AERH6F10 Aircraft Engineering

Employees of our aircraft maintenance firm are encouraged to get involved in strategic decision making. As the junior manager, I believe that responsibility as a display of trust and confidence in the junior staff. Most of the times I consult the staff that is under my supervision when making decisions that affect them. Motivation is an internal enthusiasm and a drive to accomplish their roles is one of the most valuable resources in an organization. Motivation has a role of inspiring and encouraging individuals to perform the duties allocated. The internal factors than cause a person to be motivated are as a result of satisfaction whereas the external factors bring about encouragement to the employees. Employees of our company which specializes in aircraft maintenance are always driven by autonomy and responsibility to participate in the making of their objectives. Involvement makes employees think tactically at the point of making as they make strategic decisions regarding the issues that prevail in the company.

Motivated employees mean productivity efficiency in the aircraft maintenance business which will result in the achievement of organizational goals to add to their personal goals. The core objective of our engineering firm is value to our clients, employees and other stakeholders then profits follow suit. The importance realized by the organization due to motivation and involvement have been discussed below (Raynond, 2016, p. 24).

•    Improved level of operational efficiency- The efficiency of our staff is rarely determined by their qualification to be engineers and human abilities(Lloyd, 2009). Motivation has filled the gap that had always existed between capacity and the willingness to work. Continuous filling of this gap has significantly improved the performance levels of the junior staff. Areas in which efficiency has been enhanced are reduction of administration costs, increase of the number of aircraft maintained and this has improved the general performance of the organization as whole.
•    Achievement of goals of the firm- Our objective in value and profits has been attained to a great extend through efficient use of the resources in the premises and effective collaboration brought about by the creation of a co-operative environment which is self-motivated. All the actions of the employees are always purposefully directed on attainment of set goals. The coordination and co-operation between the staff leaves no goal unachieved.
•    Well-build social relations- Motivation and involvement has led to satisfaction of our employees. The working together of employees coupled with incentives to employees has created stability, reduced employee turnover, adaptability to changes which are always taking place without resistance and a smooth matching of employee interest with those of the organization(Heinz, 2012, p. 63). The end result is increase in aircraft maintenance services and consecutive increase in profits.
•    There is stability of human resource which has substantially build reputation for the company. The feeling of participating in management has created employee loyalty. There has been a continuous growth in employees’ engineering abilities as a result of assistance and training obtained from fellow employees in the course of working. Staff who are more experienced are generous to pass down their skills to newer staff. The goodwill developed has attracted more clients and more qualified and competent people are expressing the desire to work with us.
•    Staff are put into action ensuring that there is full utilization of the available resources. Human resource coordinates financial resource and physical resource to accomplish the goals of the firm(Raynond, 2016). This can only be made possible by the build willingness to work.

Motivation helps our employees as individuals to achieve personal goals, get job satisfaction, attain self-development that they always want advance in social relationships by working in dynamic teams.

The business gains through an empowered group of more motivated employees, there is the benefit of team work, adaptability during changes, creativity and an optimistic attitude at times of challenges.

Training is aimed at improving current skills and abilities. Different methods are available depending on the training need (Deb, 2009, p. 133). New engineering practices that prove to be more efficient have to be made known to the employees. Training requires that first the trainees be given full understanding of the need for training so that they match the synergy of the trainer. A wide range of training techniques is applied as highlighted below.

•    Hands on - A large part of engineering practice in based on practical hands-on. Areas of training will involve use of new machinery, application of sophisticated knowledge. This will give staff the necessary experience required. Technical skills require this will be arranged to in areas that need elaborate illustration and explanation.
•    Computer-based trainings- This is a technological solution that we use to enhance training. It involves the use of multimedia video and audio tools with graphics. Interactive virtual reality tools that we also use have proved to be so vital. Computer-based training has always been practical and costs reliable.
•    We also use interactive training method and staffs are very receptive. Discussion forums enable sharing of knowledge and skills and brainstorming which is nurturing creativity. Staffs automatically get to attain excellent communication skills. Training is made to be more fun and enjoyable. Questions and answers employed is very helpful in solving eminent conflicts.
•    Instructor-based training is used at times where experienced personnel take the role of teaching the juniors. Specialized engineers from outside the firm are always hired to do the training.  Power point and writing boards are the tools which are used at this place. The method also proves to be interactive(Azulay, 2012, p. 43).

