any part of the motorcycle. Workers initially start the training process by learning to put together the handlebar assembly followed by the engines. We have a sales staff that works on the showroom floor selling directly to customers as well as a group of b2b sales professionals that work with dealerships throughout the country.
In our corporate headquarters, upper management works alongside accounting and finance professionals, a dedicated marketing team, and human resources. Also at corporate are the supply chain professionals responsible for acquiring the materials needed to continue production, as well as coordinating shipment of the finished product. The engineers working in the office spend their time designing new products as well as and improving on our existing offerings. Additionally, we have an engineering division that works on the factory floor, assisting with quality control and troubleshooting any problems.
In order to foster growth in the industry and encourage safe, responsible riding, Midwest Choppers sponsors motorcycle safety courses in the areas that our bikes are sold. Upon graduation of a Midwest Chopper-sponsored course, riders are not only eligible to receive a motorcycle endorsement on their license, but they also get a $1000 discount off of a new Midwest Chopper.
Midwest Choppers is always looking for ways to increase the moral of our workforce, enhance our product lines, and better serve our customers. By keeping an open mind, we hope to foster innovation and creativity that will lead to better, safer production techniques and unique high-quality products. Through these efforts we hope to expand our company out of the Midwest to become competitive throughout the country and even the world.
Diagram Analysis
Maximizing performance and commitment within our organization is imperative. Employees are our most valuable asset. Therefore, the qualities and characteristics these employees possess are equally as valuable. Motivation, communication, and competence are our top priority regarding employees. Most people join an organization because of generous pay and lucrative benefits. Clearly these are motivators. However, employees stay at an organization and develop loyalty due to their relationship and communication with management. These employees are effective in production and sales, they know how to do the task at hand and also what is expected of them. This increases opportunities for growth, both personally and professionally.
Maximizing organizational commitment is essential to attracting and retaining engaged, proactive employees. We can get closer to achieving this goal by utilizing transformational leadership and building organizational trust. Transformational leadership requires our managers to foster a positive atmosphere, provide inspiration, lead by example, and enable our employees. Optimizing trust can be accomplished by ensuring that management treats employees with integrity and benevolence, making sure that our communications are accurate and reliable, and building positive long-term relationships with our employees.
Maximizing performance and commitment within our organization is imperative. Employees are our most valuable asset. Therefore, the qualities and characteristics these employees possess are equally as valuable. Motivation, communication, and competence are our top priority regarding employees. Most people join an organization because of generous pay and lucrative benefits. Clearly these are motivators. However, employees stay at an organization and develop loyalty due to their relationship and communication with management. These employees are effective in production and sales, they know how to do the task at hand and also what is expected of them. This increases opportunities for growth, both personally and professionally.
Maximizing organizational commitment is essential to attracting and retaining engaged, proactive employees. We can get closer to achieving this goal by utilizing transformational leadership and building organizational trust. Transformational leadership requires our managers to foster a positive atmosphere, provide inspiration, lead by example, and enable our employees. Optimizing trust can be accomplished by ensuring that management treats employees with integrity and benevolence, making sure that our communications are accurate and reliable, and building positive long-term relationships with our employees.