...12.3.2014 12.3.2014 Case Study Organizational Behaviour Lecturer: Hu Hua Min Case Study Organizational Behaviour Lecturer: Hu Hua Min Could Billy do something? Abstract: According to Billy’s Building Supplies Inc. case study, I cannot agree the given topic “There was nothing Billy could have done to improve the workplace attitudes and associated workplace behaviours (performance indicators) of the people he supervises. This is particularly the case with Ted”. In my essay, I was focusing on three types of job attitudes (job satisfaction, job involvement and employee engagement) and the results of job satisfaction (or dissatisfaction) in the workplace to support and explain briefly my point of view. These days more and more people pay attention to improve the workplace attitudes and associated workplace behaviours. I am trying to analyse and understand how a specific attitude affects workplace behaviours using workplace attitudes and behaviours given in this case. The outcomes of job satisfaction, which is related to workplace behaviours or indicators of performance and include the following: job satisfaction, absenteeism, turnover and workplace deviance. I am combining all these concepts with Ted’s and Billy’s performances and behaviours to analyse the whole situation. What is a job satisfaction? It’s a positive feeling that employee has about his or her job resulting from an evaluations of its characteristics. Job involvement is very related to job satisfaction...
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...Introduction While this essay will argue that it disagree the statement on account of Bruce Ford can change his mind and there are some theories to help him like his job let alone feel motivated by it. On the basis of this case, Bruce has low job satisfaction and does not have motivation on his work, especially that time Helen re-structuring process. Otherwise Bruce feels socially isolated at work. So he needs some theories to change his attitude and values in order to help him to rebuild the high level of job satisfaction and motivation in the future. In this article, it will use three aspects to analysis Bruce action and find the solutions of these problems. First of all, it will use the job satisfaction and attitude to analysis why Bruce has low organization commitment and low productivity, then let Bruce enhance his job satisfaction and motivation within his work. What's more, it will introduce that Herzberg’s two factor theory to solve Bruce's problems. Lastly, some suggestions will be given to balance the two different values in order to help Bruce to continue stay in the workplace. Analysis Job satisfaction Job satisfaction plays a significant role about each person to enjoy his job. From this case Bruce has low satisfaction with his work, such as he does not satisfied his salary and position. According to Robbins et al(2008,p79) 'a person with a high level of job satisfaction holds positive feelings about the job, while a person who is dissatisfied holds negative...
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...1 Lesson # 1 Case Study MGT 500: Organizational Behavior & Leadership July, 04, 2014 2 Listo System Listo Systems is a graphic service agency with success from 1990's.The rapid growth help to learn new technology impacts and give products faster and quicker.But competition is growing faster which increase needs of customer and to get product more demanding.The advancements in technology have also created new threats to the industry in terms of security and theft of products.Technology has become the key strategic resource needed for the success, indeed the survival, of a business, corporation, or nation.The vital role of information technologies and systems in society raises serious ethical and societal issues in terms of their impact on employment, individuality, working conditions, privacy, health, and computer crime. Managers and business professionals can help solve the problems of improper use of IT by assuming their ethical responsibilities for the ergonomic design, beneficial use, and enlightened management of e-business technologies in our society. Listo system is a graphic agency with a success.As, with the growing technology field Listo has to satisfy the needs of customers.As to adjust in the competitive field Listo faced lot of challenges.The Listo system can come out from this situation with the help of leadership management, study customer behavior and how to satisfy customers requirement. Listo systems leadership management should...
