Key Organisational Behaviour Issues Within The Business

This paper will discuss the case study of the Strident Property Services as they struggled with the management changes, the internal issues, and the failure to recognize the issues which lead to the selling of the company. The Johari Window model will be utilized to evaluate the communication and lack thereof which contributed to the failure of the company.

Q.1 – Briefly describe the dilemma presented in this case study. Who are the key players and what are some of the antecedents that have led to the present problem? Ans. When the best manager, takes certain actions which go against the core values of the company, it becomes really difficult for the management to make a fair judgement. They are stuck in a dilemma of what would be a better judgement. As a leader, it is very important to be fair and impartial to your team members. And so is the dilemma presented in the case, Bob’s Meltdown, Nicholas G. Carr. The key players in this case are1. Annette Innella 2. Robert Dunn 3. Jay Nguyen Annette Innella is the Vice President, Knowledge Management at Concord Machines. She was recently hired by

1.3 Compare and contrast employee engagement with other related concepts; ‘flow’, organisational commitment, job involvement and job satisfaction.

considerable challenges to an organization, both in terms of the need to respond intelligently to

One far too often hears of issues that arise within organizations. While these issues can be minimal, others can affect an

This case describes the restructuring initiative undertaken to change the forty-yearold structure of the marketing division into a more flexible and rewarding set-up. Towards the beginning of 2008, Khalid Mir, General Manager, Marketing, at Engro Chemical, realized that significant changes were needed in order to address major issues the company was facing in terms of employee turnover, poor inventory control, low market development and sub-optimal merchandizing efforts

Employee Engagement: It’s a known perception that an engaged workforce provides many intangible benefits that is linked directly to retention. HR policies should focus on employee engagement initiatives that stimulate motivation levels of employees to perform better and bond with organisation. This process should be initiated right from induction and continue throughout their tenure by opening channels of continuous communication and encouraging interpersonal relations. HR is responsible to incorporate methods to measure engagement and at regular intervals track engagement contribution to company’s success.

An organization with weak management often develops problems or conflicts that cannot be resolve on time, and this allow some of the employees to view their mangers as incompetent, and this might result in lack of respect of the organization management. In this case study, there are some existing problems in the organization that were

Another problem present in the team was also related to the most important element of Open Work, Communication. One of the three components of Open Work is availability of technology for consistent mobile information access. During the HS Holdings server failure Nick’s mobile phone was switched off and Robert didn’t check his email until Monday. Also on Monday when Elisabeth Fournier called there was no reply from either Nick or James. This shows that the team being led by Greg James was not competent enough for implementing the Open Work system. Open Work can only be successful when all the three pillars – technology, access and workspace – work in synergy. In this case Open Work resulted in escalation of the crisis at HS Holdings because the customer demands were not suited to the Open Work environment.

A description of what you believe to be the key issue(s)/challenge(s) facing this organisation and justification.

Robinson D, Perryman S & Hayday S. (2004). The drivers of employee engagement. Institute for

Read the following case study and critically analyses the situation and write a report in while outline the issues and problems faced by the organization’s members. Describe how you address them. Justify your answers and give detailed reasons for your intended actions.

The main problems of the organization were that the company set strategies to achieve objectives that weren’t focused in the core business and set without considering how many resources and skills does the company would need to reach them, focusing their efforts in processes or products that didn’t add value to the company and decreasing the profits of the

Secondly, the research is by a Havard Business Review Analytic Service that features in depth interview with 12 company leaders and 550 executives around employee engagement. As the result, 71% of respondents agreed that employee engagement is master key to the overall success of the organization. In the research, most leaders understand the importance of engagement but most of employees are not highly engaged in their organization. According to Bates (2004), it is necessary to recognise that employee engagement is on the decline and there is a strongly disengagement among employees today. For example, a half of Americans in the workplace are not strongly engaged or they are disengaged to the business in order that U.S businesses lost $300 billion per year in productivity (Bates, 2004).

Employee Engagement is the commitment level of employees and their involvement toward their organization. If employees are fully engaged then they have keen understanding of organizational objective and they work with their colleagues to improve the performance so that the organizational objective can be achieved. Employee Engagement helps employees to create positive attitude towards their organization. Employee Engagement is very important now days and almost touches all parts of HRM activities. If HRM unable to manage its activities in appropriate manner, employees are unable to engage themselves towards their job and tasks. My report will focus on the importance of employee engagement in order to get maximum involvement of employees