MGMT 591 Entire Course Leadership & Organization Behavior Keller hiqualitytutorials/product/mgmt-591-entire-course-leadership-and-organization-behavior-keller/ MGMT 591 Building a Coalition Case 3-10 Pages Keller hiqualitytutorials/product/mgmt-591-building-a-coalition-case-3-10-pages-keller/ The Scenario The Woodson Foundation, a large nonprofit social service agency, is teaming up with the public school system in Washington, D.C., to improve student outcomes. There’s ample room for improvement. The schools have problems with truancy, low student performance, and crime. New staff quickly burn out as their initial enthusiasm for helping students is blunted by the harsh realities they encounter in the classroom. Turnover among new teachers is very high, and many of the best and brightest are the most likely to leave for schools that aren’t as troubled. The plan is to create an experimental after-school program that will combine the Woodson Foundation’s skill in raising private money and coordinating community leaders with the educational expertise of school staff. Ideally, the system will be financially self-sufficient, which is important because less money is available for schools than in the past. After several months of negotiation, the leaders of the Woodson Foundation and the school system have agreed that the best course is to develop a new agency that will draw on resources from both organizations. The Woodson foundation will provide logistical support and program development and measurement staff; the school system will provide classrooms and teaching staff. The first stage in bringing this new plan to fruition is the formation of an executive development team. This team will span multiple functional areas and establish the operating plan for improving school performance. Its cross-organizational nature means representatives from both the Woodson Foundation and the school district must participate. The National Coalition for Parental Involvement in Education (NCPIE) is also going to be a major partner in the program, acting as a representative for parents on behalf of the PTA. The first step in building a successful is to pick out members who are inspired to demonstrate and exhibit their skills. Each member must have a strong interest in ensuring that the overall objectives of the team are met successfully, which makes them accountable and responsible for their own output in terms of the team’s general performance. It is also vital to… MGMT 591 The Forgotten Group Member Case Study Keller hiqualitytutorials/product/mgmt-591-the-forgotten-group-member-case-study-keller/ Two courses of action that can be taken to resolve the problems in Christine’s group include adjusting the group meeting schedules to a time when Mike would be available or making Mike feel involved by communicating the group’s discussions with him and asking for his feedback via email. With the first option, Christine could have asked Mike for his available schedule when he reacted negatively to the morning schedule. Christine could have also suggested holding the meeting during lunch breaks, as everyone would surely be free at this time. Having lunch together would also enable the group to bond. Alternatively… MGMT 591 LSI Styles Profile Keller hiqualitytutorials/product/mgmt-591-lsi-styles-profile-keller/ The raw and percentile scores in the table below and the extensions on the circumplex shown below depict your perceptions of how you think and behave. The CONSTRUCTIVE Styles (11, 12, 1, and 2 oclock positions) reflect self-enhancing thinking and behavior that contribute to ones level of satisfaction, ability to develop healthy relationships and work effectively with people, and proficiency at accomplishing tasks. The PASSIVE/DEFENSIVE Styles (3, 4, 5, and 6 oclock positions) represent self-protecting thinking and behavior that promote the fulfillment of security needs through interaction with people. The AGGRESSIVE/DEFENSIVE Styles (7, 8, 9, and 10 oclock positions) reflect self-promoting thinking and behavior used to maintain status/position and fulfill security needs through task-related activities. MGMT 591 OCI Profiles Keller hiqualitytutorials/product/mgmt-591-oci-profiles/ Identify and describe the cultural aspects that management cites as important and contrast them to the cultural attributes that employees report as being expected. How do employees believe they are expected to act to “fit in?” The management team claims that they value a cooperative and constructive culture. According to the results of the survey conducted by the.. What are the most significant gaps between management and staff? The most significant gaps are in the management’s and staff’s perceptions of the organization’s culture and the behaviors encouraged within the… What observations can you make on the differences between Conglomerate Inc.’s preferred culture and “ideal” culture presented by HSI? The ideal culture described by management is opposite to the culture perceived by the employees. While management wishes... MGMT 591 Project Leadership & Organization Behavior SSA Keller hiqualitytutorials/product/mgmt-591-project-leadership-organization-behavior-ssa-keller/ Topic Selection 1. Select a specific organization of interest to you and identify a problem at the firm related to organizational behavior (OB). 2. Think of yourself as an organizational consultant and assume that a key manager has requested a thorough analysis and recommended course of action to resolve an actual organizational problem that will make a difference to the future performance of the organization. 