Fab Sweets Case Analysis The main problems affecting the company are high level of labor turnover, production rates below targets, high levels of waste, employees have little input into decision making, resulting in low motivation and job satisfaction, and lack of sufficient feedback on performance. Added to this was conflict between supervisors and employees in the production and packaging areas, and grading and payment levels were not satisfactory to employees. To correct problems in departments we will apply different theories on how the department can change for the better, we will mainly look at goal theory, Maslow's hierarchy of needs and also Hertzberg and Mayo. Fab Sweets uses assembly lines in both the production and packaging departments, this could be the reason why employees have low levels of satisfaction and low motivation. The procedure used is similar to Frederick Winslow Taylor's theory, called Taylorism. If we look at the assembly line way of working we see that tasks are specifically assigned to individuals and individuals are not able to work in other areas to develop different skills, thus making the work done repetitive, which could lead to negligence in doing the job, there was also a low level of skills required to do the job, so no motivation to learn new skills. "...Taylorism reduces the worker to an automaton and denies him any possibility of relief or modulation of the pace of work and is enormously stressful and oppressive." www.marxists.org It is assumed that the worker is motivated by money, in contradiction to Maslow's hierarchy of needs which states that there are eight innate needs: Transcendence, Self-realization, Aesthetics, Knowledge and understanding, Esteem, Affiliation, Security, Biological. If Fab Sweets actively implemented some of Maslow's motivational theories such as recognition and good feedback, as well as training opportunities, perhaps to be skilled in both the production and packaging areas for each worker, this would be a form of motivation for the worker, although some jobs require strong men to do it, maybe there could be a way to do it instead of one person and two people. Job rotation could also be another way to increase motivation among workers. Something as simple as giving one employee a small reward for exceptional performance for a month or a year could help motivate other employees to want to do better so they can have a chance to be recognized for their exceptional work.