The aircraft maintenance engineering firm has set up a reward system, evaluation, and development system whose goal is to motivate the staff. The premium varies from monetary to non-monetary tools. The systems in place are aimed at influencing employee relationships, development, behavior, retention and the organization behavior in general.

Rewarding employees on terms best performance with either monetary or non-monetary term encourages to maintain the rewarded standard of work and practice. Those who are not rewarded will be motivated to work towards meeting the standard that was rewarded. Paid person attains personal goals to some degree with the rewards. This motivation makes an employee work with more efficiency in the engineering setting.

Performance appraisal has the effect of fulfilling the personal goal of growth on an employee. New challenges met on the higher level makes an employee ready for more tasks at even a higher standard. The firm’s approval to the point of appraising an employee enables it to receive solutions and strategies of that employee at that level. Such employees in return propel the business to greater profits (Lloyd, 2009).

The role of development of an employee is to increase their intrinsic value. Development is referred to as taking a person to a higher level regarding engineering skills, abilities, and knowledge (Abraham, 2014, pp. 94, 97). A developed member of staff can handle the challenge of higher levels efficiently. It is reflected in individual and professional roles. This internal growth has a force which enhances the efficiency at work.

•    Promotion of staff creates gives them opportunity to earn higher income hence making them able to meet all their needs and create more wealth.
•    Security and satisfaction at a job motivates an employee making them to be more productive.
•    Training and development maintains employee credentials making them to stay qualified and relevant in the rapidly changing industry.
•    An employee is empowered to meet upcoming responsibilities to meet the personal growth goals.
•    Social relations are created through the training and development and the solving of complex tasks together. Networks and relationships are developed and strengthened. This forms part of healthy living.

•    Less supervision comes when an efficiently trained team of employees are working as they are well acquainted. Reduced control saves time and effort to that can be necessary in another area.
•    Reduced accidents is a result of skills and the knowledge gained through training. The experience gained reduces incidents of committing errors as they grow in proficiency.
•    Increased efficiency of the other resources which are time and money together with physical resources. There is productivity which comes with high quality of work.
•    Employee motivation always has an effect of reducing absenteeism and employee turnover. There are also reduced cases of late arrival at work reducing conflicts with the management.
•    There is increased ability of employing new technology which is run efficiently by the trained staff that is up to date placing the company on the front of competition.
•    The image of the company will be enhanced through accreditations and awards. Creation of this goodwill attracts clients and investors to the firm.
•    Training is important in risk management to familiarize the employees with their rights and the laws which regulate the business. The breaking of rules leads to tribunal claims which will cause inconveniences and wastage of resources.

To sum up, training and development and motivation and rewards is the center of human resource management. Employees have to be trained and developed well to keep the organization in existence. Motivation empowers individuals to be self- driven and independent. A well-motivated staff will work effectively with the target of to achieve the set goals. Challenges are easily solved by a motivated team through brainstorming and creativity. Failure to shape the workforce in a way that will make the firm adapt to the environment will result in being overpowered by the competitors. An engineering firm like this employs the use of technology largely. Employees are the agents that propel the company during the change.  The technical world keeps on developing; we must take up the changes in the environment to adapt to the changes. Individual lives of the staff also have an enormous influence on how they will work. A discouraged and frustrated workforce with a lot of conflicts will transfer their frustrations to the organization. It tells us that there is a great need to keep the employees in healthy private lives.

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