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... Research Methodology II Instructor Stanley L. Sclove [pic] The Sears, Roebuck Case These notes Copyright © 2005 Stanley Louis Sclove [pic] HyperTable of Contents 0. Introduction; Key Terms 1. What is Structural Equation Modeling? 2. A Simple Example of SEM 3. The Role of Theory in Structural Equation Modeling 4. Developing A Modeling Strategy 5. Estimating a Path Model with Structural Equation Modeling References [pic] 0. Introduction; Key Terms Preview In this course we consider Structural Equation Models. This note anticipates much material which will be discussed in more detail in the course or in the text (Schumacker and Lomax 2004). The note is based on a Harvard case, together with an example from Hair et al. and some introductory material. Key Terms The diagrams used in SEM are called path diagrams. The response variables are endogenous; the explanatory variables, exogenous. The modeling proceeds in terms of concepts, represented by constructs, measured by variables called indicators of the constructs. The model relating the indicators to the constructs is called the measurement model. The model relating the constructs to one another is called the structural model. [pic] 1. What is Structural Equation Modeling? Structural equation models (SEMs) include path analysis and factor analysis. SEMs include the econometrician's Simultaneous Equations Models. However, SEMs may...
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... |8 | | |Training Process |10 | | |Methods of training |13 | | |Case Study I: Hotel Taj President |18 | | |Case Study II: Hotel Hilton Towers |20 | | |Analysis of the case study comparisons |22 | | |Conclusion |23 | Nature of Training and Development In simple words, training and development refers to the imparting of specific skills, abilities, knowledge to an employee. A formal definition of...
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...This case is about a conversation between an employee and his supervisor at the Wilson Construction Company (WCC). Walt Henderson, an employee at WCC works as a drafting technician. He brings his own personal project from home to work on during his work hours. Ken Hardy, his supervisor, feels that this an inappropriate behavior and sets a bad impression to other employees. Walt explains that he should be entitled to such privileges because has he not only already finished his assigned work, but also worked at home to not let the company be behind schedule. This particular case is an example of how attitudes, like Walt’s toward his use of time, have a role in actions, feelings, and behavior in the workplace. Attitudes are “evaluative statements that are either favorable or unfavorable concerning objects, people, or events” (Robbins & Judge 66). An in-depth analysis of Walt’s attitude towards his work, Ken, and his time spent at work will be discussed as well as a comment on how Ken should have handled the situation. Walt Henderson’s attitude towards work may seem positive “as long as [his] work is done and [he] doesn’t bother anyone”, however, in terms of how his time is regulated at work, his attitude is mostly negative. Walt feels that Ken is siding with the boss and doesn’t “understand why the rule is so strict”. This makes him feel like the whole situation is unfair and states that he just “wants to be treated as an honest person”. Attitudes have three components:...
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...Christopher Collins Task 317.1.6-03-06, 08-10 In this case a mid-size manufacturing plant hired an engineer, which the company itself describes as intelligent and bright. The engineer is not only completing every task assigned to him on time, but has also made several changes in the plant which increased the efficiency of the plant. However, his attitude is not matching with his work. He has been proven very bad team player, as he does not treat co-workers respectfully. Even, the managers feel his attitude resent, because he claim that he is the only trained engineer in the company and no one is qualified to evaluate his performance in the company. The manager this time has opted for 360 degree performance evaluation system, and so far has evaluated his attitude with co-workers, his attitude to managers when they communicate, friendliness and neatness of workplace. Despite his extraordinary performance he has received very poor remarks in every field. This paper in this connection, will recommend three main concerns that manager should consider while evaluating the performance of engineer. The point of concern in the current evaluation form of this company includes: 1. Friendliness: A performance evaluation form should consider factor like how a person perform in team rather than his friendliness, because nature of different individual varies, and it is a fact that there are people in the world who do not prefer to be social at their workplace, and a probability is there...
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...employees by offering them mere monetary incentives? Can human resources be stirred or inspired to achieve for the organization by something as ephemeral as money? The history and present of the business world will answer with a resounding “NO”. In that case, what is the formula, in a system driven by human beings, whose minds are swayed by objects, emotions and thoughts, to create a harmonious organization, which endeavors for excellence together? Pixar appears to be one of the rare organizations whose methods resolve this question. They have managed to attain a global reputation for their employees’ satisfaction and assiduousness. This report delves into some of Pixar’s secrets of creating an environment that is incalculably favorable to innovation. It begins by introducing Pixar to the readers and advances to an analysis of some of the Pixar’s philosophies that have contributed to their success. The first theoretical analysis section begins with an evaluation from the perspective of employee empowerment. The report reveals the features of Pixar’s empowerment management and creativity practices and their contribution to Pixar’s success. It proceeds to assess Pixar’s productivity from the viewpoint of emotional intelligence, attitudes and behaviors. The second section...
