...Decline in Employee Morale and Job Satisfaction: UHS Decline in Employee Morale and Job Satisfaction: UHS Established in 1978 United Health Services has deemed itself as a top standing healthcare management corporation. For the past thirty two years the company has expanded operating through affiliate hospitals, behavioral health facilities and ambulatory centers nationwide. The organization has been ranked as one of the top “Fortune 500 “largest corporations for 2011. With all of the accolades and successful growth it would be difficult to point out any discrepancies that the organization could have as it relates to organizational behavior. The company has progressed from several facilities in 1978 to a conglomerate of facilities in the millennium. The organization is the 5th largest for profit hospital managed Health Care Company that is currently competing with increased growth in the Physician owned facilities. The company is the largest publicly known trader of psychiatric and substance abuse facilities. What meaning does these accomplishments mean when they have prospered and flourished to the extent that it exceeds the expectations of the business owner but on many levels fail to meet expectations of the employees and the patients. When evaluating the company success there is no doubt the intangible business decisions have led them to acquire a great deal of recognition as a franchise. Many would argue that a franchise should be more than for profit when it comes to...
Words: 3103 - Pages: 13
...“I Met My Goal, Now Where is My I-Pad” The effects rewards have on motivation and job performance T. Burt GM 591:Leadership and Organizational Behavior 06/19/2011 Literature Review Schermerhorn, Hunt, Osborn & Uhl-Bien (1997) defined motivation as the forces within an individual that account for the level, direction, and persistence of effort expended at work. They examined both the content theories, and process theories of motivation. They gave a detailed description of each theory which explains how the needs of individuals lead to motivation. There was an examination of intrinsic and extrinsic rewards and the pros and cons of each were discussed. Rollins (1987) examined the pros and cons of pay for performance. He concluded that the many pay for performance programs fall short of the model standards. Many organizations have a budgeted amount for merit increases and therefore they do not always fully compensate an employee for their performance. For those organizations that do not agree with pay for performance they must come up with other ways to motivate employees Kurland (1995) challenged organizations to look at how rewards could lead to unethical behavior. In some instances employees may try to beat the system in order to receive a reward. As was the case with Sears Roebuck and Company whose employees were charging employees so they could receive a higher commission. Leonard...
Words: 5487 - Pages: 22
... | |Review of Change Efforts Within 7Search.com | | | |Khalilah Burton | |Khalilahburton@yahoo.com | GM591 Leadership and Organizational Behavior Prof. Frank Readus 1/12/2012 GM 591: Leadership and Organizational Behavior Project Proposal Overview of Organization The organization that will be the topic of discussion in my final project paper is 7Search.com. 7/search.com is a privately owned company whose corporate headquarters are located in Des Plaines, Illinois. We are a pay per click advertising search engine and we cover approximately 26% percent of the online search traffic that the top three search engines Google, Yahoo, and Bing do not cover. The 7/search.com competitive advantage lies with the intellectual properties, their employees, and their commitment to quality. With 7Search.com being a part of a family of web based companies that include Website Magazine, an industry publication, and Where You Shop, a deal site; 7Search.com is struggling...
Words: 470 - Pages: 2
...GM591: Leadership and Organizational Behavior Instructor: Michael McCarthy Submitted By: Cassandra Norton DSI#: D97056313 Date: November 8, 2009 Email: cassie.norton@comcast.net Overview of Organization The organization that will be the focus of my discussion in my final paper is Health Care Service Corporation (HCSC). HCSC is the largest customer-owned health benefits company in the United States and is the fourth largest health insurer in the country overall. The organization is an independent licensee of the Blue Cross and Blue Shield Association and is the parent company to four regional Blue health plans: Blue Cross Blue Shield of Illinois, Blue Cross and Blue Shield of Texas, Blue Cross and Blue Shield of New Mexico, and Blue Cross Blue Shield of Oklahoma. HCSC’s line of business is to provide group and individual health plans, managed care programs, and Medicare supplemental coverage to its members. Beginning in the late 1990’s, the corporate culture started to deteriorate and employee morale took a turn for the worst amidst public claims of unethical business practices and poor corporate citizenship. In 1998, Blue Cross/Blue Shield of Illinois (BCBSIL) was involved in a public scandal and pled guilty to eight felony counts of Medicare fraud and agreed to pay $4 million in criminal fines and $140 million in a civil settlement for lying to federal auditors, destroying documents and mishandling claims. The company’s reputation suffered grievously and it seemed...
