Engr 1550 Homework 5 Due Tuesday Feb 14 Practice

Engr 1550 Homework 5 Due Tuesday Feb 14thpractice Technical Memo

Develop a technical memo describing two ideas for a Recycled Vehicle Project, including material summaries and visual representations. Additionally, answer questions related to pay-for-performance plans and employee behavior, as well as strategies to foster fairness and improve treatment in a low-paying organizational context.

Paper For Above instruction

The purpose of this assignment is to demonstrate the ability to creatively propose vehicle design ideas utilizing recycled materials, as well as to critically analyze compensation strategies and organizational fairness practices. This comprehensive approach combines technical design skills with human resource management insights, offering a holistic view of project development and organizational behavior.

Design Ideas for the Recycled Vehicle Project

The first step involves developing two distinct ideas for constructing a vehicle from recycled materials. Each idea should be thoroughly described using structured support like data tables and graphical depictions. The technical memo must adhere to a standard format for the memo heading, including To, From, Subject, and Date. Additionally, an introductory paragraph should summarize the purpose of the memo in 2-3 sentences.

Idea #1: Material and Design Description

The first idea focuses on utilizing common household recycling materials such as plastic bottles and cardboard for the vehicle's body and wheels. A detailed Excel data table will outline the materials required, quantities, specific sources, and relevant technical considerations. The table must be correctly labeled with a heading above, be centered, and formatted with gridlines to facilitate clear understanding.

For instance, the table may include rows for components like the vehicle body, axle, wheels, and adhesives, with corresponding materials and quantities. This structured data supports the feasibility and resource planning of Idea #1, providing a clear blueprint for construction and material sourcing.

Idea #2: Alternative Design Approach

The second idea explores a different structural or aesthetic concept, potentially incorporating more durable or lightweight recycled materials. It will also be supported by an Excel table summarizing all necessary components, materials, quantities, and sources. Moreover, a graphical depiction created using Fusion 360 or similar software will illustrate the design concept visually.

The figure must be properly labeled below the illustration, referenced within the text to facilitate comprehension. This visual aid ensures clarity of the concept and supports engineering validation.

Additional Requirements

Participants are instructed to bring two different household recycling materials to class on 2/14 for in-class testing of their vehicles. The materials should be selected based on the feasibility of creating a functional vehicle prototype from recycled content, emphasizing sustainability and resourcefulness.

Analysis of Pay-for-Performance Plans and Organizational Fairness

Beyond the technical project, the assignment includes a written analysis of how different pay-for-performance plans influence employee motivation and organizational outcomes. Variations of these plans, such as individual bonuses, team incentives, and profit sharing, help attract talent, retain employees, and align individual goals with organizational objectives (Gerhart & Rynes, 2003). For example, performance-based rewards can motivate employees to increase productivity and improve quality standards.

Regarding employee behavior, compensation plans can significantly impact how employees interact internally and with customers. A well-structured incentive system can encourage positive behaviors like teamwork, customer service excellence, and initiative. Conversely, overly competitive or misaligned incentives might foster unhealthy competition or unethical conduct, undermining organizational culture (Larkin, Pierce, & Gino, 2012).

To improve behavior influenced by compensation plans, organizations should ensure transparency, fairness, and alignment of incentives with desired conduct. Incorporating non-monetary recognition, opportunities for professional growth, and fostering a culture of integrity can complement monetary rewards, encouraging ethical and collaborative behavior (Deci & Ryan, 2000).

In a company with lower pay compared to competitors, supervisors can implement fairness-enhancing practices such as clear communication, recognition programs, and opportunities for skill development. These strategies can increase employees' perception of being fairly treated, which in turn can positively influence their attitudes and service quality toward internal and external customers. Employees who feel valued and fairly rewarded are more likely to demonstrate commitment and a customer-oriented approach, even when monetary compensation is less competitive (Folger & Konovsky, 1989).

Ultimately, fostering a positive organizational climate and emphasizing intrinsic rewards can mitigate dissatisfaction associated with lower pay, promoting better treatment of colleagues and customers alike.

References

• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
• Folger, R., & Konovsky, M. A. (1989). Effect of procedural justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115–130.
• Gerhart, B., & Rynes, S. L. (2003). Compensation and organisational performance: Theory, evidence, and strategic implications. In S. W. J. Koslowski & G. Ferris (Eds.), Handbook of Organizational Research Methods (pp. 629–659). Sage Publications.
• Larkin, I., Pierce, L., & Gino, F. (2012). The psychological costs of pay-for-performance: Implications for management. Annual Review of Organizational Psychology and Organizational Behavior, 9, 297–321.