...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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...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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...Study 1: The Case of the Wedding Ring After go through to the case of the wedding ring , the best decision making model that the women should choose is by using the behavioral decision making model where this women is preparing for a job interview. This behavioral decision making model is apply when she have a dilemma either she should or should not wear a diamond engagement ring. This woman really want the job however, she thinks that the company has a stereotype perception towards her marital status whereby married woman cannot give the commitment to do their work in the organization. Therefore, this women should used behavioral decision making model to make a decision because she did not has complete information about the organization culture and whereby she need use her intuitive judgment as the situation she had face is not the routine decision. Case Study 2: Wellness or Invasive Coercion? In this case, the CEO Jim Hagedorn used classical decision model where he acting rationally to have a wellness program and anti-smoking campaign to improve health of employees and reduce health care cost for the firm. This case happens in Scotts Miracle-Gro Company, Marysville, Ohio that involved the Scotts human resources policies. There are complaints from employee where the policy is intrusive. The corporate executives are concerned about rising health-care cost to employee who fail to take extensive health risk assessments. CEO Jim Hagedom used classical decision model because...
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...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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...According to Follet, “Management is the art of getting things done with and through people. Management is both mixture of art and science. Art denotes the ways and style of individual to do the things. Science is quantifiably proven by principles and theory. Management is both art and science. Getting things done with and through people tactically, it is art. And as we know management is guided by different principles and theories. It consist of process like planning organizing, controlling. So we can say management is science as well. The managers should adopt the situational approach, cope with environment, working with others, now how his art will support him, he will do the Task accordingly. By using his art he will be able to achieve organizational objective. For this he has to follow scientific method being guided by theories and principles. Can managers be developed? Yes of course managers are developed. Someone would say mangers are born but I would say managers aren’t born they are made. One can be a manager if he has a quality inside him. To be a manager one need to learn about the managerial issue from the grass root level. Managers are the one responsible to get the maximum output from optimum utilization of resources he is provided with. Learning is the way that leads a person to the position of manager. For example some has entered into hotel organization in junior assistant position. Now he can learn the way of working, learn about the norms and culture of organization...
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...1. The problem with Harry is that he is not motivated to do his job anymore. The key part is that he is not motivated anymore, which means that he used to be more motivated. This is so evident that his manager, Joe, even calls Harry into his office and points out plenty of incidents that show he isn’t motivated anymore. Harry isn’t motivated anymore because he feels like he isn’t working towards anything. He developed this feeling and attitude when he realized that he wasn’t going to make it to supervisor anymore anytime soon. He used to believe that he would one day become a supervisor and that’s why he worked so hard in the passed like his boss said he did. He feels like he is at a dead-end. He states that he “hit [his} peak.” When a person runs out of ways to move up at a job they will become unmotivated. There is basically nothing else more for him to accomplish. Harry even mentions to his boss that he feels “deflated.” According to Herzberg, one of the motivational factors in his two-factor theory is advancement. 2. Harry’s boss didn’t handle the situation in the best way. He did handle it in the right way in respect to that he took Harry into his office and sat him down and spoke to him privately not in a mean or degrading manner. Another good thing he did was explain specifically to Harry what he was doing wrong. He told him that he was coming to work late too often, handing in his production sheets too late, increasing the rate of scrap from his production line...
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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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...and restructured primarily as a technical base in 1985 to support large number of Naval ships and craft calling at Trincomalee, one of the best natural harbour of the 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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...1. How successful do you think Helen Bowers’s new plan will be? Helen Bowers focuses mainly on maximizing company output which involves severe work, rules and behavior. Unfortunately, employees are not agree with Helen’s new conditions and the production of the company is being negatively impacted. Indeed, the elimination of the profit sharing plan and the reduction in pay, for example, decrease employees’ mood. You can’t change a company’s organization as radically as she did because it creates a lot of employee dissatisfactions. Actually, the positive results of a company are essentials to be successful but, to my mind, Helen is using the wrong way to reach the bottom line. To be successful, a manager must know how to maximize profit without interfering with the employees. To answer the question, Helen Bowers’s new plan won’t be successful and I would advise her to reinstate some of the policies that her father used. 2. What challenges does Helen confront? • Taking over the company (in general) - after Helen’s father’s death she is in new situation, she becomes owner of the company and she has to learn how to manage with employees and to set new goals for the company. • Making changes in company (from “family” environment to “job” environment) - changing the whole atmosphere, attitude and relations on line boss (Helen) - employees is a long-term process. Helen is changing them for less friendly and more formal and it is a challenge to do that without making employees...
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...|Universitas Gadjah mada | |Organizational Behavior | |Case study: The Pay-for-Performance Program among Denver Teacher Hits a Roadblock | | | | | |[pic] | |By Umar, Fitri and Claudia | |10.04.2012 | 1. Analyzing the Denver Public School’s pay-for –performance plan to motivate teachers it appears that while the school district has good intentions their plan is a bit short-sighted and has caused conflict between the two of the three major parties, the school district and the teachers’ union, while hurting the third and most important party, the students. Looking...
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...Rosewell Data Organization Design Worksheet I. Strategy: What is Rosewell’s strategy? “Converts problems to solutions”. Rosewell provides high-quality, innovative electronics technology to OEM manufacturers, industrial, scientific and government clients. By 1978 it had two major lines; broadcast equipment and data transmission equipment. Ia. Capabilities: What capabilities does realizing this strategy require that will differentiate the firm? Innovation is their primary differentiator, thus Rosewell emphasizes product design by leaning heavily on an exceptionally creative and talented research department. II. Structure: 1. How are Rosewell’s units structured and how does it influence the firm’s capabilities? 2. What roles are key to Rosewell’s needed capabilities? 1. a. Engineering - (Research) - (Engineering Services) b. Sales c. Production d. Administration e. Executive Committee 2. The most important role needed to meet Rosewell’s required capability of innovation belongs to Doc Reeves, the head of Research. It is from him and his department that the creativity which distinguishes Rosewell from its competitors originates. However, creativity without structure, management and an appropriate plan for implementation is not of any benefit to a business. Therefore, the roles of CEO, Executive VP, and Head of Engineering are very nearly just as important as Doc Reeves’ is, assuming the personnel in those roles fully understand their responsibilities. IIa...
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