Words: 961 - Pages: 4
... Deangelaldixon@yahoo.com- GM591-WBREY September 19, 2010 Part I: Group Development Bruce Tuckman developed a four stage model of group development in 1975 he added a fifth stage. The first stage is forming and that is the “getting to know each other” phase. This stage is basic orientation (Schermerhorn, Hunt and Osborn 2010) and the group members identify with other group members. This stage also defines the task and how to approach it. The second stage is storming, “dealing with tensions and defining group tasks “(Schermerhorn, Hunt and Osborn 2010)”. Within this stage group members attempt to organize the task and chaos way occurs. Questions may arise about who is going to be responsible for what, what the rules are, and what the reward system is. The third stage is norming and that is “building relationships and working together “(Schermerhorn, Hunt and Osborn 2010)”. This is the stage where the group members agree on how the group operates and share a sense of group belonging. The fourth stage is performing and that is when the group is “maturing in relationships and task performance” (Schermerhorn, Hunt and Osborn 2010). This is when the group becomes affective in meetings the groups’ objectives. The group is able to handle disagreements and complex problems in a mature manner. The fifth stage is adjourning, “disbanding and celebrating accomplishments “(Schermerhorn, Hunt and Osborn 2010)”. This final stage is the process of termination...
Words: 1009 - Pages: 5
...Course Project Proposal GM591- Leadership and Organizational Behavior I. Overview of Organization and My Role in it The Emirates Airlines is the organization that will be the topic of discussion in my final project. “Emirates Airlines is the Emirates Group’s rapidly expanding and award winning international Airline. Emirates started in Dubai and flew out with only two aircrafts in 1985 on 25th October which involved just a leased Boeing 737 and an airbus 300 B4. Today the Airline has orders worth over US$ 68 billion for 200 more of the latest aircraft, with plans to operate in many more destinations in the months and years ahead. Emirates global network now sees it flying to over 110 destinations across 6 continents, operating a modern fleet of over 150 wide-bodied aircraft. Emirates airlines accounts to about 40% of the total movements of flights and aiming for at least 70% total flights coming in and going out of Dubai International Airport.” (http://www.emirates247.com/look-back-2010-onto-2011/the-most-popular-stories-of-2010) I am an accountant for Emirates Airlines and in charge of creating a project aiming to increase the company’s market share and gain more profit without sacrificing the company’s quality of services and reputation. I just recently began my employment in the company and now facing the big challenge of creating this project and attaining the goal of making it huge in international...
Words: 1182 - Pages: 5
...ORGANIZATIONAL BEHAVIOR in Greek town Bank Final Course Project GM591: Leadership and Organizational Behavior INTRODUCTION The leadership’s role in an organization is specific in that they should demonstrate four leadership responsibilities directing, coaching, supporting and delegating. These specific responsibilities will not only lead a team but will be effective in the results the teamwork will display. Good leadership practice is a process that is learned and applied. The leader becomes to be more effective and productive as they work to direct and guide their staff towards the mutual accomplishment of goals and objectives. Greek town bank is well known amongst the regular customers for being friendly and personal the atmosphere is always upbeat and relaxed. The employees make the professional setting fun casual and inviting to everyone. At the bank I’m the teller supervisor. I oversea the operational issues and interact with daily customer transactions. I’ve been working in this position for 2 years. Within the last 8 months new management has come on board and changed the entire dynamics of the setting. The environment is cold and quiet, we work in silence and the interaction that customers enjoyed and became familiar with changed when employees left after new management came on board. David J. Prottas in “Relationships Among Employee Perception of Their Manager’s Behavioral Integrity, Moral Distress, and Employee Attitudes and Well-Being”...
