Critical issues related Bob’s office:
Both Bob and Steve had similar skills, they were students in the same institution, and applied in the similar organization but their advancements in the respective jobs at “Big Eight” were very different. Bob’s first two at his job were extremely gratifying due to the friendly and comfortable environment in terms that he could easily discuss personal and problems with his senior assigned by the manager.
Company policies played a vital role in creating Bob’s loyalty and interest with his work place. Positive and continuous reinforcement was in practice in Bob’s office, the employees are given performance appraisal, feedbacks and issue negotiation helped enabling the effectiveness and efficiency in the achievement of goals.
Bob is enjoying job enlargement, job empowerment and job enrichment, which is the cause of increase in his creativity, job satisfaction, job involvement and commitment. For instance, he is provided with challenging and relevant tasks, which provides him scope to improve his skills in a creative manner. The department in which Bob is working has an open culture that is there are no communication barriers in this manner the exchange of thoughts, feedback, recognition and employee evaluation becomes easier.
Moreover, balanced proportion of work is allotted to the employee according to his capability, which is due to distributive justice principle followed in the department, and high rate of hiring is done which decreases workload on a single employee, which has decreased turnover rate in the department. Managing partners have adopted the police to hire anticipated growth rather than hiring employees to catch up to growth which gave way to the practice of hiring excessive employee causing decrease in manager utilization from 70% to 75% . Performance evaluation is based on performance appraisals as Bob’s pay