OB – Project Spring 2020

Final Project and Presentation

Group members:
● Barnabas Pasztor
● Bence Irmes
● Nguyen Van Hoang
● Nikolett Madarasz
● Ramanan Krish

1. Name of the company: General Electric Aviation Hungary Ltd.

2. Number of employees: 614
3. Product/service provided: Aviation
4. Vision: to focus on businesses that connect to its core competencies and is a market
leader in.
5. Mission: to usher in the next industrial era and to build, move, power, and cure the
world.
6. Core Values:
● passion for our customers,
● meritocracy,
● growth-driven,
● every idea count,
● playing offense,
● embracing speed and excellence
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Group / Teamwork
We chose this company because Barnabas used to work there as an advanced
accountant, thus he knows the company well. As Nikolett and Barnabas won’t be there
on the presentation they will do the most part of the research and the report. Bence,
Hoang and Ram also will take part in the research and also they will do the presentation.

External factors that influence GE Aviation

a. Individual level: In GE individuals usually influenced by external social and

economic factors. Social factors like the lifestyle of the society. Individuals’
lifestyle is changing such as habits and trends. Economic factors like salary in
other companies, status quo and work environment. If individuals feel that
they working in better environment for better salary than in other
companies, they can be more motivated.
b. Group level: Groups usually influenced by external environment and
economic factors. These factors again coming from other companies, how
they managing groups, what environment should exist for more efficient
group work.
c. Organization level: Organization influenced by social, economic, political,
technological, environmental and competitive factors as well. All factors
influence GE Aviation organization. At this moment the environmental
factors like COVID-19 highly effect organization as Aviation products demand
fell sharply.
b.
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Work Environment

Open office environment, where every leader and employee sharing the same
workplace, hardly separated. Floors separated by departments, in this case problems
can be solved easily while personal meetings as every department in the same building.
As departments not separated, they feel closer to each other and feel that, they working
in the “same boat”. Office has a “relaxing rooms” for those who need some time to
think, also office offers free coffee, tea and fruits. The work environment is good, offers
freedom of individual and opportunity to work as a group easily.

Company policy

a. Statement of Integrity: Integrity and ethical commitment

b. GE code of Conduct:
i. Be honest, fair and trustworthy in all your GE activities and
relationships
ii. Avoid all conflicts of interest between work and personal affairs.
iii. Foster an atmosphere in which fair employment practices extend to
every member of the diverse GE community.
iv. Strive to create a safe workplace and to protect the environment.
v. Through leadership at all levels, sustain a culture where ethical
conduct is recognized, valued and exemplified by all employees.
c. The Spirit and The Letter: This is a guideline “What is the way to doing
business” in every situation. It’s an employee personal commitment.
Important aspects are:
i. CONFIDENTIALITY IS RESPECTED - Your identity and the information
you provide will be shared only on a “need-to-know” basis with those
responsible for resolving the concern.
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ii. RETALIATION VIOLATES GE POLICY - GE absolutely prohibits retaliation

against anyone for raising or helping to address an integrity concern.
Retaliation is grounds for discipline up to and including dismissal.
iii. RAISE CONCERNS EARLY - The longer we wait to address a concern, the
worse it may become.

Job satisfaction

Job satisfaction level depends on department. Usually finance departments of GE

Aviation have fast-pace, big pressure job, in this case the company trying to compensate
the over hours of the employee, but lot of times this compensation is not enough.
Overall finance people not satisfied enough because recently the company has financial
issues which decrease compensation but increase work load.

Factory workers’ satisfaction level is higher, as there are no flexible work hours so there
is no chance of over hours without compensation. Also, GE Aviation Hungary factory has
a good work environment in the factory with high and effective safety and environment
policies.

Trainings at GE Aviation

Trainings take place when an employee hired. For the first week there is a training
program which include every important financial and factory-based trainings. After
employees finished this training, they also have chance to apply for additional training
while they working there. There is a company website for all the training which can be
chosen by the employee. Overall GE pay attention on how to train employees and it can
benefit both side (the company and the employee goals)

Attitude managing

Attitudes managed usually by one-on-one meetings with the team leaders/managers.

During these meetings (there is no limitation about meeting quantity) team leader try to
understand the root causes of the attitude, and she/he tries to find a solution which fit
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for both sides. After these meetings, the employee has more attention from the
leadership.

Work across departments

Departments communicate easily as almost all the departments in one building.

Communication usually via e-mail, but if there is a complicated issue, personal and
skype meetings can be arranged easily. It is good for complicated issues; however, the
company faces with too many personal and skype meetings. In this case lo of employee
need to attend meeting which not relevant to them, this can cause unsatisfaction and
inefficient time management.

