These are the questions we will seek to address in this report and attempt to provide solutions based on various researches. Emotions in the workplace have a profound effect on everything we do as it affects thoughts and behaviors. On the other hand, attitudes are a representation of beliefs, feelings and behavioral intentions towards a person, object or event and involve conscious logical reasoning unlike emotions which occur as events often without awareness. Emotions affect workplace attitudes. In the workplace as we interact with co-workers, individuals experience a variety of emotions that shape our feelings towards the company, the job itself and our bosses. The most common of this attitude researched about in the work place are job satisfaction and organizational commitment (Workplace emotions and attitudes, n.d). From our case study, Fran’s Hayden suffered significant adverse effects at Dairy engineering arising substantially from job satisfaction and job role expectations. Job satisfaction represents an individual’s evaluation of their job and work content (Workplace, n.d). Frans expectations were affirmed from Peter Bruton her boss, Rob the chief accountant and herself. First we learn that Fran’s was interested in a position in the dairy engineering in the hope that she will gain practical experiences in addition to the higher salary. She was offered a position she knew she will not enjoy but still went ahead and accepted it. she was told her work will entail compiling the monthly report known as “big brother” but later she found her work was entirely clerical which made her wonder why MIS needed her yet she had very little to do in that department. Obviously Fran’s expectations of practical experience were not met. The other problems identified from the case study that made it unbearable for Fran is the poor organizational structure of dairy engineering. Every organization has components that require professional and effective management. The key components of an organization are people and structure. Formal organizational structures are hierarchical with people at each level having their own objectives and people at the lower levels report to higher level managers. This system has the principle of unity of command inbuilt in it. This determines the efficiency of the organization which depends on the free flow of information, efficient communication system, well defined authority and responsibilities supported by detailed policies, rules and regulations. An organization must have outlined systems that are understood by everyone in the organization (Ashraf, n.d.). Looking at the Fran scenario in the dairy engineering, there was no formal on boarding process in place. On her first day of work, she was accompanied by a colleague who introduced her to the rest of the team then her boss explained to her what her duties are and she started working. A formal new hire process ensures that new employees like Fran are given the same information with respect to company policies, expectations and procedures that ensures consistency and accuracy (Plowman, 2010). When Fran boss went on leave, Fran took orders from Rob the chief accountant who gave her the opportunity to attend a management workshop in Auckland. When Fran got back, her boss Burton was furious that he had not been consulted and he felt his authority was being undermined.Fran is not to blame since all she did was do as she was told. The
Organizational Behavior and Development First name, last name Subject Professor Submission Date Introduction From the case study of Fran Hayden joining the dairy engineering, we see that her case represents a snapshot of an all too familiar day at work for the majority of people characterized with typical frustrations and daily hassles…
i. This case involves a lady of sixty eight years age suffering from stroke. ii. On my intervention I considered the ECG conducted on arrival. iii. My comparison intervention is on the necessities of performing the ECG test conducted to the patient on arrival or not conducting.
1. Considering a negative experience one has had as a customer in interacting with an employee of an organisation. Using knowledge of OB to analyse the possible cause of this employee’s behaviour. 2. There’s no such thing as ‘stress’ since it is in an individual’s mind, and just an excuse to take time off from work.
Infact, organisational change is not a minor procedure that involves short term adjustments and renovations, but a holistic process that influences the life of every single person working within and organisation (Ander & Lindstorm, 2008). So much so that organisational change can alter the views and expectations of even people existing outside the organisations, be it the customers or the suppliers.
Growing competitiveness in the market makes modern businesses increasingly rely on skilled and highly qualified personnel then on technologies and products. Increasing attention to human resources led to emergence of a new set of methods, principles, techniques, and practices known as Human Resource Management (HRM), Human Resource Planning (HRP) and Human Resource Development (HRD) (Beardwell, Claydon & Holden, 2003; Reid, Barrington & Brown, 2004).
Values that influence behavior can flow from the leader, can be developed within or be related to external factors. An organization has to adapt to the external environment. If while traversing through a jungle, one is greeted with a new
Discuss with reference to communicate theory.
There are various frameworks of the communication theories based on communication mechanism (Mechanistic Theory), feeling and interpretation of the message
The report is structured into three broad divisions from this point. The immediate next section provides a comprehensive view of the problems faced by ELEC. The section on findings will clearly demonstrate the course of action that must be adopted by the management to solve the current crisis faced by disgruntled employees.
Organizations, hence, must depend on and develop effective leadership, which is capable of addressing the unprecedented changes, and manoeuvring it efficiently to achieve the strategic goals set by the
The main elements of the performance management process are planning, to set organizational targets and expectation leading to structuring job responsibility. The process further leads to managing and mentoring employee performance, appraising,
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