To fully address this case assignment, please read and analyze each assigned case. Your response for each case should be numbered and provide the following:
1. Summarize the key OB issues in the case relative to this week's material (at least 2 key issues MUST be identified). Be sure to speak in OB language, using appropriate terminology to identify the concepts and issues you identify.
2. Clearly link the key issues in the case back to relevant and specific course material covered. Be specific by identifying specific instances and scenarios in the case which demonstrate the OB issues and concepts identified. Explain how they are reflective of those specific OB issues.
3. Make at least one recommendation(s) of how each of the key issues you identified should be handled at the organizational level of the case's main character. Justify the merit of each of your recommendations and be sure to include your rationale for why you expect them to be effective in addressing the issues.
4. Propose at least one executive or corporate level intervention for any one of your key issues to recommend how upper management can also play a part in addressing that issue. This response should be different from any of the recommendations offered in #3. Be sure to clearly identify which OB issue your organization level/executive level intervention is meant to address and how the intervention would be of benefit.
Case 2 - What do they want?
Pat Riverer is vice president of manufacturing and operations of a medium-size pharmaceutical firm in the Midwest. Pat has a Ph.D. in chemistry but has not been directly involved in research and new-product development for 20 years. From the “school of hard knocks” when it comes to managing operations, Pat runs a “tight ship.” The company does not have a turnover problem, but it is obvious to Pat and other key management personnel that the hourly people are putting in only their eight hours a day. They are not working anywhere near their full potential. Pat is very upset with the situation because, with rising costs, the only way that the company can continue to prosper is to increase the productivity of its hourly people.
Pat called the human resources manager, Carmen Lopez, and laid it on the line: “What is it with our people, anyway? Your wage surveys show that we pay near the top in this region, our conditions are tremendous, and our fringes choke a horse. Yet these people still are not motivated. What in the world do they want?” Carmen replied: “I have told you and the president time after time that money, conditions, and benefits are not enough. Employees also need other things to motivate them. Also, I have been conducting some random confidential interviews with some of our hourly people, and they tell me that they are very discouraged because, no matter how hard they work, they get the same pay and opportunities for advancement as their coworkers who are just scraping by.” Pat then replied: “Okay, you are the motivation expert; what do we do about it? We have to increase their performance.”
The two key issues which are affecting the workers in this case system of reward and recognition and performance appraisal.
As we can see that as per survey reward is being on the higher side as far as compensation and benefits are concerned, but the problem is it is applicable to all employee uniformly which has led to lack of environment or motivation to perform better than others. There has to some amount of competition among the workers and they must try to perform better than others. Other than compensation and benefit I don’t see any recognition process for top performers other than monetary benefit.
Second issue is appraisal process, again this is perceived as in-effective as this does not differentiate between a top performer and poor performer.
As explained in question 1 the issues are linked with recognition policy and performance appraisal policy issue. These two processes should be robust enough to differentiate between top performer and poor performer as well as same it has to satisfy all the stakeholders.
Second is there has to be recognition policy along with the reward policy so that the employee find reason to be motivated for better performance than others.
Recommendations given in question 2 answer are an effective tool in managing the motivation at organizations because we need to deal with human behaviour and there must be some attraction on regular basis rather than one time increment in pay. Such regular intervention like reward and recognition policy helps in keeping the work force engaged as well as motivated for better performance.
At corporate or executive level one intervention which is possible like many organizations have that they organize a special formal dinner with top management for top performers of the month or quarter.
This well help to boost the morale of workers and top performers will feel value at the organization which will further motivate them for better performance maintenance as well as it will inspire others also to work hard and perform better.
To fully address this case assignment, please read and analyze each assigned case. Your response for each case should be...
To fully address this case assignment, please read and analyze each assigned case. Your response for each case should be numbered and provide the following: 1. Summarize the key OB issues in the case relative to this week's material (at least 2 key issues MUST be identified). Be sure to speak in OB language, using appropriate terminology to identify the concepts and issues you identify. 2. Clearly link the key issues in the case back to relevant and specific course...
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