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...developing a comprehensive job analysis. The recommendations being provided for a performance management framework are also associated with the organizations business strategy put forth by Mr. Stonefield. As previously discussed the limousine service will be located in Austin, Texas with 25 employees planned during the first year. The Annual net revenue is expected to hit $50,000 with a revenue growth of 5% for each year after the first year. Mr. Stonefield has now predicted an annual employee turnover rate of 10% for the company. Using this information, a performance management framework was created to pinpoint the skills needed by the employees, organizing performance philosophy, and a job analysis process. This framework helps Landslide Limousine in describing and outlining procedures used to determine employee skills with an approach that also delivers effective performance feedback. Performance Management Framework and Business Strategy It’s important when creating a performance management framework that the framework goes along with the organizational business strategy. During his meeting Bradley Stonefield mentioned the anticipation of 25 employees with a 10% turnover in the first year. This indicates that the company is anticipating the loss and hiring of approximately 3 employees within the first year. The performance management framework allows Landslide Limousines to create an employee appraisal system that will focus on the employee turnover and other needs of the...
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...Executive Summary The “THE CANADIAN NATIONAL BANK” case is about the conflicts between Lesley Mahon and Pam Stewart. Lesley is a young lady with high education level. Pam is an old employee full of working experience. They had had conflicts since Lesley’s first day working as Pam’s leader. Since Pam has written a complaint letter to head office to allege Lesley. Lesley must take some action to protect her job. Main problems in the case: 1. Lesley’s leadership 2. Pam’s attitude and personality 3. Other issue (1) Bank’s promoting system (2) Robert’s supervision (3) Lesley and Pam’s communication Alternatives: 1. Agree Pam to take the accounting course on Thursday and find another employee to complete Pam’s job. 2. Invite Pam and Robert to Lesley’s office and have a conversation on this situation. The conversation should in an equal relationship. 3. Explain the relationship between Lesley herself and Pam to the NCEC. Let the head office to make the decision. 4. Quit the job in this branch and apply the same job offered in her home town of Sarnia, Ontario. As a recommendation, Lesley should combine the alternative. First take alternative one to relieve the tense situation. Then take alternative three to get the initiative in problem solving. Eventually, take alternative two to resolve the problem between herself and Pam. Problem Statement Lesley Mahon and Pam Stewart had had conflicts since the first day of Lesley’s appointment. Four months later...
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...is going to discuss individual behaviour in an organization. It will include the MARS model, the Model of the Perceptual Process, the Model of Emotions, Attitudes and Behaviour in the workplace, the causes and management of stress and motivation as these tools impact the individual behaviour of an employee to a large extent. (McShane, Olekalns&Travaglione, 2010) First the problems have been identified and then analyzed using the above mentioned models and methods. Finally the advantages and disadvantages of the methods and models used are discussed and then the assignment ends with recommendations and a conclusion. 2.0 Identification of the problems Companies are striving to answer many questions in efforts to benefit from positive employee behavior in the workplace. The goal of most companies is to foster a win-win situation for both the company and a good employee environment (David, 2007).A happy satisfied employee can do a much better job than a disgruntled unmotivated employee. However, there are many problems in this case. Peter as a management account is regarded “moody” and is not well liked by his staff, he is “stolen” Mike’s revision plan and so on. All of this behaviour is bad influence Fran and other employee’s emotion, and give the employee too much stress. Peter also told to some of his employee do not talk to Fran, it is really made Fran shame. Vernon as the Chief cost accountant is easygoing employer, but when he gave some advice to Fran, it...