3. Identify which of our TCOs or specific topics in the syllabus are related to the problem you identify. MGMT 591 Project Proposal SSA …To address these problems, this paper will investigate ways in which organizational behavior can be improved and sustained through the proper implementation of a rewards system. In the same regard, this paper will discuss how learning from TCO “A” can be applied to the problem posed in this paper. In particular, TCO “A” focuses on the differences that people make in an organization’s performance, as well as an assessment of how organizational behavior… MGMT 591 Project Outline SSA The Hawthorne studies, which were conducted by Mayo and his colleagues (Latham, 2006), showed that worker motivation, satisfaction, and productivity were interrelated. Likewise, Viteles (Latham, 2006) suggested that motivation and employee performance were related in high levels of productivity resulted from positive attitudes. Furthermore, in a study conducted by Campbell (2007), it was found that goal setting, extrinsic… MGMT 591 Project Final SSA …A common element in many of these theories of motivation is the use of rewards as a motivating factor. For example, in the Hierarchy of Needs Theory, the fulfillment of the higher order needs for esteem and self-actualization can be considered intrinsic rewards just as the fulfillment of the Growth Needs is in the ERG theory and the fulfillment of the need for achievement and the need for power in the Acquired Needs theory are also considered intrinsic rewards. In the Two Factor Theory, rewards and recognition are considered as promoting job satisfaction, which in turn results in employee motivation. On the other hand… MGMT591 Manela and Nordisk Case Study Week 3 Keller hiqualitytutorials/product/mgmt591-manela-and-nordisk-case-study-week-3-keller/ 1. From the Finding the Leader in you highlight on page 272 in the text, we read about Nelson Mandelas use of power for the greater good. Using the books discussion of power and influence as a backdrop, analyze Mandelas power from multiple perspectives and assess how his use of power changed the perspective of a nation. 2. Chapter 13 presents us with a wide array of leadership perspectives and theories. In order to synthesize the information, it is best to look at a real-life situation and compare and contrast two companies and their leadership styles. Case 14 on page W-123 in the OB Skills workbook at the back of our text is on Novo Nordisk. Please read the case and…. President Nelson Mandela used position power or legitimate power to control the people. This refers to his hierarchical authority, which compelled his followers or his people to conform to him. Because Mandela was well respected by his people, especially by the blacks, his example of supporting the rugby team, which was representative of the whites, influenced the blacks and the whites by showing them that unity was possible between… MGMT 591 Case Study Work Team Empowerment Week 7 Keller hiqualitytutorials/product/mgmt-591-work-team-empowerment-case-study-week-7-keller/ Diagnosing Whether an Organization Is Truly Ready to Empower Work Teams: A Case Study 1. Assess the process from the model for planned change presented beginning on page 353 in the text. a. What did the company do right? One of the things that the company did right is the termination of the executives who resisted the change. This was the right decision because the change towards team empowerment wouldn’t be effectively implemented if management… b. What more might have been done to prepare for the change? To prepare for the change, I think they could have tried harder to communicate the purpose and objectives for the change, as this will lead all of the organizational members to have a better understanding and appreciation for the change, which in turn will also reduce…. 2. What are your thoughts on Harley-Davidson’s resolution for resistance to change? I thought that it was a brave move for Harley Davidson to terminate their executives and place their confidence and trust on the employees when it comes to… a. Do you support the conclusions of the management team? Why or why not? I support their conclusions on their chosen solution to manage the resistance to change. The executives’… 3. Share with the class what you found most interesting about the article and why. I found it interesting that senior management (Harley Davidson and Shelby Die Casting) would be willing to let go of the executives… a. Compare and contrast the case study’s findings with our discussions and the information from our text. Consistent with our discussions, the findings of the study showed the importance of senior management’s support in ensuring the successful implementation of an organizational change. It also… MGMT 591 Ten Golden Rules of High Performance hiqualitytutorials/product/mgmt-591-ten-golden-rules-of-high-performance-keller/ 1. Hire by committee – make sure recruits talk to their future colleagues 2. Cater to every need – make it easy, not hard, for people to perform 3. Pack them in – put people to work close to one another 4. Make coordination easy – use technology to keep people talking together 5. Eat your own dog food – make use of the company products 6. Encourage creativity – allow freedom to come up with new ideas 7. Strive for consensus – remember that “many are better than few 8. Don’t be evil – live tolerance and respect 9. Data-driven decisions – do the analysis and stay on track 10. Communicate effectively – hold many stay-in-touch meetings MGMT 591 Discussions Week 1-7 Posted by ALL Students 566 Pages Keller hiqualitytutorials/product/mgmt-591-discussions-week-1-7-posted-by-all-students-566-pages-keller/ MGMT 591 Rules for High Performance Discussions 1 Week 1 Posted by All Students 57 Pages Keller Is there a danger in over communicating? Can a leader over communicate to the point that people start tuning them out? There is an old saying: What is right is not always popular, and what is popular is not always right. With this in mind, Im wondering: what are your thoughts on consensus? Are there times when a leader must act without consensus? If so, what about the risks that comes with such a maneuver? Each workplace is unique. Do you think that there are certain items which would be needed in your workplace in particular, that are not on the list? “Ten Golden Rules of High Performance” listed below. What do you think should be added to the list? Is there anything on the list that you disagree with? Please support your opinion with evidence from our readings and also from your own work and life experience. Please also remember to respond to your classmates’ posts to stimulate further discussion. 1. Hire by committee – make sure recruits talk to their future colleagues. 2. Cater to every need – make it easy, not hard, for people to perform. 3. Pack them in – put people to work close to one another. 4. Make coordination easy – use technology to keep people talking together. 5. Eat your own dog food – make use of the company products. 6. Encourage creativity – allow freedom to come up with new ideas. 7. Strive for consensus – remember that “many are better than few.” 8. Don’t be evil – live tolerance and respect. 9. Data-driven decisions – do the analysis and stay on track. 