Words: 2636 - Pages: 11
...Improving Inner-Department Communication To Enhance Employee Engagement & Increase Job Satisfaction Professor Michael McCarthy Final Project December 2, 2012 Introduction Over the course of 10 years ##### has provided third party billing for fleet and insurance companies on all tow, roadside and glass services. When an insured or driver calls the 1-800 numbers on the back of the insurance card, they are redirected to our call center for further assistance. At this point our CSR’s (call center representatives) locate the nearest vendor to assist in whatever the distress call may be to get them back on the road and mobile selecting the vendor based on pricing and ETA (estimated time of arrival). Our CSR’s are trained to use Google maps for roadside claims to locate the nearest vendor with the fastest estimated arrival time (ETA) as well as call local vendors with the best appointment time if instead the call was regarding a glass claim. The original location of ###### had two separate units in a strip mall with one being dedicated to the admin office and the other to the call center. This separation provided the lack of communication between departments which has now trickled over to the new location where we are all in the same suite. Many call center reps feel the admin team is a relaxed setting with less management and no one to regulate their daily task. The admin team, on the other hand, see the call center as being inconsistent with call dictations...
Words: 2910 - Pages: 12
...Implementing Empowerment in an IT Organization By Student X GM591: Leadership and Organizational Behavior Dr. Ron Stone Keller Graduate School of Management Introduction 3 Problem Statement 5 Literature Review 5 Causes 14 Solutions 16 Reflection 19 Appendix 21 Introduction The organization I chose to study is Software Engineering (SE) in the Internal Information Services (IIS) unit of Defense Contractor X’s Information Technology (NGIT) Sector. The mission of the organization is to conceive, develop and maintain software engineering solutions for the IT Sector of Defense Contractor X. SE is comprised of a Director, Tens Level Managers, Unit Level Manager, Team Leads and Software Engineers. The Director and Tens Level Managers have three to eight people reporting to them. The Unit Level Managers have from fifteen to twenty people reporting to them. In order to manage such large numbers of people, the Unit Level Managers are encouraged to empower their employees to take ownership of their jobs. The Team Lead role is used as a substitute for a Unit Level Manager, with increased responsibilities, but there is no increase in pay or grade when someone assumes the job. Often managers use the Team Lead role to groom future managers of NGIT. Many of the Team Leads are motivated, self-directed individuals who have a certain amount of autonomy in their current roles, which pre-disposes them for managerial work in the organization. OCI...
Words: 4539 - Pages: 19
...Reinventing Organizational Behavior: Recommendations to Improve Communication at DSW Jessica Detwiler Keller Graduate School of Management Jessica.m.detwiler@gmail.com GM591 – Leadership and Organizational Behavior Dr. Arnold Witchel 14 April 2012 Author Note Thank you to my colleagues whom allow me to pick their brains regarding our organization. I appreciate your honest feedback and candid conversation, which has allowed me to remain objective. I hope to have put our organization in the best possible light, while still being able to make valid recommendations to improve our organizational culture. Abstract This manuscript details research performed on identifying organizational behavior problems at a specific federal facility. Topics discussed include identifying key issues and providing potential solutions to improve the effectiveness of the company. There is also a section that analyzes the root cause of the identified problem areas. Finally, there is a reflection section that details lessons learned throughout the course. Reinventing Organizational Behavior: Recommendations to Improve Communication at DSW The Desert Southwest Region (DSW) of the Western Area Power Administration (WAPA) is a federal service region that “markets hydroelectricity power to nearly 70 municipalities, cooperatives, federal and state agencies, and irrigation districts.” (About, 2012) The DSW regional office “maintains and operates more than 40 substations and 3,100 miles...