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...assignment代写之 Case Study of Omega for Organization Behavior 发布者：365 Assignment 发布时间:2014-11-18 Case Study of Omega for Organization Behavior Executive Summary There is a relationship among the management system established by the corporate leaders, the management methods used by the directors, the organizational structure and the evaluation from the managers to the subordinates and the staff (Hung-Wen & Ching-Hsiang, 2009). The relationship is put forward by Adam • Smith who was the British bourgeois classical economist. In 1776, the theory emerged in his most important literature which was named Wealth of Nations. The theory holds the view that all human behavior is to satisfy the self-interest (Hung-Wen & Ching-Hsiang, 2009). Actually people should strive for the maximum economic benefit and working is to obtain economic returns. For this reason, the employees’ attitude that plays the role as the inner motivation of the work will makes a great impact on the perceptions and judgments on the work (Boardman & Sundquist, 2008). What is more, the employees’ attitude also will promote their learning knowledge and improve the endurance in the work. As a result, the self-motivation has more spiritual strength than the spontaneous working from the employees. In fact, the employees who are working with the self-motivation can run themselves up (Boardman & Sundquist, 2008). Their attitude towards the...
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...Nature of Training and Development In simple words, training and development refers to the imparting of specific skills, abilities, knowledge to an employee. A formal definition of training and development is determined as follows: “It is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.” The need for training and development is determined by the employee’s performance deficiency, computed as follows: |Training and development needs = | |Standard performance – Actual performance | We can make a distinction among training, education and development. Such distinctions enables us to acquire a better perspective about the meaning if the term training. Which refers to the process of imparting specific skills, Education, on the other hand is confined theoretically learning in classroom To distinct more, the training is offered in case of operatives whereas development programs are conducted for employees at higher levels. Education however is common to all the employees. Inputs in Training and Development Any training and development programme must contain inputs which enable...
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...Haubert Case Destiny Alicia Walker AMBA 620-9045 Dr. Ed Olson April 22, 2014 Introduction The purpose of this analysis is to examine a case that I have chosen written by one of my cohorts. While analyzing this case I will focus on key points from the readings to highlight how this case does, in fact, pertain to this reading and other articles that are relevant to the class. Upon conclusion of this analysis, my hope is that the reader will have a better insight of different aspects of management and management conflicts in this workplace. Case Synopsis The particular case at hand involves change in management in the workplace. When a new manager replaces a manger that has been a part of an organization for a while, conflicts can and almost always occur for the manager. The new manager in the particular case simply came in and tried to do his job. He tried to enforce the rules that were in place, but before he was there, these rules were not enforced as much. Once the rules were enforced, conflicts began to arise. After such conflicts arose, a large number of employees left. When the employees left, the star employees that stayed decided to give advice to the mew manager on his working skills and he listened. He implemented what the employees told him and there was almost an immediate change. The branch started performing even better than they were before the other employees left and even became one of the highest performing branches in the company. This case highlights...
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...A Case Study on Internal or External Recruiting 1. Objectives of the Case Study The number of managerial positions is limited in most organizations, and employers fill those limited positions with either internal hires or external recruits. This external-versus internal- hiring decision is important, because managerial capability is a critical determinant of the profitability of an organization. In this case study of Powernet, our objectives are to: * Analyse the issues related to recruitment in Powernet Inc. * Make recommendation in order to face the coming up situation with the retirement of middle management employees. 2. Document Review 2.1. Industrial Organizational Psychology Industrial and organizational psychology is the scientific study of human behavior in the workplace. I-O psychologists contribute to an organization's success by improving the performance, satisfaction, safety, health and well-being of its employees. An I–O psychologist conducts research on employee behaviors and attitudes, and how these can be improved through hiring practices, training programs, feedback, and management systems. I–O psychologists also help organizations transition among periods of change and development. 2.2. Key areas of I/O Psychology * Training & Development * Employee Selection * Ergonomics * Performance Management * Work Life * Organizational Development 2.3. Various branches in Psychology * Abnormal Psychology ...
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