10. Communicate effectively – hold many stay-in-touch meetings. MGMT 591 Satisfied Workers 591 Discussions 2 Week 1 Posted by All Students 41 Pages Keller Assume you are new to your job and on the first day you have a conversation with your boss, who says, “Satisfied workers are productive workers.” Do you agree with her statement? Why? Why not? Can you think of a situation where employees might be very satisfied, and very unproductive? What exactly does it mean to be satisfied at ones job? What are some of the core things that you think are needed for one to feel satisfied with their job? Where do we draw the line in creating a “satisfied” workforce, and creating a workforce that is simply “out of control and turning the office into a fun hourse”? hiqualitytutorials/product/mgmt-591-rules-for-high-performance-and-satisfied-workers-discussions-week-1-98-pages/ MGMT 591 Performance Mgmt, Diversity, & Motivation Discussions 1 Week 2 Posted by All Students 44 Pages Keller How do the new practices at Sodexho align with the essentials of performance management? How is Sodexho using social networking to its advantage? What are some potential problems that can arise from organizations using money as the primary means of motivating their employees? Do you have any examples of the problems that can arise? What is cultural stereotyping? What assumptions and stereotypes might people start making about me? Do you like these assumptions? If not, are there things you might change about yourself in order to combat any assumptions that you do not like? Has anyone heard of a concept called the emotional bank account? hiqualitytutorials/product/mgmt-591-performance-management-and-room-to-read-motivational-theory-discussions-week-2-87-pages/ MGMT 591 Room to Read Motivational Theory Discussions 2 Week 2 Posted by All Students 43 Pages Keller “Ethics in OB” features an ethical scenario where an employee finds confidential papers on a photocopier. Of course, she reviews the papers and notes they are full of information on performance evaluations, pay and bonuses. Using the motivational theories studied, how would you explain what motivates the employee? Explain in-depth what you would do if you were that employee? Please briefly state what Maslows hierarchy of needs is about. Passion is an interesting topic when it comes to motivation. Specifically, it gets interesting when we look at the subject of how to motivate people who are NOT passionate about their job. Lets face it, some jobs are a bit difficult to get passionate about - such as working in a noisy restaurant or working as a toll collector on a bridge. What techniques can we use to motivate employees in positions that do not arouse much passion? Weve probably all had horrible managers at some point in the past. Have you ever had a manager that was so bad, you found yourself actually demotivated by them? Specifically, what was it about him or her that caused you to loose motivation?... hiqualitytutorials/product/mgmt-591-performance-management-and-room-to-read-motivational-theory-discussions-week-2-87-pages/ MGMT 591 What Constitutes a Team Discussions 1 Week 3 Posted by All Students 47 Pages Keller In what aspects does the class resemble a team? Are there parallels between the stages of team development and the progression of our class? What type of team formation is going on in this classroom? Does the notion of social loafing apply to our class in any respect? Psychologists have noticed that there are four stages of group behavior/performance. They have identified these stages as the forming, storming, norming, and performing stages. What are these stages about? If you would, please briefly describe them here. Do you agree with this 4 stage theory on group dynamics? Specifically, do you have any examples where you have seen these 4 stages at play, perhaps in the workplace or in your private life when meeting new friends, etc.? What exactly is social loafing? Have you seen this happen in your workplace? Have you ever actually managed a team where you noticed social loafing going on? What diffusion of responsibility is? Have you seen diffusion of responsibility happen in your workplace?... MGMT 591 A Lesson in Team Building Discussions 2 Week 3 Posted by All Students 36 Pages Keller Is there a difference between a leader and a manager? If so, what do you think the difference is? Are there situations where it is best to have a leader running the show? Are there situations where it is better to have a manager in control rather than a leader? What examples might you have? It has me wondering - to what extent can someone be taught to be a leader? We all know that someone can be taught to drive. But that said, there are good drivers and bad drivers, even though they may have been taught the exact same things in driving school. With that in mind, to what extent can leadership be taught? When picking someone to build a team, would you want to pick a manager or a leader for this task? Is it possible for someone to be a great leader yet a terrible manager? Is it possible for someone to be a great manager and a terrible leader? Can you cite any examples from your personal experience? “Help! I have just been assigned to head a new product design team at my company. The division manager has high expectations for the team and for myself, but I have been a technical design engineer for four years since graduating from college. I have never ‘managed’ anyone, let alone led a team. The manager keeps talking about her confidence that I will be very good at creating lots of teamwork. Does anyone out there have any tips to help me master this challenge? Help!” You immediately start to formulate your recommendations. What are the three key things you will advise her to do, and why those three first? hiqualitytutorials/product/mgmt-591-what-constitutes-a-team-and-a-lesson-in-team-building-discussions-week-3-83-pages/ MGMT 591 Conflict and Negotiations Discussions 1 Week 4 Posted by All Students 56 Pages Keller Can you provide an example from your personal or professional life, of where you used this strategy? How did it work out? Im wondering - at your current place of employment (or at a previous place of employment if youre not working at the moment), which of the 5 conflict management techniques did your supervisor use most often? Were they picking a good choice in retrospect? Were they able to properly use the technique they chose? Please critique their choice and use of the conflict management technique they would most often use. Have you ever had a conflict erupt with someone on email? How about in a chat room or through text message? What ideas do you have for managing remote conflicts with people we must work with? The opening readings for Chapter 10 on “Eduardo Saverin: You’re Out” have many different types of conflict and negation