Bergmann, MeelisRaudsepp, Sigrid2021-03-172018https://dspace.tktk.ee/handle/20.500.12863/2023Diplomitöö teema on „Tootmisefektiivsuse tõstmine motivatsiooni abil voodipõhjalippide tootmishoones Alcantra OÜ näitel“. Uurimistöö eesmärgiks on anda analüüsiv ülevaade tootmisefektiivsuse ja töötajate motivatsioonivahelistest seostest Alcantra OÜ näitel ning uurimuse probleem oli püstitatud küsimusena: millised tegurid on olulised tootmisettevõtte motivatsioonisüsteemi väljaarendamisel? Antud lõputöö teema on uudne, kuna varasemalt puuduvad motivatsiooni seost tootmisega käsitlevad uuringud TTK-s. Motivatsioonisüsteemi loomisel lähtus lõputöö autor probleemi modelleerimise etappidest. Esmalt tuli probleem identifitseerida, seejärel tuli leida sobiv mudel (motivatsiooniteooria, millest lähtuda). Hiljem tuli kõik see korralikult analüüsida ja testida. Lõpptulemuses tuleb mudel rakendada, see näitab hästi ära, kas süsteem toimib või mitte. Uuringus analüüsis autor ettevõtte majandusnäitajaid, et arvutada tasuvuspunkt ja leida üles ettevõttes pudelikael. Uuringu analüüsile toetudes tegi autor omapoolsed ettepanekud OÜ Alcantra tootmisefektiivsuse suurendamiseks ja sellega seotud motivatsioonisüsteemi arendamiseks. Töö teoreetilises osas kirjeldati motivatsiooni ja tootmisalaseid teoreetilisi teemasid. Teises osas andis autor põhjaliku ülevaate ettevõtte käekäigust ja analüüsis, milline oleks parim progressiivne motivatsioonisüsteem. Antud uuringu käigus selgitati välja, kuidas suurendada motivatsiooni abil tootmisefektiivsust. Ettevõtte motivatsioonisüsteemi loomine on esimene samm üldise efektiivsuse kasvule. See annab inimestele motivatsiooni, et leida ise lahendusi probleemile ja teenida selle käigus rohkem tulu. Selle tulemusel hakkaksid töölised samu asju tegema vähesema tööjõuga. Alcantra OÜ tasuvuspunkti arvutuse tulemusel selgus, et ettevõtte tasuvuspunkt on 387 000 jooksvat meetrit ning uuringu tulemusel selgus, et ettevõtte pudelikaelaks on nelikanthöövel. Autori arvates on oluline jälgida, et boonussüsteem oleks kõikide tootmistööliste väga erinevaid „minasid“ arvestav. Sellepärast on oluline, et preemiasüsteem oleks kindlasti progressiivne. Mida rohkem inimene teeb tööd, seda tulemuslikult saab ta ka tehtud pingutuste eest tasu. Boonussüsteem peaks oleme üksuste põhine, mitte iga indiviidele eraldi. Pudelikaela juures töötavad inimesed peaksid olema veel rohkem motiveeritud. Et boonussüsteem toimiks on oluline jälgida, et süsteem oleks tootmistööliste jaoks lihtne ja arusaadav. Kokkuvõtvalt võib öelda, et motivatsioonisüsteemis peab olema palju erinevaid motivaatoreid, sest ainult üks motivaator töölisi ei motiveeri. Kindlasti tuleks jälgida, et süsteem oleks muutustega kaasaskäiv. Alcantra OÜ-le loodud uus motivatsioonisüsteem on lihtne ja arusaadav, mõõdetav ning tööliste poolt mõjutatav. Motivatsioonisüsteem peaks sisaldama nii rahalisi kui mitterahalisi motivaatoreid. Tulevikus, kui boonussüsteem hakkab tööle, soovitab töö autor ettevõttel suurendada tootmis- ja müügimahtusid või vähendada kulutusi. Suurema tootmismahu korral on võimalus jätkata tööd ühes vahetuses. Soovitused edaspidiseks: mitte ükski motivatsioonisüsteem ei kesta igavesti. Ta on hästi kiiresti devalveeruv valuuta ehk see ei ole igavene ja muutub ajas. See, mis rahuldab inimesi täna, ei rahulda neid enam homme. Sellepärast peakski motivatsioonisüsteemi üle vaatama iga 2–3 aasta tagant. Aastate pärast muutub motivatsioonisüsteem töötajate silmis tavaliseks. Ettevõte Alcantra OÜ peaks tegema oma motivatsioonisüsteemi muudatused aastal 2021 või majanduskeskkonna olulise muutumise korral.The topic of the present thesis explores the process of increasing production efficiency in a bed support slate manufacturing hall using the example of Alcantra OÜ (Alcantra Limited Liability company). The author chose the topic in cooperation with Alcantra OÜ where the relevancy and the author’s interest in this subject began, thus evolving into a topic for the present thesis. The topic of this thesis arises from the problems and need to increase production efficiency in the bed support slate manufacturing hall. The first step in working towards increasing production efficiency was to study the theoretical framework of motivation, production theories and the economic indicators of the company. The author presents their proposals for increasing production efficiency and developing a motivational system on the basis of an analysis conducted of theoretical materials. As far the author is aware, the topic is relevant since there is no previous research in TTK University of Applied Sciences concerning the combined effects of increasing production efficiency and elevating motivation. The aim of this thesis is to provide an analytical overview of the associations between production efficiency and employees’ motivation using the example of Alcantra OÜ. The thesis analyses the economic indicators of the company