ORGANIZATIONAL BEHAVIOR I. Introduction of the Case: This case was entitled “Management Training Dilemma” and is being presented by Gregoria Guerrero-Cárdenas. It is about whether using a special “packaged” training program for Hospital Supervisors is worth the investment versus the training by a paid professional consultant. The Hospital Administrators will allow a small amount of money to be spent on renting the “packaged” program to be implemented as a trial program. The personnel director, Shane Alexander, would then have to demonstrate that the eventual purchase of the whole package would be worthwhile. II. External Forces Impacting the Case: …show more content…
And this would be one way of cutting costs. IV. Statement of the Problem: The problem is that the personnel director, Shane Alexander, needs to convince the Administration that money can be saved by providing the company Supervisors with training from “packaged” material rather than spending more money on a professional consultant to come in and do the training. The Personnel director feels that the training success from the “packaged” material where they will have in-house “specialists” to train the remaining Supervisors will be just as good at training the Supervisors as if they had a Professional come in to train them. V. Alternative Solutions There are three viable solutions which would alleviate the problem that this company has experienced. First, the Administration can take the advice of the personnel director, Shane Alexander, and order the special “packaged” training program as advertised for sale. Or, their second option would be that they could rent the program with 30 workbooks and use it on a trial basis to see if the results confirm what Shane Alexander believes to be true. Or, third, the Hospital can hire an expensive “professional” consultant to come to the hospital to train the Supervisors. VI. Solution Chosen: I choose solution number two because this way not much money is put out at one single time and one can then determine whether it is the best option. The drawback would be that the training would take longer and in the meantime,
The applicants are morally correct as long as their action promotes their long term interest. If their action produces or will produce for them a greater outcome of good, versus evil in the long hall than any other alternative, than that action is the right one to act on, and the individual should take that to be a moral act. An Assessment of Morality by Ethicsinbusiness.net
The objective of this report was to analyze Vivint-Smart Home Solutions’ performance in terms of organisational culture, management and leadership styles and motivation and how organizations have been affected by them. In this report, we identified that Vivint has an association of Hierarchy and Market organisational culture, relationship-oriented and task-oriented leadership styles and servant leadership style. Moreover, it demonstrated that Vivint has intrinsic and extrinsic rewards. These resulted in successful and unsuccessful practices of Vivint based on the Undercover Boss TV series based on three aspects which have been mentioned above. In addition, this report critiqued the Undercover Boss method for discovering the problems within an organisation and recommended other processes for uncovering issues. The results showed that organisational culture, management and leadership styles as well as motivation played significant roles in Vivint’s performance. Recommendations have been made to improve the unsuccessful practices of Vivint such as training managers to be empathic problem solver, examining and updating the working condition regularly, bonus for employees who give feedback voluntarily on management processes and offering fund to employees who are in need of support.
Assuming that Timmson and Mahoney agree to this One-on-One training program, Timmson will face several challenges. These challenges are how time consuming it will be for Timmson to train Mahoney to manage the store in a effective manner and the higher costs Timmson will face in the training process. The only pro of this solution would be that it would most likely help Mahoney with his task management and would increase his job performance. However, as stated above the other challenge that Timmson will face when training Mahoney is the amount of time that it will require for him to devote to the training process. According to the case summary, Timmson doesn’t appear to either have or want to invest the time in managing Mahoney so why would he invest the time in personally training him?
Martin, a behavior analyst, is working with Sara, a 14-year-old girl with severe developmental delays who exhibits self-injurious behavior (SIB). The self-injurious behaviors included pulling her hair, biting her arm and banging her head against the wall. After conducting a functional analysis, Martin decided to employ an intervention program consisting of differential reinforcement of other (DRO) desired behavior. Martin collected data on Sara's SIB before and during the intervention. Below is a depiction of the data that Martin collected:
The focus of this paper is case management. Case management has evolved into a diverse profession which includes many disciplines and is exercised in many settings. Case management involves the process of coordinating multiple services on behalf of clients and has been practiced now for several decades. Many disciplines have engaged in case management and identify themselves as case managers. Case managers work with many populations and settings and play an important role in today’s society. The following analysis explores how case management developed, how it is defined, its components, and how it relates to other nursing care delivery models. All these aspects are reviewed with the purpose to show the importance of case management
Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a
“An effective training program needs a high-quality program design to maximize trainee learning and transfer of training. Program design refers to the organization and coordination of the training program.” (Noe, p. 193) Doug Conant became CEO of Campbell’s Soup in 2001 in the midst of a tumultuous time for the company. Campbell’s Soup stock was hitting rock bottom and “in Conant’s words, the company had "a very toxic culture." Employees were disheartened, management systems were dysfunctional, trust was low, and a lot of people felt and behaved like victims” (Duncan, 2014). To change the culture, Conant implemented the CEO Institute to “create a meaningful
The following are the factors that created an opportunity for Bob Reiss and TV Guide game:
Secondly, the organized training program should include some important parts such as plant operations, communication between managers and the union workers, teamwork, and management education. All the employees from foremen to managers should join the training program. After the organized training program, there must be a refresher training course every half or one year to make sure employees’ knowledge is the latest. In the process of training program, Ashley needs to collect feedback from the foremen and supervisors so that she
The company that is listed as number one on the Fortune 500 list is Wal-Mart. This company has much strength that makes it very interesting for investment. Wal-Mart was founded by Sam Walton in the 1950’s and faced competition among many regional discount stores. In 1962 Wal-Mart officially began with its first store in Rogers, Arkansas. Wal-Mart now has over 600 discount stores in the United States and stores located in 28 countries. No matter the size of the company its purpose has not changed over the years. Mr. Sam Walton said, “If we work together, we’ll lower the cost of living for everyone... we’ll give the world an opportunity to see what it’s like to save and have a better
In this memo, I would like to clarify the causes of the failure of the training program in the hospital and propose the new way of the training that could be more useful for both senior managers and the employees.
According to the case by Pavelek (2012) (as cited in Tiem, Mosley, & Dessinger, 2012, p.111), a time when organizations frequently outsource their training rather than maintain it as an internal department function, the training team of
Question 1. What competences has IBM had to invest in arising from its transformation from a ‘product-centric’ to a ‘service-centric’ organization?
The company’s managers need to take part in an extensive training process. The training should include how to establish and communicate clear, realistic
It is imperative that the training supervisor stops after each section which is covered and ask if any of the employees have questions related to a section. This is to ensure that the employees understand the material put before them. The supervisor will move on to cover pay procedures and personnel policies. At this time it would be beneficial to discuss what benefits are included with their employment as well as when those