scenarios that are noted between Mark Zuckerberg and Eduardo Saverin in their conflict for control of Facebook. What direct and indirect conflict management techniques did these players employ? Drawing examples from your own work and personal experience, what conflict resolution strategies have you employed? Which ones have you seen be successful? What are the effects of unaddressed conflict? MGMT 591 Organizational Communications Discussions 2 Week 4 Posted by All Students 40 Pages Keller What exactly is active listening? Can you describe a situation you have experienced, where you saw active listening being used? What was the result? Lets expand the size of our hypothetical organization however. Suppose it is not 10 or 50 employees. Rather it has 1,000 employees or even more. Is an informal communication design still a good idea? Are organizations forced into formal channels of communication as they grow? If so, why? Taking it a step further, do you think were also at an increased risk for legal problems among employees and the organization? Are there unique situations where you think that face to face communication is definitely the way to go when getting a message out in the workplace? Conversely, what situations can you think of where electronic communication is definitely the way to go? It seems common in many of today’s workplaces that people don’t actually talk to one another frequently. We rely on e-mail, or the even less rich communication channel of text messaging. The benefits of moving lots of information quickly around an organization and between individuals are real. However, people can too frequently “hide behind” their computers and send messages electronically that they might otherwise censor or re-think in face-to-face communication. What approaches would you recommend\implement as a new manager taking over an organization to improve communications without abandoning the use of e-mail? hiqualitytutorials/product/mgmt-591-conflict-and-negotiations-and-organizational-communications-discussions-week-4-96-pages/ MGMT 591 Power and Influence Discussions 1 Week 5 Posted by All Students 40 Pages Keller What is the difference between position power and personal power? Can you provide an example to illustrate the difference? What flaws do you see in the leadership style of your current manager? Remember, its not just good leaders we can learn from. Often we can learn more by looking at bad leaders and asking what were they doing wrong?. What words of advice would you have for your current manager in order to help them improve their leadership abilities? From the “Finding the Leader in you” highlight on page 272 in the text, we read about Nelson Mandela’s use of power for the greater good. Using the books’ discussion of power and influence as a backdrop, analyze Mandela’s power from multiple perspectives and assess how his use of power changed the perspective of a nation… MGMT 591 Leadership Discussions 2 Week 5 Posted by All Students 34 Pages Keller What leadership style dominates at Novo Nordisk? Cite examples from the case and specific information from the text to support your opinion. How doe Novo Nordisk’s leadership influence its organizational design and shape its competitive strategy? Do you agree with this comparison of leaders vs followers? Leaders vs. Followers When leaders make a mistake, they say, I was wrong. When followers make mistakes, they say, It wasnt my fault. A leader works harder than a follower and has more time; A follower is always too busy to do what is necessary. A leader goes through a problem; A follower goes around it and never gets past it. A leader makes and keeps commitments; A follower makes and forgets promises. A leader says, Im good, but not as good as I ought to be; A follower says, Im not as bad as a lot of other people. Leaders listen; Followers just wait until its their turn to talk. Leaders respect those who are superior to them and tries to learn something from them; Followers resent those who are superior to them and try to find chinks in their armor. Leaders feel responsible for more than their job; Followers say, I only work here. A leader says, There ought to be a better way to do this; Followers say, Thats the way its always been done here. What makes someone a good follower? Is a good follower someone who blindly follows orders at all times? Is a good follower someone who constantly challenges the leaders ideas? Do you think you are a good follower? What characteristics might you want to change in yourself in order to be a better follower?... hiqualitytutorials/product/mgmt-591-power-and-leadership-influence-and-leadership-discussions-week-5-74-pages/ MGMT 591 Organizational Culture Inventory Discussions 1 Week 6 Posted by All Students 33 Pages Keller Using the OCI instrument online, and the cultural change background information on Conglomerate, Inc. provided in Doc Sharing, we will be identifying and prioritizing cultural attributes and also identifying areas for change. • Review Profiles 1a (workforce results) and 1b (senior leadership team’s ideal state) closely. o Identify and describe the cultural aspects that management cites as important and contrast them to the cultural attributes that employees report as being expected. How do employees believe they are expected to act to “fit in?” o What are the most significant gaps between management and staff? o What observations can you make on the differences between Conglomerate Inc.’s preferred culture and “ideal” culture presented by HSI? • Once we’ve identified and discussed the gaps, I’ll cue everyone to move onto the review of the suggested change initiatives and onto observations around your own OCI results. Suppose you were the top manager at your organization. What changes would you make, if any, based on the OCI results you have seen for your organization? How much pressure do you think exists at your organization, for people to fit into the cultural norms at the organization? Think carefully before answering this, Sometimes pressure can be outwardly very heavy. Other times it can be subtle but very strong. What do you think? How strong are the cultural norms? How much pressure is on employees to conform to these cultural norms? Would it be a big breach of etiquette to violate the established norms?... MGMT 591 Resistance to Change Discussions 2 Week 6 Posted by All Students 31 Pages Keller When Jorge Maldonado became general manager of the local civic recreation center, he realized that many changes would be necessary to make the facility a true community resource. Having the