Onto the analysis of Hytec’s effective administration as it is

apparent that Hytec uses several techniques to keep its status at least

ten percents favorable above the industry standards according to the

employee opinion survey results. These techniques include the great

importance on being organized and planning ahead so that Hytec’s

employees know what is ahead of them. One of the tools used to keep

administration effective was the removal of time wasting areas around

the industry. These included the all accessed internet ready

workstation computers; this way the company knows work is being

completed on time with results. Hytec also included an employee

incentive based on the results performed which helped in providing

employees to see the efforts of the administration rewarding them.

This recognition from administration to the employees creates a sense

of belonging and brings the moral up.

The present adequacy of communication is nearly ten percents

favorable above the standard norms. Hytec strives everyday to

improve its relay of information from management down to line

employees, emergency situations which call for immediate response,

and other various ways of getting hold of appropriate personnel. Hytec

developed an integration of standing phones which provide a one-way

communication to the next adviser up, deem a situation where

assistance is needed or a question needs to be answered. This

technique allows for a nice flow of communication that is both efficient

and steady for the employee-management relationship. One other

method of improving the stats regarding the adequacy of

communication that Hytec uses, are the various training sessions

conducted which group out the discrepancies employees are having,

like the issues coming up regarding communicative mishaps. These

workshops improve and delete the communication by exploring open

and honest opinions.

The security of job and work relations here at Hytec, Inc. fall in

the regard of allowing employees to value their own worth by initiating

a pay-for-performance standard which allows employees to tie their

efforts and performance to a duly compensation approach. This

technique allows employees to basically give it all they got so they feel

they have the security of placement at Hytec, Inc. As the chart does

show a five to seven percents favorable above the normal standards to

conclude this objective. Regarding work relations in the company,

Hytec implemented a zero-tolerance sexual harassment clause that

would prohibit any type of harassment and would result in a serious

inquiry to figure out what steps are next. Monthly meetings regarding

work relationship training are apparent at Hytec, Inc. which allow for

concerns to be address to provide a great working atmosphere. Along

with these areas, Hytec has a flexible work schedule which was
designed to meet employees schedule, whether they have kids or

other obligations, this technique is beneficial to both the company and

employee as it suites the number one asset of the company, its

employees. The company also benefits by receiving employees who

are now refreshed and ready to contribute to the effective productivity.

One of the most important factors in working in a company

which employees quite a big is the status and recognition the company

gives those employees. According to our graph, Hytec, Inc. falls a bit

under that of the normal standards of the industry. Although they are

borderline in tune with their employees, a few recommendations can

help boost this area to improve productivity. This company has an

area where most employees are basically doing their own work with

little management to enrich their job tasks. Simple reclassification

through job enrichment factors may help increase the level of difficulty

and responsibility for those employees that feel they need a higher

recognition. Job enrichment helps provide this sense by allowing

employees to retain more authority and control over work outcomes,

adding new tasks that require training and growth, and also allowing

them to use their own human capital of particular competencies.

Another method is to implement the use of employee teams which

increase performance and solutions to unique and complex problems,

its going to reduce turnover and absenteeism, and while

accomplishments among the group of team members. Motivating

employees through compensation such as Pay Equity is when an

employee's perception that compensation received is equal to the

value of the work performed; an instance of an equal distributive

fairness of pay would help contribute to the recognition some

employees who surveyed as being under recognized for their

performance. The Expectancy Theory says that employees should

exert greater work effort if they have a reason that it will result in a

reward that value, this in fact is something we feel Hytec, Inc. should

also factor into increasing their results form the survey. Overall Hytec,

Inc. seems to staying at or just below the norm regarding the status

and recognition and once they decide to take our recommendations

regarding the duties that will increase the status of the employees,

their efforts will increase across the board.