Words: 3232 - Pages: 13
...Employee performance -vs- reward system GM591 Leadership and Organizational Behavior Professor Vicki Boone Chartis Insurance is a world leader in insurance who can trace their roots back 90 years when an American entrepreneur named C.V. Starr founded Chartis. What began as a small insurance business grew to become one of the world’s largest companies. Their fundamental strength lies in the 40,000 employees who service more than 70 million clients around the world. Chartis delivers commercial and personal insurance though hundreds of innovative products and services. Commercial Insurance’s products and services are provided to the full spectrum of enterprises from all around the world, from large, multinational, and mid-sized companies to small business, entrepreneurs, and non-profit organizations. Chartis Insurance serves commercial, institutional and individual customers through extensive property-casualty and life insurance networks. Chartis Insurance operates through five (four core and one non-core) divisions: life insurance and retirement services, general insurance, financial services, asset management, and other operations. By the end of 2007 Chartis Insurance had assets of approximately $1 trillion, $110 billion in annual revenues, 74 million customers and 116,000 employees in 130 countries and jurisdictions. (About Us) Within Chartis Insurance I am currently a Foreign Casualty Insurance Underwriter. I protect individuals and/or organizations from...
Words: 2829 - Pages: 12
...Overcoming Communication Shortfalls Peter Mekhail GM591 - Leadership and Organizational Behavior Professor Joseph Plumley December 11, 2011 Introduction The organization that will be used as the topic of my course project will be my current employer, Cullum Detuners, Ltd. (CDL). CDL is a design-build company that provides acoustic support for the gas turbine industry. The headquarters for the company is U.K. based and employs mainly British personnel for the management team. Over the last few years the company has been extremely profitable but growth has been stagnant. Workload in our U.K. facilities has diminished even during this extremely busy work time for the company. In the recent years the management team has determined that the actual fabrication of the products could be off-shored at tremendous cost savings to the organization. This reduction in U.K. factory workers has caused some strife within the home office. With the recent reductions in U.K. workforce we have seen overall retirements increase and the loss of critical employees. This loss of long term employees within the office staff has created some distinct communication issues. Through this lack of communication power and politics has become the norm for daily working within the home office. With the missing communication model we have seen the directors take the position of defending their groups and creating a power struggle for the overall leadership role among the directors. This situation...
Words: 3522 - Pages: 15
...U.S. Bancorp Aaron.o.wilson@hotmail.com Final Course Project GM591: Leadership and Organizational Behavior Keller Graduate School Professor Donna Darr April 10, 2012 Aaron Wilson Introduction: U.S. Bancorp was founded in 1863 and is the 5th largest commercial bank in the United States, whose current chairman, CEO and President is Richard Davis. U.S. Bancorp is located in 25 states and has 60,000 employees with 3,085 bank branches, 5,053 ATMs, and 17.5 million customers. U.S. Bancorp is a publically traded corporation on the New York Stock Exchange its ticker symbol is USB. Unlike many other banks U.S. Bancorp did not suffer during the economic downturn, and was one of a few banks that did not need a TARP loan. U.S. Bancorp prides itself and is committed to providing service that meets the demands of their customer, and high quality and innovative products. Some products offered at U.S. Bancorp include checking and savings accounts, credit cards, loans, and online banking. According to The Keynote Systems survey U.S. Bancorp is ranked #1 in online overall customer experience; Fortune named U.S. Bancorp #1 most admired superregional bank. For the past six years in January U.S. Bancorp has had an all employee event where employees learn about previous year’s performance, as well as learn about new employee benefits, initiatives, and are celebrated for continued customer service scores. At the employee event U.S. Bancorp introduced MobileMerchant, which allows small business...
Words: 5057 - Pages: 21