benefit of a new bond issue, the center had the funds for new equipment and expanded programming. All he needed to do now was get the staff committed to the new initiatives. Unfortunately, his efforts have been met with considerable resistance to change. A typical staff comment is, “Why do we need all these extras? Everything is fine as it is.” How can Jorge deal with the employees’ resistance to change, to enable him to move the change process along? What is escalation of commitment? How does one get buy in? Getting buy in is sometimes VERY difficult if not impossible without a plan of action. So lets take this conversation from a worst case scenario perspective. Assuming you are a new CEO entering a company with an entrenched culture that has REFUSED to change with several past leaders, what would you do? Might employers sometimes want to prompt turnover at times, by introducing change as a way of getting the turnover? It is certainly a sneaky and underhanded strategy. Have you ever seen it used by management in the organization where you work?... hiqualitytutorials/product/mgmt-591-organizational-culture-inventory-and-resistance-to-change-discussions-week-6-64-pages/ MGMT 591 Organizational Design Preference Discussions 1 Week 7 Posted by All Students 32 Pages Keller Describe your current or most recent employers organizational design (mechanistic, organic, hybrid). Is the structure consistent with the company goals? What are the advantages and disadvantages of the org designs you chose? What is your opinion of your organizations design? Do you think it is the most effective design for your particular workplace? From an organizational design perspective, what changes would you recommend if you had the power to alter the current design? When an organization is small (10 employees for example), an informal design tends to be convenient and practical very often. However, suppose it is not 10 or even 50 employees. Rather it has 1,000 employees or even more. Is informal design still a good idea? Have you ever worked for a company where the very structure of the organization was a hindrance to its mission? If you were the manager of the organization, what changes would you have made?... MGMT 591 Empowering Teams Discussions 2 Week 7 Posted by All Students 32 Pages Keller Over the last three weeks we have focused very much on leadership, power, organizational culture, and organizational change. Our case study for the week is a great synthesis piece that addresses all of these topics through a detailed study of firms attempted move to team-based management…. Have you ever seen a workplace situation where 1 person was dragging down an entire department because of their negative energy? Ever been at a meeting with a nay sayer among the ranks? This is the person who is just waiting to shoot down any idea that comes along at a team meeting - they are chronically dissatisfied with any and all suggestions. How do we deal with these people? Debate is absolutely essential and healthy in most situations. However, simply shooting down someones idea without offering something as al alternative - well, thats a bit lame isnt it? Assuming you are a new CEO entering a company with an entrenched culture that has REFUSED to change with several past leaders, what would you do?... hiqualitytutorials/product/mgmt-591-organizational-design-preference-and-empowering-teams-discussions-week-7-64-pages/ MGMT 591 Final Exam Leadership & Organization Behavior Keller hiqualitytutorials/product/mgmt-591-final-exam-keller/ (TCO F) Eagle Standard AInc. (ESI) a major engineering firm specialized in designing aircraft parts for government contracts. ESI employees project managers and 42 engineers who are divided into project group of 6-7 members. The majority of project team leaders have spent time in France and Britain learning new technology. The Eagle 6 project team consisting of 6 engineers is developing new equipment for a jet fighter. The project has been ongoing for 18 months and all 6 engineers have been with this project group since its inception working together on all projects. Eagle 6 works well together. However, the Eagle 6 team has the most technical project and its engineers have been working too much overtime. The senior project manager, Bruce Chanick interviewed and hired a new engineer to help out Richard Hue. Rich has good qualifications and seems to be knowledgeable and motivated. The work is challenging and gives him the opportunity to showcase his computer skills and engineering knowledge. Two weeks in he quickly became a contributing member of the team showing initiative and the willingness to work overtime and weekends to research possible solutions to potential problems. Richard was particularly adept with the computer system and Bruce is ecstatic about his new hire Richard is a loner on and off the job. He is from country x a small island with a high power-distance culture all of the other members of the team member felt Richard flouts his education and knowledge and none of them like him in fact cant stand him. Bruce told Tim that Richard thinks that the rest of the team are slackers who talk about bowling and sport instead of working Richard thinks he is disliked because hes from Country X. Bruce Wants to keep everyone in the company and more importantly within the team so how should Bruce handle this problem? Detail what he should do by applying at least two conflict management methods to enhance group and team performance include roles and decision making in our response. (Points: 45) hiqualitytutorials/product/tco-f-eagle-standard-ainc-esi-a-major-engineering-firm-specialized-in-designing-mgmt-591-final-exam-keller/ Two conflict management methods that Bruce can use are force and collaboration. As the team lead, Bruce can create opportunities that will allow the engineers to work in a more collaborative environment. For example, he can assign some engineers to pair up with Richard on a particular project task and Richard can be paired with different engineers for… (TCO B) Faxco Incorporated is a business with 500 employees. The CEO of the company has recently learned based on employee surveys. That the employees are not very happy with the company in fact the CEO is starting to believe that this may be the reason why Faxco is experiencing slower sales and a recent budget crisis which threatens to shut down the company in 3 years if it is not fixed. You are a consultant and the CEO has asked you to visit the company for a week and analyze what might be going wrong. Here is your notes form the week (1) Attended