Big Bison Resort

D**** N*******

N****** College Submitted in class and online

BUA 260 Principles of Management

March 26, 2015

Spring Semester 2015

Address: *******************
N******, SC, 29***
Email: ******************
Instructor ******* Parks

Abstract: 1. The Big Bison Resort is part of a huge chain of water parks, indoor, that have well trained and enthusiastic employees that care about their jobs. The CEO of Big Bison Resorts is Janette Briggs, she has been given the chance to go on a television show that will disguise her and give her the opportunity to physically interact with the employees without the tag, “CEO”. Concluding her two weeks on the television show being an undercover boss and gaining crucial and vital information that will allow her to give aspects to the business that were never approached or thought of. Information was gathered by Frank Schuman, Vice-President of Big Bison, over many years trying to pin point the right and most evident way of motivating the employees and that was with the employee of the month award. The winner would receive a plaque representing their name and month they achieved their goals and the companies goals. It will also give them a special parking pass for work to give an extra reward to make it even more willing to win. Janette goes back over her information gathered will undercover and decides to demolish the employee of the month award and focus on the employees together such as premium parking or a plaque for the whole group of employees who accomplish their goals and the company’s to the best of their ability. Looking at the Big Bison Resorts information and seeing what Janette immediately came up with will be along the terms of “Quality of Work Life Program”. This illustrates the employee working for self satisfaction, that in turn gives the business fulfillment because the business is winning in all aspects of the smoothly flowing attitudes of the surrounding workplace due to the changes made by encountering and observing the main point of discussion. The ultimate goal for Janette and Big Bison Resorts is for their employees to care for their jobs so much that a reward is being able to work in a place with such great attitudes that suits them and their still capable of doing the job they love.

Case Summary: 1. Big Bison Resorts is doing themselves a huge favor if they switch their rewards system for their employees and find one that fits the desires of the company as a whole. If they continue to do the employee of the moth at each resort and that’s it, it could get boring easily for a worker trying to accomplish new things but there is no reason to because of the reward aspect of the job. So they begin tackling the term of rewarding their employees better and allowing more enthusiastic attitudes towards their jobs and workplaces. The company will go about accomplishing this by revering to a term, used in Chapter 13, to help the manager get back in touch with the employees. This term is called “principles of reinforcement” but mainly on ‘positive reinforcement’. Positive reinforcement is defined in the book as, “applying consequences that increase the likelihood that a person will repeat the behavior that led them there” (Snell, 473). Once this pattern is set into motion the company sees and observes employees and gives them the opportunity to show the leaders/managers what they can produce and how they can be joy full and thrilled about doing it. Once the company has reached this point of the principles of reinforcement for the employees there is nothing but increasing profits, attitudes, and ultimately the work base behind your product or service, in this case it was indoor water parks. 2. The second question addresses the company and how the managers and leaders are going under a questioner and feedback from the employees that deal straight with the product and the dirty work part of the company to get a chance to speak their word. Questioners are the best and easiest way to get a time consuming and non stressful way of receiving information on how employees see the way the company is being lead and the problems it might need to work on to secure the employees happiness and loyalty. This also has a negative aspect lurking behind it because of the tendency for employees, especially responding to a higher standing employee than them, to lie and this could really end up possibly hurting the company even worse. The main thing is trust in your employees to do their side of the questioner to help things as a whole get better for the hierarchy and the lower part of the company. A main way that the company uses feedback and it is a very great technique is when the CEO went behind the scenes and undercover into her own resort as a regular employee without any other employee finishing out. This was tan undesirable moment for Janette and Big Bison Resorts because it really gave her some feedback and information that would be close to impossible to get without going at it the way she did. So the feedback part of the study deals only with creating the best surrounding work place for the employees to have a happy and positive attitude rounded place to work and spend your time at, so you’re not dreading the everyday sequence of going and coming from work because it is now a fun thing and great place to be at because of the people and the feeling of a ‘family-like’ atmosphere. 3. After getting to that point of the process then the bad news start coming along more and more and all the things the company said and did about employee,equality and being treated the same as the other employee, is falling apart. This is causing tension and creating bad vibes between the fellow employees due to other employees being treated better, paid more, or more vacations. The employees, if they feel they have been neglected towards another co-worker and feel that they have a right to be in the same situation as they are then they have a right to the ‘Equity Theory’. The Equity Theory is defined, that people assesses how fairly they have been treated according to two key factors; outcomes and inputs” (Snell, 489). The outputs would be the things that the employee would receive on the job versus the input and that would described as the effort, time, or talent This allows the worker to feel safer because of this umbrella like cover over them saying they are to be treated the same as ever other ‘input’ in this company. The book also mentions the process behind assessing the equity for the employee(s) in different forms one is more mathematical and the other more self centered. Basically for the equity part of the employee and manager relationship deals with the way the company as a group and whole are treated which is monitored by “their own Outcomes/Inputs versus Others’ Outcomes/Inputs” and if the match then everyone is usually very satisfied but once that becomes uneven on either side all you hear is the other side start whispering back (Snell, 488-489). As the CEO and manager this probably does not need to erupt in the any near future because all it creates is more problems. This causes employees to hate other employees and create groups of hatred that literately could end up leaving the company one by one they begin flocking away from the company leaving them stranded. 4. Currently I am not working for a job where I have the ability and power to make decisions based on these level of things but I have been associated with solo jobs and teamwork jobs. The way they are here are the same over there they can either work great in teams or hate talking while working. The jobs where it was more team orientated it seemed to get sort of lost due to the sacredness of everyone, while the one person is figuring out how to attack it with no interruption. This can be helpful or hurtful because if you are alone then there is only one ida most likely but if it’s a group there are more like at least one per person. Even as an Eagle Scout when I was going through scouts there wold always be that troop or those kids in the troop that would never do the wood cutting or trash pick up but always got someone to help them do their share of the deal just because they didn’t want to work hard. This is a huge sign of laziness and this will infect a company and its employees if it is not taken care of and immediately.

Reference: Snell, Scott & Bateman, Thomas. “Management: Leading & Collaborating in a Competitive World.” 10th edition. McGraw-Hill/Irwin. 2013. New York, NY.