...Case Study For Organizational Behavior Submitted by: Varun Paruchuri BM11059 OB Case Study Joining XLRI after having worked in an organization (Infosys) for close to three years is one of the best things that have happened to me in my life. I was filled with boundless joy and happiness when I got to know that I had made it to XLRI. After having joined here, I was very happy to come back to studying and college life again. Everything here was excellent, the infrastructure, the faculty and the environment to learn. Subjects like Organizational Behavior highlighted the importance of being not only a good manager who is very good technically but also a good human being before anything else. It aimed to create responsible individuals who are sensible, knowledgeable and are good citizens in the society to whom everybody can look up to in their lives. Various topics were taught to us in the class and the point was driven home through effective use of real life examples, creative games and other modern teaching tools. The focus was not on the marks scored in the exam but on the learning and experience gained in the classroom. I have collated the learning’s that I have gained during the course of my stint with OB (I sincerely hope this is not the last one) below. I’m sure that as you read along, you would notice a certain trend in the learning and it indicates my progression gradually...
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...John Mackey discusses Whole Foods core values emphasizing collaboration among their employees and their management teams. Whole Foods expects their managers to hire qualified staff; they entrust these decisions to their management team. One objective of the organization is to cultivate staff which are well trained and content with their work environment. An organization of well trained employees will ultimately lead to a content workforce, this benefits the organization, ensuring outstanding customer service, positive brand recognition, increase sales and profitability. This approach should make the employee feel valued and in most cases I believe it does, there will always be the outliers, people who will not be a happy no matter what is done for them. These individuals will need to be dealt with on an individual basis, it is consistent with the 80/20 rule; if 80% of your workforce is happy then you are doing a good job. . Mackey speaks about having a heroic purpose, changing the world for the good. His organization participates in fair trade, animal compassion,(seeking better conditions for farm animals), and 5% donations day, this helps build positive relationships which benefits the organizations reputation.(site reference). Large corporations should give back to the community and the environment, since Whole Foods deals with produce, live stock, should be conscious of the environment. Does this appeal to most customers, it depends on the customer. In these...
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...CASE STUDY ORGANISATIONAL BEHAVIOUR « ARTIC MINING CONSULTANT » Leadership, motivation, relationships and teambuilding are frames that must be taken as very important in the realization of a one’s project. Indeed, a strong leadership permits to motivate the team members, which improves productivity ; in the same way, relationships inside the team impact how the members will feel, their satisfaction, fulfillment, and whether the project will fail or pass. The case we have to analyse deals with the organization of a project Tom Parker is an experienced geological field technician and a field coordinator for Arctic Mining Consultants. Tom had to lead an assignment in which he was expected to stake 15 claims close to Eagle Lake, British Columbia. In this way, he selected Greg Boyce, John Talbot and Brian Millar to be his field assistants, as he had already worked with them. The objective was to complete the job in one week. Each member of the team had a minimum of lengths to stake each day and the prime for reaching the quotas was $300 per person. But, the fact is that some problem occured, several problem were present at the beginning, and it influenced the good realization of t. In this report, I will discuss this case around the main problem that I found, the other problems related to it and give some recommandations, some alternatives to solve it (or not to do it next time).he project The problems that occured in this case : the manager Parker did not well...
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...Organizational Behavior's Assessment إعداد الطالب عبيدة عبد الرحمن ازكاحي C3 | obaidah_67399 | إشراف الدكتور الأسئلة والأجوبة: أ- ما هي المشكلات التي تعاني منها شركة صناعة الإغذية. يوجد عدة مشاكل تحيط بالشركة ومنها: 1- بما أن حوالي 35% من موظفين الشركة من النساء ومنتجات الشركة هي عبارة عن منتجات الكونسروه واللحموم المجمدة فإن بعّد الشركة عن مركز المدينة ( 20 كم ) هي المشكلة الأكبر التي تواجه الشركة. 2- انخفاض المبيعات والنمو على الرغم من وجود مندوبي المبيعات. 3- الصراع بين مدير المالي الذي يسعى لتحقيق هدفة لخفض التكاليف 25% وخصوصاً في الرواتب والمكافآت وبين مدير الموارد البشرية الذي يرى بالقوة العاملة رأس مال فكري قادرة على حل مشكلة انخفاض المبيعات. 4- عدم وجود هدف واضح للشركة ووجود مشكلة تخطيط لعدم وجود رئيس اداري للتنسيق والاتصال بين الأقسام لتوحيد وتحديد الأهداف. ب- أين تضع المديرين الاربعة فيما يتعلق بمستويات التطور في نموذج القيادة الموقفية؟. مع التعليل. حسب نظرية القيادة الموقفية يمكن ترتيب المدراء فيما يتعلق بمستويات التطور: 1- محمد الأحمد تركيز مرتفع على المهام ومرتفع على العلاقات وذلك بسبب قضاء معظم وقته لوضع خطة طويلة الأمد لتطوير نموذج فعال لاتخاذ القرارات حول الإنفاق المستقبلي على المعدات والمباني وكما يراه زملائة كفؤاً. 2- السيد معاذ رئيس قسم المبيعات والتسويق: تركيز مرتفع على المهام ومرتفع في العلاقات: بسبب وضع خطة وهدف واضح وهو زيادة المبيعات السنوية للشركة بنسبة قدرها 15% كما أنه يريد الارتقاء باتباعه إلى إنتاجية عالية، على الرغم من أن زملائه يروه لا يفهم تماماً كيفية عمل شركة متخصصة بصناعة الأغذية لكن زادة نسبة...
