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Gap Analysis

Running head: GAP ANALYSIS: RIORDAN MANUFACTURING

Gap Analysis: Riordan Manufacturing
University of Phoenix

Gap Analysis: Riordan Manufacturing
Riordan Manufacturing is a global plastics producer employing 550 people with projected annual earnings of $46 million. The company is wholly owned by Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion (Scenario: Riordan Manufacturing, 2008). Manufacturing companies are facing increased pressure to incorporate technology to reduce costs and increase profits. Another factor affecting manufacturing is the use of offshore resources to reduce cost. As companies transition to offshore models and automate human functions to increase margins, the role of the employee must change to accommodate the changes.
Riordan is faced with multiple challenges. The uses of technology to reduce the reliance on human capital, develop new products, and reduce operating costs. Additionally the introduction of team-based to maximize efficiency is causing discomfort among the employees. The employees feel as though their individual interests and areas of expertise are not being given the proper recognition by the company.
The changes at Riordan are pervasive in the global economy. The use of teamwork is more prevalent and the use of offshore resources helps to create a team dynamic not seen before. This paper will examine the relationship between motivation and performance, identify components of effective retention and career development processes, explain the concepts of total rewards, assess the impact of reward systems on organizational performance, and compare different perspectives on human behavior and motivation and analyze how these translate to organizational reward systems.
Situation Analysis
Issue and Opportunity Identification
Riordan has made several strategic changes in the recent past. The last two years have shown a decline in sales. The result was...