manager 1’s staff meeting. He has 200 employees working under him Manager 1 talking about the recent budget problems that Faxco is having. He said it’s not like we didn’t know this was coming. The company makes a junky product compared to our competitor and half the time. I think the manufacturing department is cutting corners. Overheard manager 1 tells an employee. I don’t blame anyone if they are looking for work elsewhere. (2) Overhead three employees talking after Manager 1s staff meeting Employees are upset about the idea that the manufacturing department is cutting corners and creating junky products. The company advertises its products as having the finest quality and durability. (3) Attended Manger 2s staff meeting he runs the Tech department and has 20 employees. He was very upset with the Marketing department. He stated someone over in marketing reported to the CEO that a computer technician from this department was rude to them. I did not even ask who it was that was supposedly being rude. I know were all techies in this customers do is complain. It us versus them apparently so we have to watch out. In light of what you learned in MGMT 591 about Diversity job satisfaction and attitudes please write up a neatly organized analysis for the CEO. (Points: 45) hiqualitytutorials/product/tco-b-faxco-incorporated-mgmt-591-final-exam/ The attitudes of the employees affect their behavior, which in turn affects their job performance and the company’s productivity level. In particular, their attitudes are influenced by their belief that the company is making poor quality products. This is particularly true for the employees under Manager 1. On the other hand, the employees under Manager… (TCO E, F) Neff Incorporated is a small business with 100 employees and 4 managers. Susan and Bob work are co-workers at Neff Incorporated. Ever since they were both assigned to work on Project X, they have been arguing about how to meet the goals of that project. On Monday they get into a very loud argument about Project X, in the cafeteria during lunch break. Manager 1 is told about the argument and he sends out an email which says: Greetings everyone. I heard that there may have been a small disagreement in the cafeteria at lunchtime. I just want you all to know that I appreciate the good work you are all doing on Project X. I know that everyone here really gets along even though a little workplace stress can sometimes build up. It is good that we have such a warm, friendly group of employees working here at Neff Incorporated. On Tuesday, Susan and Bob get into another argument about Project X at lunchtime. Manager 2 decides that she will deal with the situation this time. She sends them an email stating: Susan and Bob, you have both worked here at Neff for 5 years and you have worked on many projects together. I know you are both passionate about our mission and goals here at Neff. I also know that you sometimes disagree with each other on how to meet those goals, but we need to look at the big picture. You are both on the same team and both working towards the same goals. Please do not let small disagreements get in the way of this. On Wednesday, Susan and Bob get into a third argument about Project X, in the cafeteria again. Manager 3 decides he is going to handle the situation this time. He sends them an email stating, Susan and Bob, if you cannot get along and maintain professionalism here at Neff Incorporated, I will have no choice but to terminate you both. Consider this your written warning. These loud arguments in public must stop now. On Thursday, Susan finds that a small cup of water has spilled on her desk. She thinks it may have been Bob who did it but she is not sure. She quietly tells Manager 4 about the situation. Manager 4 asks Susan and Bob to come into her office. She says, Ok, I understand that on Monday, Tuesday and Wednesday of this week you two had loud arguments in the cafeteria about Project X. Lets talk this through in an orderly and respectful fashion. Im handing you both a sheet of paper. Please list your disagreements about the Project and we will deal with them one by one. Lets get this resolved today. Please list and discuss the conflict management strategies that are at play in this situation. Please state whether you think each of the strategies used by the managers here were appropriate and used in the proper order. Please defend your answer based on your analysis of the situation. (Points : 45) hiqualitytutorials/product/tco-e-f-neff-incorporated-mgmt-591-final-exam/ Manager 1 used avoidance in that he or she downplayed the disagreement and failed to participate in the situation, He or she stayed neutral. However, this was an inappropriate conflict management strategy for this situation as it doesn’t lead to the… (TCO D) Identify the five stages of team development, and explain what happens at each stage. Give a specific example from your own experience to highlight one of the stages. (Points : 45) hiqualitytutorials/product/tco-d-identify-the-five-stages-mgmt-591-final-exam/ The five stages of team development are the forming, storming, norming, performing, and adjourning stages. The forming stage is when the members first join the team. At this stage, the members get to know each other in efforts to find a common ground. In addition, they will be interested to find out what the team’s goals are and what they will obtain from becoming a member of the team. In the storming stage, conflicts and tensions arise as members of the… (TCO A, B) Define organizational behavior and list the four emotional intelligence competencies that contribute to understanding ourselves and others within the organizational behavior environment. (Points : 10) hiqualitytutorials/product/tco-a-b-define-organizational-behavior-mgmt-591-final-exam/ Organizational behavior is a culture that is a shared set of beliefs and values within an Organization (Schermerhorn et al., 2012, p. 9). It influences the way people act and feel in organizations. For example, an authoritarian culture restricts the employees from innovating or acting on their own. On the other hand, employees are able to… (TCOs A& B) What is organizational learning? Why is it important for firms to emphasize organizational learning? (Points: 10) hiqualitytutorials/product/tcos-a-b-what-is-organizational-learning-mgmt-591-final-exam/ Organizational learning is an organization-wide ongoing process that improves its collective ability to accept, make sense of, and respond to external and internal change. It requires the collective interpretation and systematic integration of new… (TCOs A& B) OB defines stress in terms of both work stressors and life stressors. Please identify four common sources of stress at work. (Points : 10) hiqualitytutorials/product/tcos-a-b-ob-defines-stress-mgmt-591-final-exam/ Four common sources of stress at work are task demands, ethical dilemmas, interpersonal problems, and physical setting. Task demands pertain to when the employee has either too much or too little workload. In particular, too much workload can… (TCO D) Referring to the team decision-making process, define consensus and unanimity and explain the difference between the two.