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...In 2003, Kimberly-Clark, the maker of paper products including Kleenex, Huggies, and Depends, announced it was creating a radical new structure to shore up underperforming parts of its business by restructuring its products into three categories. The categories were “grow,” “sustain,” and “fix” – somewhat unconventional categories. They weren’t devised based on product type, customers, or geographic locations in which they sold, but instead on the perceived strength of the product themselves. Background Kimberly, Clark and Company was established in 1872 by four young businessmen, John A.Kimberly, Havilah Babcock, Charles B.Clark, and Frank C.Shattuck. Based in Neenah, Wisconsin, the company initially manufactured paper, but over the years it began to branch out, broadening into the personal hygiene consumer products area to compete with companies like Procter & Gamble. In 1978, Kimberly-Clark introduced what would become its top seller: Huggies disposable diapers. Huggies were an instant hit and soon became the nation’s number-one brand. In the next two decades, Kimberly-Clark introduced Depends for adults, training pants for toddlers, and merged with Scott Paper, a leading maker of toilet paper and paper towels. Today, the merged company sells its products in over 150 countries around the world. In about 80 of those countries, it holds the number-one or number-two spot in the marketplace. Restructuring Problems Like many corporate mergers, the merger between Kimberly-Clark...
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... Nov 26, 2012 MGT301 Personality and Perception Case Study 1. People are born different, with distinctive personalities and attitudes. Some are optimistic or pessimistic, active or passive, calm or agitated and so on. Such diversity in personalities, in addition to the culture that individuals are attached and raised by, affects their attitudes and thus their perception. Therefore, personality plays a role in defining people’s reactions and behaviors to events around them. In the case, “Differing Perceptions at Clarkston Industries”, the manager Susan contemplates the problem of Jack, a new employee she hired. Jack was hired directly after he left prison, given a chance by Susan who in turn passed through a similar situation in the past. Later then, Jack was accused and suspected of stealing money by his fellow coworkers who perceived such an incident on previous records that is he staying in prison. On the other hand, Susan had ambivalent thoughts and was disturbed. She perceived the problem considering Jack and avoiding muddling up with perception shortcuts such as stereotyping and Halo effect along with reflecting on the reaction of other employees to her decision. 2. In my opinion, Susan should not fire Jack for two reasons. The first reason is that Jack, as mentioned in the case, is a hard working and capable worker who appreciated the chance he was given. Second, disregarding if it is true or...
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...MGMT 3720 Assignment #1 An evaluation of this selective case study reveals a work environment at the Wilson Construction Company with a discussion between an employee and his supervisor. The employee, Walt Henderson, works at WCC as a drafting technician. He has brought his personal project from home to work on during assigned work hours. His supervisor, a man, named Ken, feels that this sets a poor precedent for the other employees and reminds him that his actions are inappropriate. Walt counters this by commenting that he has not only already finished his assigned work, but also worked while home to finish other company materials. He feels that this should entitle him personal time at work since he gave up time at home for company work. This case study is an excellent example of how attitudes, mainly Walt’s toward his use of time, play an important part in actions, feelings, and behavior in the workplace. Attitudes at work, such as Walt’s about his use of company time both at home and at work, are evaluative statements about objects, people, or events in the workplace. In this paper, I will evaluate the situation at work concerning Walts attitude related to work, his boss, and his time spent at home and work. I will also evaluate Walt’s discourse in order to try to predict his future behavior at work. In conclusion, I will suggest alternative ways on how Walt’s supervisor, Ken, should handle the manner in which Walt’s attitude affects his performance at work...
