Braun Ability Case Study

Braun Ability
Case Study
In what ways is work at Braun Ability motivating? What other features of motivating work might
Braun Ability be able to offer its employees?
Braun Ability is a company providing and manufacturing tools for the people with disabilities like
wheelchairs, vehicles etc. Some of the factors that can be observed about Braun Ability are there has been
less than one percent turnover rate from past year. 50% of the employees have been working in the
company for more than 10 years. In addition the last factor which is the most motivating is that all the
new recruitment is done of disabled employees mostly with blindness. The inclusiveness of company
allows for the disabled employees equal opportunity and more respect at Braun ability. The company was
created by Ralph Braun was on the fact that he struggled every day to work. The motivating factor for
employees is the idea that each product that goes out door is helping a disabled person to perform better.
They are there for a purpose. This has made people loyal and motivated to work and improve at what they
do.[ CITATION Meg10 \l 1033 ] Increasing the number of the disabled employees can further motivate the
employees to be better performing. Employee with disability can better understand the problems and
issues of people with similar issues. It gives them insight on issues that they are facing and how to reduce
those hindrances or come up with better products. Braun Ability has been functioning for past four
decades and has been working with an open door policy which helps employees to express themselves
and homely atmosphere. Although company is functioning at a multinational scale providing its products
all over world it provides environment of small businesses. Providing the employees with the
environment where they can nurture. Braun needs to continue to maintain this environment to keep the
employee motivated.
Employee are contributing positively in society. They are providing people the freedom to be independent
and free of any barrier just like a healthy person has. It is a way of life for many people but being
constantly dependent on another drives toll on the care taker as well as the affected person. Braun Ability
is restoring self-respect in people to be functional and lead their lives independently. They are solving
problems creatively.
What place would efficient job design have in a company like Braun Ability? How could Braun
Ability improve job efficiency in a way that is consistent with the company’s emphasis on
inclusiveness and flexibility?
Braun Ability is a company created by an innovator. There is more preference to creativity than the
hierarchy. US laws strictly prohibits against the discrimination made against qualified individuals based
on disability. The job analysis provides essential tasks of a job while the job design enables to modify and
create accommodations for the person doing the job. People with disability have different requirements
than the other individual, the job design helps to provides insight on how can the company provide
support for better job efficiency. For example Braun Ability for increasing efficiency gives small breaks
after regular intervals for employees to relax than one big break at lunch time. This helps increasing the
efficiency of employees. The basic purpose of the job design is to increase company performance. There
are two attributes of job design or stages. One managers can improve job efficiency by simplification and
recurrence of job tasks. It can also be increased with job specification. Second way is by increasing
employee satisfaction and motivating employee to work towards company goals.[ CITATION Dav09 \l
1033 ] This is done through job design techniques that change the tasks performed by employees giving
them more authority and responsibility to do job. The job design is governed by three processes:
 Environment influence
 Organizational Demand
 Legal structure
These three factor enable to create a job description necessary of job performance. Environment
influences the labor, globalization, and ethics etc. which affect the job design in several variety of ways.
Organizational demands come with company characteristics, company goals etc. help to shape job design
while legal frame work provides the back bone for the employee rights protection and such related
matters.
In case of this company job efficiency can be increased by providing the employees with basic necessary
facilities for such employees. Time schedules are already being made to ensure the employee efficiency
they can be further worked upon to improve the productivity. Keep the basic work stature in mind the
efficacy can be improved.
Imagine that you work with the HR director at Braun Ability, and she has asked you to
suggest some ways to reinforce employees’ sense that their jobs have an important positive impact
on others. What would you suggest?
The employees at Braun ability are already aware of the fact that they are doing an important job of
helping the society. Every product that leaves the doors of Braun Ability is in fact helping to make some
one’s life better. To further reinforce that they are having a positive impact in the society is by filtering
the customer response to the employees. Positive feedback motivates and creates a better image for
employees. Direct response from customer and increasing customer interaction with employees will be an
enabler in this arena. Another way is developing an online tool for feedback. This can be done on the
intranet of the company that this online feedback is shared. As the employee themselves are handy and
need aid, they can see impact of their doings by observing through their own work place management
through their own developed tools. This is a first hand of knowing how well they have been performing
and can further perform. A survey how much difference company has made since it has started operating
can also show and reinforce the fact that positivity has been brought about by the company employees.
Bibliography
Davide Lepak, M. G. (2009). Human Resource management, Managing Employees for Competative
Advantage. New Delhi: Pearson.
Megan. (2010, Feburary 10). Braun Ability. Retrieved from Ability Blog Voice:
https://www.braunability.com/blog/2010/02/employee-loyalty-and-braunability/

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Braun Ability

Braun Ability be able to offer its employees?

inclusiveness and flexibility?

efficacy can be improved.

on others. What would you suggest?

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