(Points : 10) hiqualitytutorials/product/tco-d-referring-to-the-team-mgmt-591-final-exam/ Consensus is a group or teams that consist of people who come from different backgrounds and who have different values, personalities and skills, different opinions and approaches may arise with regards to the resolution of problems, an example of which is how best to address a customer’s needs when those needs come into… (TCO D) There are six methods that teams use to make decisions. Identify and define three of the five. (Points : 10) hiqualitytutorials/product/tco-d-there-are-six-methods-that-teams-mgmt-591-final-exam/ Three of the methods that teams use in making decisions are through authority rule; through a consensus; and through unanimity. Decision-making through authority rule occurs when a leader, manager, or chairperson decides for the team. While this method enables decisions to be made quickly, especially since it does not require input from the team members, it can result in… (TCO E, F) Although conflict is usually considered a negative experience to be avoided, it actually has the potential to produce positive organizational outcomes. Please identify three ways in which conflict can be a positive influence. (Points : 10) hiqualitytutorials/product/tco-e-f-although-conflict-is-usually-mgmt-591-final-exam/ Three ways that conflict can be a positive influence is the information that is represent by a member can be beneficial to the company. If something isnt going right and it has been noted by the person causing the conflict, his solution may benefit the… (TCO A, B) An organization is a collection of people working together within a given structure and culture to achieve a common purpose. Identify and describe the three components that assist the organization in meeting its goals and list any three of the five components of job satisfaction that contribute to a company meeting these goals. (Points: 10) hiqualitytutorials/product/tco-a-b-an-organization-is-a-mgmt-591-final-exam/ Three components that assist the organization in meeting its goal include an organizational identity, a long-rage strategic plan, and staff development and organizational culture. The organization’s identity consists of its mission, vision, and… (TCOs E & F) Please identify and give examples of four of the five direct conflict management strategies. (Points : 10) hiqualitytutorials/product/tcos-e-f-please-identify-and-give-mgmt-591-final-exam/ Four of the five direct conflict management strategies are accommodation or smoothing; collaboration and problem solving; compromise; and avoidance. Avoidance is when no one assertively acts and everyone involved pretends that that there is no conflict, with the hope that it will go away on its own. An example is when subordinates are unhappy about their manager always being late for work or being unavailable to… (TCO G) There are six sources of position power in organizational settings. Identify and define three of these sources. (Points : 10) hiqualitytutorials/product/tco-g-there-are-six-sources-mgmt-591-final-exam/ The six sources of position power are legitimate, reward, coercive, process, information, and representative power. The reward power allows a manager to use extrinsic and intrinsic rewards to control other people. Some examples would be promotions, money, or even compliments. Another position power is the… (TCO G) Define power from an organizational behavior perspective. What is the difference between power and influence? (Points : 10) hiqualitytutorials/product/tco-g-define-power-from-an-mgmt-591-final-exam/ Power is defined as the “ability to get someone to do something you want done or the ability to make things happen or get things done the way you want” (Schermerhorn et al., 2012, p. 264) while influence is the “behavioral response to the exercise of power” (Schermerhorn et al., 2012, p. 264). The essence of power is the… (TCO H, I, J) The senior executive team at AllGoodThings, after a strategy review session with the Board of Directors, has decided that its time to invest some time and capital in improving the corporate culture. The company has rebounded from a near calamity two years ago, and while it was a great scramble, the company survived and is in the strongest position ever. They knew that the culture had been strained by the episode and wanted sincerely to work to bring things back to normal. With the assistance of local HR offices, a case was made to the employee population that certain aspects of their current culture might have suffered over the past few years and that it was time to think about change. They announced that they would be undergoing an organizational culture review and that everyones opinion was valued. A whopping 79% of the employees participated in the survey that they administered. Senior management had worked with the consultants for a few months before the survey was given and had determined their Ideal scores. The survey confirmed their suspicions. The table below provides you with the percentile scores from the employee population, the ideal scores from management, and the percentage point difference between managements ideal and the actual results. The typical ideal score for companies is also given as a reference point. The overall cultural grouping for the individual cultural norms is also identified.... Referencing the information presented above, please analyze the current culture at AllGoodThings. • Identify and describe the cultural aspects that management cites as important and contrast them to the cultural attributes that employees report as being expected. Also, compare and contrast managements ideal results with the typical ideal results. • Identify the most significant gaps between managements ideal and the actual results. • What conclusions do you draw taking into account all of the facts presented and your analysis? • Provide your recommendations for the next two steps in the AllGoodThings