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...world. Since then the technical expertise and facilities of SLN Dockyard have improved tremendously to become one of the best ship repair facilities in the country. 1.2. Background The technical organization of Dockyard is headed by a Marine or an Electrical Engineer of the rank of Commodore designated as Commodore Superintendent Dockyard. Two deputies function as departmental heads of Marine and Electrical/Electronic Engineering Departments. The technical organization is comprised of two main branches and sub departments. 2. Organizational behavior (OB) Organizational behavior (OB) is the study of what people think, feel, and do in and around organizations. Its focus is on employee behavior, decisions, perceptions, and emotional responses. The prime aim of any organization, irrespective of whether it is private or public, is to increase the output in all desirable. Organizational Behavior is concerned with the study of what people do in an organization and how their behavior affects the organizations performance 1 2.1. Organizational Behavior Trends There are many trends...
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...Galvez Case Study Chapter 4 Questions 1-. No, but most of the things they mentioned in the case study are true in my point of vies of course. In the myth number one, I think is true because in the United States everything is individualism, and in China is more collectivism. Is true two people work better than one, and is one of the reasons of why china is one of the best countries in the world. I’m not saying United States is not one of the best countries in the world, but right now China has better economy than United States has. Also, something that I see is all the Chinese people they are everywhere around the world, in Mexico we have tons of Chinese people they like to have business all around the world and for them is not complicated to adapt the culture of where they decide to move. 2-. First business in china are very different and I think will be hard for me to adapt the way they business work. But if I decide go and do business I think will look first the way they work and learn for it and then apply a little bit of the way business work in Mexico. Something that everybody needs to know is wherever you go you need to adapt if you are the one coming to a different country of where you come from. Some people don’t understand that concept and they want to act and live the way the used to live but if you come to a different country you are the one that has to adapt to that culture. 3-Something that everybody learn when they come to study or work...
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...Hilton’s transformation case studies Case Summary Qualities and suppositions imparted over an association are alluded to as the hierarchical society. The hierarchical society of a company or even a district is in light of the disposition and estimations of the representatives. As the district of Hilton developed in populace and size its administration group was compelled to change from a city concentrated on foundation to a city occupied with social administrations. City representatives confronted a shift in authoritative society. This article addresses the change in metropolitan administration and authoritative society and its impacts on nature and group of Hilton. The authoritative environment in the region of Hilton pandered to rank and could be portrayed as one of "qualification and solace," (McShane & Von Glinow, 2010, p. 438). Office administration to a great extent worked without impedance from the city administrator or chose authorities. As city development strained social administrations and group individuals communicated dismay with the current hierarchical culture in the district it got to be clear that the city required a change in working environment. The region of Hilton occupied with natural and authoritative change by reinforcing the corporate culture and incorporating outside experts to fabricate a versatile society. Problem Identification The issue recognized is that Hilton HHonors need to choose how to approach an alternate situating stand and...
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...ARCTIC MINING CONSULTANTS Case Synopsis Arctic Mining Consultants is a mining company that deals with mineral exploration. In this case study, the project given is staking 15 claims in Eagle Lake, Alaska. The project Manager was Tom Parker, who has a wide experience and specialized knowledge in all nontechnical aspects of mineral exploration. He is a geological field technician and field coordinator for Arctic Mining Consultants. He assigned his previous field assistants John Talbot, Greg Boyce and Brian Millar to help him complete the project. The job required them to stake at least 7 lengths each day in order to be completed on time. However, the whole team has became very tense and agitated, especially Tom Parker, as the deadline was just around the corner and there’s still many to be finished within the limited time. The problem became worse with the way Tom managed and treated his team. The only motivation to the team was the $300 bonuses promised by the company when the job is done on time, otherwise, they might wished to give up already. This happened because working as a field assistant and in long-working hours only giving them low wages, which is considered unreasonable compared to what they have to do. During the eight hard days, everything had actually proved the strengths and weaknesses of each of the team members, including Tom. Case analysis symptoms 1) What symptom(s) exist in this case to suggest that something has gone wrong? The symptom(s) to suggest...
