Case Study Analysis Name: Institution: Organizations of whatever nature may face shortcomings due to conflicts that arise from the different interests between employers and employees. However, in view of this case, it is evident that the employees face the greatest disgruntlement…
The environment may range from tangible to intangible factors, humans to objects. However, for Tim’s case the influences are situational given the problems he sought to solve arose from non ideal situations. The situation in this case is low morale. Morale is a psychological attitude characterized by enthusiasm and energy to work. Workers in the club clearly have low morale. The second problem is the lack of adequate motivation from the employee’s environment namely the management and fellow employees. This is an analysis of the psychological ties motivation and morale has by examining the workplace discrepancies (Nelson, 2010). The first discrepancy in the organization is the conflict between the management and employees. The case study on “money is not always the best reward” points out that the first problem Tim encounters is that of employees on stress leave due to conflict with management. Barling (2005) holds that conflict may result in psychological strains such as stress. Three employees out of seventy five on stress leave is an indication that the problem is spinning out of control. This also reflects that the organization lacks appropriate conflict resolution strategies. This discovery also implies the lack of confidence the employees have in the management. Tim further discovers that additional four employees had work related accidents. Further research further shows that psychological strain may increase accidents at the workplace (Barling, 2005). Logic dictates that the club should investigate the cause of these accidents, but instead they set up a compensation policy and left it at that. A second problem at the club is that employees receiving directives from many authorities such as the board of directors overstepping their boundaries and giving direct instructions to employees. The result of this is that the employees experience conflict of interest which may lead to psychological strain. This conflict of interest goes as far as interdepartmental conflicts in between the club employees. Seeing as the employees roles were not well defined, they were not sure which functions to perform and how to perform them. In summary, the company did not a have proper job description and specification outline. The company also lacks Human Resource guidelines and Operational policies to guide the running of the institution (Nelson, 2010). Tim’s solutions: Tim’s critical decisions utilize a few psychological perspectives. Establishing that the main problem the employees have is low morale and lack of motivation as the start. Tim then set out to solve this problem. The findings of Elton Mayo concur with Tim’s reluctance to prioritize monetary reward to in solving his problems. The Hawthorne studies reveal that human needs in all spheres of life are complex; therefore, they require more than material rewards. Essentially a sociological approach, the human relations approach, however, has some essential psychological characteristics that reflect on the situation at the club. The first, vital aspect Mayo reflects on is that individuals like feeling a sense of autonomy at the wok place. As such, they prefer that the management consult them on issues that involve their work situation. Modern work perspectives view employees in an organization as key partners, a source of sustained competitive advantage ...
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