for the purpose of calculating the break-even point and describing the bottleneck obstacles. The central research problem of this thesis is presented as follows: which factors are relevant to the process of developing a motivational system for a company? The thesis seeks to complete the following tasks: • provide an overview of different theories of motivation and their associations with theories of production for increasing production efficiency; • providing an overview of the company; • relying on the economic indicators of the company, calculate a break-even point for establishing a motivational system; • synthesise theoretical and economic information to present proposals for increasing production efficiency and creating a motivational system. The thesis consists of a theoretical part and an empirical part. The theoretical section gives insight into theories of motivation and production, as well as provides a conclusion. The empirical part includes an overview of the company used as an example and a break-even point is calculated on the basis of the economic indicators of the aforementioned company. The research focuses on an analysis of the economic indicators of the company with the aim of calculating a break-even point and find the bottleneck of the company. The analysis allowed the author to present their proposals for increasing production efficiency and initiating a motivational system in Alcantra OÜ. The topic of the present thesis is relevant considering there is no prior research conducted in TTK University of Applied Sciences regarding the associations of motivation and production. The author relied of the stages of problem solving model in creating a motivational system. The first step was to identify the problem, followed by the task of finding a suitable model (a theory of motivation to serve as the basis). The later stages involved the analysis and testing of the system. The final result would be the active implementation of the model to see whether the system works or not. In the research the author analysed the economic indicators of the company to calculate a break-even point and find the bottleneck of the company. On the basis of the analysis the author provided personal suggestions for increasing production efficiency in Alcantra OÜ and establishing a corresponding motivational system. The theoretical part of this thesis described the theoretical framework of motivation and production. The second, empirical part, provided a thorough overview of the company and worked on finding the best progressive motivational system. The thesis investigated the possibilities of increasing production efficiency through motivation. Establishing a motivational system in the company is the first step towards the goal of increasing production efficiency. It motivates people to solve problems themselves and thus earn more. As a result, the employees would be able to perform the same tasks using less manpower. The calculations set the break-even point of Alcantra OÜ at 387 000 running metres. The research revealed that the bottleneck of the company was the quadrilateral planing machine. The author considers it very important to observe that the bonus system would take into account the very different personalities of all production workers. Hence the importance of the progressive qualities of the system. The more a person works and contributes, the more their efforts are rewarded. The bonus system should be developed for units, not for individuals. Workers who work at the bottleneck should be motivated even further. It should be monitored that the bonus system would be clear and understandable to the workers for it is necessary for the system to function properly. It can be concluded that a motivational system must incorporate many different incentives for one single incentive is not enough. The system should be flexible and open to changes. The new motivational system created for Alcantra OÜ is simple and understandable, measurable and may be influenced by workers. The motivational system should incorporate financial as well as non-financial incentives. The author suggests the company to either increase production volume and sales volume or cut back on expenses when the bonus system is implemented in the future. The production may continue in one shift when the product volume is increased. Suggestions for the future: no motivational system is reliable forever. Motivational systems lose their value very quickly in time. The things that people find satisfactory today are not going to be the same tomorrow, hence the need for changing motivational systems every 2-3 years. In a matter of years workers get used to the motivational system. Alcantra OÜ should renew their motivational system in the year 2021.Economy and Management--Production ManagementMajandus and ärijuhtimine--TootmisjuhtimineTööstustehnoloogia ja turundusIndustrial Technology and Marketingthesis