change process. • How would you prioritize and sequence the necessary change? (Points : 40) hiqualitytutorials/product/tco-h-i-j-the-senior-executive/ Management feels that constructive styles are important yet the employees result display a passive defensive style as being prominent. The management ideal results indicate that perfectionist, competitive, achievement, and self-actualization are preferred. The employee… (TCO C) As a manager you are in a situation where a key employee seems to have lost his excitement about the job. The employees familiar positive tone and high energy approach to the job and the workplace seem to be on the wane. You really dont know what is going on with this person. But, you can try to start to understand this employee by examining various motivation theories. Use elements from each of Maslows theory, Herzbergs Two-Factor theory, and Equity theory and assemble your own motivation theory to help you to start understanding this employee. Be sure to fully explain and define all elements that you use in your new model of motivation. Finally, compose a short case to demonstrate how your motivation model can actually be applied. (Points : 40) hiqualitytutorials/product/tco-c-as-a-manager-you-are-in/ Maslows hierarchy of needs theory offers appear amid the psychological, safety, social, esteem, and self-accusation needs. The higher needs are identified as self-accusation, and a steam. Self-actualization is regarded as the highest need level; need to fulfill oneself, to grow in use… (TCO G) The Michigan and Ohio State studies represent seminal research on leadership theory. Both studies identified two basic forms of leader behaviors. What were the similarities in the findings from these two studies and what was the significance of the research? (Points : 30) hiqualitytutorials/product/tco-g-the-michigan-and-ohio-mgmt-591-final-exam/ In the late 1940s, researchers at the University of Michigan sought to identify the leadership pattern that results in an effective performance. From interviews of high and low performing groups in different organizations the researchers derived two basic forms of leadership behaviors: employee centered and production… (TCO A, B) In order to meet organizational goals and objectives management must comprehend organizational behavior in relationship to the functions of management. List and describe the management process functions and describe how the five personality traits contribute to the management process. (Points : 30) hiqualitytutorials/product/tco-a-b-in-order-to-meet-organizational-mgmt-591-final-exam/ The management process includes planning, organizing, leading, and controlling. The functions describe what managers are supposed to do in respect to: Planning-defining goals, setting specific performance objectives, and identifying the actions needed to achieve them. Organizing-creating work structures and… (TCO D) Define the concept of social loafing. Why does social loafing occur? Give an example of social loafing and a suggestion for how to prevent it. (Points : 20) hiqualitytutorials/product/tco-d-define-the-concept-of-mgmt-591-final-exam/ Social loafing, also known as the Ringlemann effect, is a tendency of people to work less hard in a group then they would individually. Ringlemann suggest that people may not work as hard in groups because their individual contributions are less noticeable in the group context and because they preferred to see others carry the workload. An example of social loafing is when a group of volunteers are gathered to fill… (TCOs A & B) Organizational behavior is an interdisciplinary body of knowledge with strong ties to several academic disciplines. Please identify three of the four primary areas. (Points : 10) hiqualitytutorials/product/tcos-a-b-organizational-behavior-is-an-interdisciplinary-mgmt-591-final-exam/ Three of the four primary areas are psychology, sociology, and anthropology. Psychology is the academic and applied field that studies behavior and the human mind. It aims to obtain an understanding and provide an explanation about how people… Sociology, on the other hand, is the study of social relationships and institutions. It deals with subject matters such as radical changes in societies, social… Finally, anthropology is the study of humans, past and present. It aims to obtain an… (TCO D) Please define self-managing teams and identify three of the five tasks a true self-managing team is responsible for. (Points : 10) hiqualitytutorials/product/tco-d-please-define-self-managing-teams-and-identify-three-mgmt-591-final-exam/ Self-managing teams are small groups that are empowered to make decisions that are needed for managing themselves on a daily basis. Members of a true self-managing team are… (TCOs E & F) Please identify and give examples of four of the five indirect conflict management strategies. (Points : 10) hiqualitytutorials/product/tcos-e-f-please-identify-and-give-examples-mgmt-591-final-exam/ Four indirect conflict management strategies are reduced interdependence, appeals to common goals, hierarchical referral, and alterations in the use of mythology and scripts. Reduced interdependence is used to make adjustments in the… Decoupling refers to the action taken to reduce or eliminate the required contact between conflicting parties. An adjustment in the units’ tasks can be… On the other hand, buffering is used when the inputs of one group are the outputs of another group. It refers to the building…. Finally, people can be assigned to serve as formal liking pins between conflicting groups…. Appeals to common goals refers to the approach where the conflicting parties are urged to focus their attention on a common goal. They are urged to… Hierarchical referral uses the chain of command in order to resolve a conflict. With this technique, problems are referred to senior managers for them… Finally, altering scripts and myths is when a conflict is managed by scripts or… (TCO G) There are four forms of personal power. Please identify and explain any three of the four. (Points : 10) hiqualitytutorials/product/tco-g-there-are-four-forms-of-personal-power-mgmt-591-final-exam/ Three of the four forms of personal power are legitimate power, referent power, and expert power. Legitimate power is derived from authority, which is the… Referent power is the influence that one has over others because he or she is… Finally, expert power refers to the ability to influence other parties based on knowledge and…
Posted on: Sun, 07 Dec 2014 01:47:04 +0000
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