Org Behavior Case Study

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MAN 5246 Organizational Behavior Module 2, Fall 2015 Pluto Candy Company Team Case Exercise Pluto Candy Company Memorandum Date: December 11th, 2015 To: Judith Callahan, PhD Vice-President, Operations From: Employee Attitudes Task Force Re: Employee Attitudes Cc: Clyde Tombaugh, President This memorandum is a response to Judith Callahan’s Pluto Strategic Initiative Program. Our Employee attitude task force has worked diligently and precisely to determine where the Pluto Candy Company stands in terms of achieving a satisfied and committed workforce. Our results and analysis are based off the Employee Attitude Survey and can be found below. Please feel free to contact any member of our…show more content…
Refer to appendix B for detailed data analysis. Question 3: Within the company, are there any divisions whose employees have an attitude problem and, if so, why? (Conversely, if there are divisions that have happy employees, I’d like to hear about that too.) Based on our data, Division 1(manufacturing), reported significantly lower levels of job satisfaction in comparison to the other 4 divisions. Manufacturing employees reported lower comparative satisfaction levels in the following attitude measures: JDIPRO, UNDER, IMP1 and IMP4. This may be a result of limited job complexity. On the other hand, the research and development employees in division 3, reported significantly higher levels of satisfaction based on JDIW attitude measures. Higher satisfaction levels in R&D can be a result of higher skill variety and task identity in comparison to other divisions. In order to compare employee satisfaction by division (independent variable) and examine employee attitudes, we compared the mean differences between the following dependent variables: the Minnesota Satisfaction Questionnaire (MSQ), the pay satisfaction questionnaire (PSQ), Job Descriptive Index (JDI), the work itself (JDIW), supervisors (JDIS), Job Descriptive Index of Co-Workers (JDIC) and promotions (JDIPRO). Additional dependent variables regarding employees sentiments towards performance appraisal
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