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...A Report on An analysis on OB application of Emotions & Moods: The case study of Shahjalal Islami Bank Limited A Term Paper on An analysis on OB application of Emotions & Moods : The case study of Shahjalal Islami Bank limited Course Name : Organizational Behavior Course Code : F-301 Submitted To: Samia Sultana Tani Professor Department of Finance Faculty of Business Studies University of Dhaka Submitted By: Group No: Submission Date: 1st July,2015 [ ii ] Group Profile: SL No. | Name | ID | Marks | 1 | Shaidur Rahman | 19-059 | | 2 | Niaz Mohammad | 19-061 | | 3 | Sharmin Jahan | 19-085 | | 4 | Momtaz Jahan | 19-091 | | 5 | Ferdaus Akter | 19-117 | | 6 | Mosavvir Al Ashick | 19-131 | | 7 | Sampa Mandol | 19-153 | | 8 | Shanjida Shoma | 19-195 | | 9 | Tahsinun Nur | 19-203 | | 10 | Sumaya Eysmin | 19-205 | | [ iii ] Acknowledgement First of all we express our gratitude from heart to the Beneficent, the Merciful & Almighty Allah for giving us the strength and patience to prepare this term paper within the programmed time. We are deeply indebted to our course teacher, Samia Sultana Tani , Professor , Department of Finance, Faculty of Business Studies, University of Dhaka, for her co-operation and precious contribution in preparing the report. It gave us the opportunity to know and prepare the report...
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...OB in Action Case Study: Companies Are Trying to Improve Employee Attitudes during the Recession Introduction “Creating an effective and productive workplace takes a firm commitment from management even in the best of times” (Ballard, 2012). When the recession hit full force, many companies had to make some difficult decisions. “In a 2009 survey conducted by the American Psychological Association, 68 percent of employed Americans reported that their employers had taken steps such as putting a freeze on hiring or wages, laying off staff, reducing work hours, benefits or pay, requiring unpaid days off or increasing work hours because of the weak economy” (Ballard, 2012). During a period of recession, managers need to understand the relationship between employee well-being and the performance of the company. There are several means managers can use to improve employee performance. Some of these methods include: the utilization of Schwartz’s 10 Values, adapting attitudes and behaviors, increasing employee involvement through incentives, and the utilization of Azjen’s theory of planned behavior to shape the intentions and behaviors of employees. In order to form During a period of recession, managers need to understand the relationship between employee well-being and the performance of the company. There are several means managers can use to improve employee performance. Some of these methods include: the utilization of Schwartz’s 10 Values, adapting attitudes and...
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...WIND” |MODULE M 5 CREATING HIGH PERFORMANCE PROJECT AND PROCESS TEAMS | |OB in Action Case Study 1. Executive Summary General Electric Co is setting out to apply considerable financial and technological innovation to the field of wind energy. James Lyons in charge of sourcing talent from around the world has the task of forming a team that is culturally diverse and innovative enough to design and research new techniques for developing alternative methods of harnessing wind energy. In question within this case study is the application of teamwork competencies to maximise efficiency and effectiveness in achieving specific outcomes for developing solutions. Different methods of effective group performance are discussed and elaborated upon as well as the interaction of the leader in establishing guiding principles in getting results. Contrasted within this report are the views and opinions of 3 different authors in defining group and teams within organizational behaviour, describing the various groups found in organizations, stages of group development, characteristics of effective work groups and teams. Factors that may be attributed to possible failure and the various contingency factors that have a direct relationship to a leader’s behaviour in particular to achieving specific outcomes are also discussed. OB in Action Case Study GE’s Global Virtual Team Wants to Reap the Wind. An emphasis...
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...“GE’s GLOBAL VIRTUAL TEAM WANTS TO REAP THE WIND” |MODULE M 5 CREATING HIGH PERFORMANCE PROJECT AND PROCESS TEAMS | |OB in Action Case Study 1. Executive Summary OB in Action Case Study GE’s Global Virtual Team Wants to Reap the Wind. PART A 1. Question 1 A definition of groups and teams is contrasted within the views of three current authors in this report to provide a model for understanding the nature of groups and teams in organisations. It begins by defining the various types of groups and teams, reasons for their formation, and characteristics of groups and teams, a summary of objectives is defined. OBJECTIVES : 1. Describe the various groups in organisations 2. Stages of group development 3. Characteristics of effective work groups 4. Describing various teams that exist in organisations 5. Characteristics of effective teams Differences of the above objectives between the three authors will be clarified to determine an understanding of how each author arrives at concluding how groups and teams serve organisations. Authors: Stephen P. Robbins, Timothy A. Judge; Gibson, Ivancevich, Donnely, Konopaske; Andrew J. DuBrin. OB in Action Case Study GE’s Global Virtual Team Wants to Reap the Wind. VARIOUS GROUPS IN ORGANISATIONS P. Robbins, A. Judge define groups as two or more individuals, interacting and interdependent who come together to achieve particular...
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