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Similar a Team 7 - BUS8020 Case Study Analysis Presentation.pptx(20)


Team 7 - BUS8020 Case Study Analysis Presentation.pptx

  1. Case 7: Promotion from Within Renzelle Desoy Aakash Akansha Naidu Amil Konnikal Aravind Gopakumar
  2. Section 1: Summary of Case • This section provides a high level summary of the case • This section will be one slide in length with the key points of the case included
  3. Summary of Case: The following is a summary of the key points case assigned to our team is [insert case name and source] The main issues facing the organization in the case include [insert main issues and a brief explanation of their impact] Key stakeholders involved in the case are [insert key stakeholders and how they are affected by the issues facing the organization] This case is important for our analysis because [insert reason why the case is relevant to your analysis and which OB concepts you will be using to analyze the case.
  4. Section 2: Problem Analysis • This section will outline the Root Problems and their related Symptoms, using at least one OB model or theory to describe each • This section will be 3-4 slides (a root problem per slide) • You will use the layout for each root problem
  5. Root Problem with Related Symptoms (1 Root Problem Per Slide) Root Problem Symptoms Root Problem 1: • Lacks communication between the employer and employee • Communication: Barriers to effective communication - Silence Symptoms linked to Root Problem: • Employee felt distressed and bewildered. • Low motivation and job dissatisfaction • Barriers to effective communication - Silence
  6. Root Problem with Related Symptoms (1 Root Problem Per Slide) Root Problem Symptoms Root Problem 2: • Use of unstructured interview that led applicant’s to high expectation of future opportunities upon hiring • Power & Politics: Impression Management Techniques Symptoms linked to Root Problem: • Highlighted best qualities during interview • Showed an exemplified job performance with intention of impressing her employers. • Impression Management Techniques: Self- Promotion
  7. Root Problem with Related Symptoms (1 Root Problem Per Slide) Root Problem Symptoms Root Problem 3: • (need one more problem according to motivation theory) Symptoms linked to Root Problem: • (symptoms related to motivation to support identified problem and recommendation)
  8. Section 3: Recommendations • Use the chart template to indicate at least two recommendations for each root problem, the pros and cons, and OB theory/concepts to explain the recommendation. • On the final slide outlined the top three recommendations from your analysis.
  9. Recommendations Root Problem Recommendations Benefits (Pros) Costs (Cons) Lacks communication between the employer and employee Use of Direction of Communication, particularly the Downward Communication by the manager to inform the employee of the decision made during the hiring process. (refer to e-text p.255) (refer to e-text p.255) Use of Oral and Written communication as Mode of communication to relay messages between employer and employee. (refer to e-text p.258) (refer to e-text p.258)
  10. Recommendations Root Problem Recommendations Benefits (Pros) Costs (Cons) Use of unstructured interview that led applicant’s to high expectation of future opportunities upon hiring Use a more structured interview during recruitment process to avoid leading applicants with high expectations and would result to a manipulative impression management technique. (refer to e-text p. 292- 293) (refer to e-text p. 292- 293) Use of Goal-Setting Theory of management and employee to have unified clearer vision and mission. (refer to e-text p. 137) (refer to e-text p. 137)
  11. Recommendations Root Problem Recommendations Benefits (Pros) Costs (Cons) Root Problem #3
  12. Final Recommendations Provide the final three recommendation that will solve each primary problem identified. Use an OB concepts/theory to explain how this will help: 1. Recommendation #1 • The most preferred recommendation would be the use and practice of Oral and/or Written Communication as Mode of Communication within the organization. Any conflicts that may arise in an organization can be resolve by communication. 2. Recommendation #2 • Application of Goal-Setting Theory in creating an achievable goal for the company and its employees. Using the SMARTER guidelines of the theory in setting a goal is an effective way to increase motivation and job performance of employees which could also result for employees to trust their employers. 3. Recommendation #3 • Include why this is the preferred recommendation and OB theory/concepts to support this recommendation

Hinweis der Redaktion

  1. Root Problem: Lack of communication between the employer and employee during a conflict is an example of a “Barrier to effective communication”, particularly Silence. Elisa was shocked when the only feedback she received was the VP of Sales is not interested of interviewing her anymore. Despite reaching out to the VP’s assistant, Elisa still failed to get the necessary information she needed why she wasn’t able to get interviewed by the VP as expected. Thus, left her distressed and bewildered. Silence or withholding communication is problematic and can be organizationally detrimental. Symptoms: As mentioned, one of the impacts of silence of the management is employees being bewildered. Moreover, Elisa showed low motivation and job dissatisfaction after the incident. Instead of accommodating the client even if it’s already past working hours just like how she did before, she just opted to look away from her phone and let her wait for Monday.
  2. Root Problem: Manipulative behaviours like Impression Management are more likely to have an effect in ambiguous and unstructured interviews. It was clearly unstructured when the company that hired Elisa interviewed her because the interviewers focused more on how overqualified Elisa is for the job, which led one of the interviewer to tell her that there will be a great opportunity that would come up within a year for het that will better match her qualifications. In return, Elisa formed a high-expectation of her promotion and showed impression management characteristics to achieve the said expectation. Symptoms: Elisa was commended by her manager several times because of the significant increase she made in client satisfaction ratings. She was fully-engaged with her work which is beneficial to the company. Elisa’s characteristics were not manipulative because she is truly good in her job however, her strategy to impress her employers more went to waste when the VP of sales din not proceed on interviewing her which could have been her chance to be promoted as the director of sales.
  3. Downward Communication flows from group leaders or managers down to their staff or members. In downward communication, managers must explain why a decision was made. Elisa wasn’t able to receive any feedback from the VP of sales why she didn’t have the chance to be interviewed despite getting an invitation. And even if she tried connecting with the VPs assistant, she was also rejected which made her feel distressed and bewildered. It is the right of the applicants to get feedback from the employer why there are sudden changes during the hiring process especially if the applicant is recruited internally because it might affect the employees current job performance. Modes of Communication has 3 types: Oral, Written and Nonverbal communication. Communication is a key to any kind of relationship even if it’s within the organization. Elisa used email which is under the written mode of communication to convey her message to the VP of Sales regarding the decision made without her being informed. This is a recommended strategy especially if an employee has no access in reaching out to a certain manager. It is also recommended for the top management to use any type of mode of communication to be able to communicate properly with their subordinates, this would also create strong relationship between the two.
  4. Impression Management Techniques has advantage and disadvantage relating to job performance and political activity of organization. When both politics and understanding are high, performance is likely to increase because the individual will see political activity as an opportunity. It is recommended for the management to be careful during the interview of applicants because if the company wasn’t able to provide the expectation they had set during the interview, chances are, newly-hired employees with heightened job performance might be dissatisfied in the long-run. Goal-Setting Theory Given that during the interview, the management made Elisa feel that she’ll have huge opportunity to use her impressive skills and background in the future. The management could have sat with her in the beginning and worked on setting a goal relating to her promotion in the future by using the Goal-Setting Theory as their reference.
  5. Good Communication makes organizations successful. Communication is powerful: No group or organization can exist without sharing meaning among its members. Moreover, practicing good communication within the organization would create a stronger relationship between management and employees. To be able to maximize the employee’s exemptional qualifications with their work, using Goal-setting Theory is the most preferred strategy. It will avoid employees high expectation of the job which would be beneficial for them because they will know how much effort do they need in order for them to achieve specific goal.