Hiring

Hiring process is simple, on the interview process one department manager and one HR
manager asking the participant about experience and motivation. GE usually hire
experienced and unexperienced employees as well, both can have a job in the
organization as GE is a huge company, even fresh graduated students can be helpful in
data analyzing and accounting.

Team and project effectiveness

Teams and projects are effective as usually there are a strict policy how team should be
set up for a specific project. For example,

iv. There is a project manager who communicate across departments and

see the high-level goal.
v. There are the department leaders, who lead the department to the
specific goal
vi. Employees who responsible for the operations

All participants meet weekly or two time per week usually via skype meeting and discuss
the weekly, daily goals of the project.
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Levels of communication

There is a hierarchical level of communication, but also the hierarchical levels can be
skipped in case of important problems.

In everyday operation, employees using the hierarchical communication, like employee

report to the team leader, team leader report to the head of department, head of
department report to the senior manager. This communication is good for the everyday
operations.

In case of important issues or disagreement, employees can skip the hierarchical

structure of the communication and they can report to higher levels for example:
Employee to senior manager. This form of communication also in the company policy
under “Raise your voice” policy which means if an employee facing issues, she/he
should raise a concern.

On the difficult workdays, head of the departments usually ask employees about their
feelings and experiences about the work. In this case employees also can report without
any structure.

Compensation package

Company use compensation package when an employee work over hour. In this case
they calculate over hours value and company compensate is with shopping vouchers or
else. It is important the company usually does not compensate with extra money, which
can lead to job unsatisfaction.

Core values impact on the organization

As core values included in every company training, it impacts operations. Team leaders
and manager evaluate based on core values. So, behave as the core values “said” it is
important. As the core values are positive, it is not difficult to behave like that during
everyday operations. If an employee dedicated and motivated, she/he will behave
properly, it does not require additional effort.
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Problems and Solutions

Recently in the everyday work life, skype meeting quantity and time period increased,
which means the employees need to attend 3-4-5 meetings per day. These meetings
usually take 30min or more (really below 30min- almost never). On the meetings usually
employees discuss with managers about issues and possible solutions – which results
that employee has a lot of pressure in these meetings, because she/he needs to
prepare. If they found the solution during the meetings, she/he needs to initiate that
solution. So, meetings give additional work about:

- Prepare to the meetings

- Participate on the meetings
- Initiate the solution what was discuss on the meetings.

Based on this if a person has 3-4 meetings per day, the whole day is about meetings and
not about daily operations. This is usually cause over hours for the employee on the low
level of hierarchy chain (operation employees). GE should have a policy about NON-
meeting days where operation employees can focus only on the daily process.

Compensation package and operation structure

GE should increase compensation package because everyday operations for finance

people requires lot of over hours. They should give money to the employees not just
vouchers, also if a team performed well, they could organize team buildings or team
programs. Also, they should know compensation package for over hours is not enough
for an employee in a long-term period. People need work-life balance, compensation
packages can be a safeguard measure in a short period, but if the over hours appears in
a long period, the company will lose high experienced employees, because they need
balance in their life not just money. In this case if an employee experienced lot of over
hours in a long period, company should investigate the root causes of the issue and re-
structure that operation process.
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Right know GE has only one type of manager role, this role’s responsibility to support
the employee request, goals, set up carrier plan, control the operation AND also the
manager role has operational jobs to do on her/his own. This is way too much if we the
manager has more than 5 people in the team. The company should make this role to
split to 2:
Manager for employee’s well-being and future

Manager for employee’s well-being and future would control and foreseen employee’s
feelings and emotions about the job. If employees have an issue within the team which
related to arguments, feelings (not pure operations), employee wellness manager
should be the responsible to manage these issues. Also, she/he can monitor and set up
individual goals and plans with the employees during 1 on 1 meetings based on
individual goals such as carrier plan, salary plan.

Manager for operations

Manager for operations role should be the responsible for team’s performance in daily
operations, everyday tasks. Team goals about the job and not for individuals.
The two managers should co-operate with each other to know employees well, and
setup goals based on that.

Motivation

For every company key element to increase production is to motivate their employees.
Until you could make their job their passion you can't have their full potential especially
in business management related jobs.
So how could GE Aviation motivate their employees?
Growth, most people in their life is always running towards growth and opportunities to
grow. It gives then a sense of development and better version of themselves, this could
be implemented by giving opportunities to lead, speak and promote.
Sociology is also an very important while running a company, designing the
environment, working space, teams, and schedule based on the sociology will help to be
more productive and motivated.

Conclusion :
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Overall, though GE Aviation has many positive work culture like the very good work
environment, training for employees which is effective and helpful but though they also
have some significant areas to improve, especially respecting the time of their
employees and using it valueably. Also to create a better compensation for extra hours
which can be very be Highly demotivating for their employees.
Finally restructuring the managers role by dividing their functions into operations and
wellbeing.
These are the significant findings from our analysis of GE AVIATION.