Organization Behavior - 5 Case Studies with Answers

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

As Ann enters the building Joe Jackson approached it explaining how the intranet had been down half the night and the some important market analysis had not been put together. Ann had promised her boss, executive vice president Anil

Yet, some employees who were not in the

“The staircase window having been boarded up, no light came down into the hall. But one door, she could just see, stood ajar, so se went quickly through in to the room and unshuttered the big window in there.” (Bowen 143)

As a result of the approach, there was high turnover of staff and there was very little initiative amongst the remaining staff. Individuals were initially reported as being highly competent but later were blamed for things going wrong, shortly before they left. The team was very tightly knit and generally appeared supportive of the team leader.

seven or eight he could drive a team and began hauling all the wood used in the house and

Lack of overall direction with multiple CEO’s- Over time the CEO of tech depot didn’t know what to do. From so many changes to the company it causes the employees to get out for hand and we threating to quit. Francoli was going to change that introducing the OME to the different part of the company to see how it will do in the different departments and what they can change about it to make it more effective to tech depot.

The study of Organizational Behavior (OB) is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behavior of an individual. There are no absolutes in human behavior. It is the human factor that is contributory to the productivity hence the study of human behavior is important. Great importance therefore must be attached to the study.

“Wooden floors were an unknown luxury. In a single room were huddled, like cattle, ten or a dozen persons, men, women, and children. We had neither bedsteads nor furniture of any description. Our beds were collections of straw and old rags, thrown down in the corners and boxed in with boards; a single blanket the only covering.”

Some responsibilities which originally fell upon management were shifted to line employees which was not received in a favorable manner

This occurrence could have been caused by the company hiring workers with less skill resulting in a decrease in total wages paid out. This is also a controllable variance (Accounting Tools, n.d.) so managers will have the opportunity to adjust the cost of labor as they see fit. Also, the budgeted cost of labor may have been set too high in the first place causing the total cost to be overstated (Accounting-Simplified, n.d.). It’s also important to look into whether or not actual figures are being reported as oppose to purposely recording favorable values (Nobles, Mattison, Matsumura, & Horngren, 2014). The variance in the labor efficiency may be a direct reflection of the use of less-skilled workers. The employees used more time (hours) than expected and the result yielded an unfavorable outcome. If the workers are not experienced enough to complete a task efficiently more hours will be used to compensate production demands. Other causes could be attributed to the condition of the equipment and/or poor supervision (Accounting for Management, n.d.). Faulty equipment could play a role in slowing down production and supervisors must step in immediately to remedy any issues that may cause a noticeable change in budgeted expectations. In the future, Peyton Approved should consider hiring employees that match the skill level required to perform as expected. They should also do an evaluation to determine the conditions of their equipment (Garcia, n.d.) and advise production managers on the proper procedures to motivate their workers to achieve company goals. Upon examination of the material variance, it’s noted that there were no direct material cost variances. The explanation is simple; Peyton Approved was spot on when they priced their parts. There was no gain nor loss connected to direct materials. Unfortunately, the materials were not used efficiently so the

172). Employees that did not confirm lost the $5 Day pay. The creation of this policy and department dehumanized his workforce for the betterment of his reputation. Expecting excellence in all aspects of a person’s life goes against the purpose of mission accomplishment as well as failing to embrace the critical thinking trait of open-mindedness.

Organizational Behavior has taught me a lot in regards to learning to work with others and making groups of people work efficiently. While classroom readings and in-class slideshows have been valuable in understanding key concepts, my greatest personal growth has come from both your personal stories, as well as your many invaluable speakers. Throughout this paper, I will focus on the lessons your speakers have taught me, and how those shared lessons will have a positive impact on my future decision-making.

told of two house builders; one who built his house on a rock and one

Bauer, T. (2012). Motivation Theories. In B. Erdogan, An Introduction to Organizational Behavior (pp. 393-450). New york.