Vous êtes sur la page 1sur 7

Marx Chistian Sorino EDA 208 Human Behavior in Organization Elizabeth Jane P. Sebastian, Ed.

Case: Susie Wong


A. Why Susie Wong was always bypassed in promotions? Answer: As I read through the case of Susie Wong, it felt like reading to a sure fire success due to her inherent elements brilliant and good educational background with only a single glitch of her package that is her personal relations department. Her superiority complex and the corporate environment were not in tuned. She had a number of complains such as unnecessary tasks, inefficiency of some system and the capability of her superiors. Seeing from a vantage point, for some reason her father was forced to leave her out of the family business. Her observations are quite accurate but the big problem at two settings or work environments. It would show that she did not fit in into the corporate culture of her current job. Reading from the article there are some points that Im convinced that the corporation (where Susie Wong work) puts more weight on office relations ( boss and employee) more than the efficiency of their leaders or employees at some points. Or to put it clearly the corporation promotes people within the organization and the number of years they served in the organization. I researched an article such as these two articles to support my answer:

Three Types of Employees Being Fired Now


By J. J. Kellington on February 28, 2012 source: http://compliancesearch.com/wallstreetjobreport/three-

types-of-employees-being-fired-now/

In tough times, its easy to complain, grumble and become bitter. But beware: doing so puts you in the bulls-eye of management to be fired. Thanks to G. Michael Maddock and Raphael Louis Vitn for the below analysis, first published in BusinessWeek. 1. The Victims Can you believe what they want us to do now? And of course we have no time to do it. I dont get paid enough for this. The boss is clueless. Victims are people who see problems as occasions for persecution rather than challenges to overcome. Complain about. At Halloween parties, theyre Eeyore, the gloomy, pessimistic donkey from the Winnie the Pooh storiesregardless of the costume they choose. 2. The Nonbelievers Why should we work so hard on this? Even if we come up with a good idea, the boss will probably kill it. If she doesnt, the market will. Ive seen this a hundred times before. 3. The Know-It-Alls

The best innovators are learners, not knowers. The same can be said about innovative cultures; they are learning cultures. And another article

Likeability Key to Job Success


Posted: Feb 29, 2012 | source: http://www.articlesbase.com/management-articles/likeability-key-to-job-

success-5703384.html
Why is it so important to be likeable today? Because we live in a global world that depends upon connections, relationships, collaborations, and partnerships, people need to learn how to get along with each other for the greater good. Fewer folks work alone these days. Most interact with several or many individuals every day. When people generally like their peers, team mates, superiors, and staff, they produce products and deliver services of higher value. This outcome is critical, since the world now demands it. Your likeability contributes to the worth of goods and services. Your likeability also contributes to a positive work environment, reducing everybody's stress level.

B. Was the management justified in not promoting her? Answer: Eventually the two incidents (the first was a wrong expectation or assumption anyway) which she was bypassed for a promotion have moved her towards resentment for her superiors specifically the Finance Manager. During the course of events from a brilliant and efficient worker she evolved into the half hearted and inefficient worker just like the two things she disliked about the organization (in the first place) such as the information system and the boss she perceived as incompetent. Is the action by not promoting her is justified though? For me its a definite yes. She should have been resilient in doing her best amidst the injustice and she should have developed a way to deal her personal relations issue. Regarding the half-hearted work I think that would be considered a nail that pinned her to the wall. I could remember the not so distant past that my boss reminded me of something. He asked me which is better to do something half the effort or dont do it all? Of course I said the former (in my mind at least I did it!). He told me after I gave my not so wise answer that Its better not to do it than to do something half your effort because it would be a waste of time in doing it. C. How this non promotion did affected her? Answer: It started with the feeling of resentment towards her direct superior that is the Finance Manager and then developed to inefficiency which she hoped would reach the attention of her Finance Manager but instead it backfired on her an it developed into a worse scenario in which she is now viewed not only from the Finance Manager and Section Head but including the organization she is in. From a brewed resentment towards personal choice of inefficiency to a dent on her brilliant performance. Thus finally distorting her view of personal efficiency into a lax or half hearted worker that she is now branded. D. What are the problems in this case? Internal Work/Job satisfaction Perceived superiority Unattained expectations External Lack in motivation Work Relationship Communication flow corporate practice/culture

E. Propose ways to resolve these problems?

The Mediation Agency can help in these and more areas: Conciliation between groups of people Meeting facilitation helps to get goals set and achieve targets Group mediationwhen multi-party issues are jeapordising productivity Individual mediationwhen one person needs help resolving a workplace dispute Employment / Career negotiationto help assure the process is fair and balanced Providing retained serviceswhen large companies realise their needs are on-going Providing trainingboth seminars and workshops to help prevent workplace conflict Employers are reducing and managing conflict in the workplace by; Developing an Adult Peer Workplace Mediation System Using mediators for conciliation and conflict resolution of issues before they become serious Helping to create a Communications Contract for future problems and disputes Training HR staff, employees, managers in managed, peaceful problem resolving techniques Giving employees a voice in their career and show respect of their opinions / ideas Offering a mediation solution for employees on a case-by-case basis

Case: Premier Bank Inc.


A. Describe the relationship between Rogelio and Mila. The relationship started with mutual respect and I think much of the impressive work of Rogelio I would theorize was due to the leadership that he observed from Mila. Mila at first showed a considerable amount of respect to the capabilities of Rogelio both as an impressive performer and educational background. Rogelio after reaping the first rewards of promotion, thought that he was his own man and that his capabilities couple with dedication got him to the ladder. Little did he know his once superior (Mila) gave him a boast to get where he wanted. The relationship would only turn sour and for the worse when he received his first pitfall at a very crucial time. I would comment that this time his capability and emotional intelligence to handle some career road blocks was put to the test. Sadly he failed when he exhibited tantrums like manifestations. This was the time when their whole relationship would be for the worst. B. What must have caused the relationship? Rogelio Licuanan Internal Stubborn (in not following instructions) Lacks experience and eagerness to rise through the corporate ladder Mila Salas Internal Factors Strong personality Worries instead working out a solution

External Factors High expectations from work peers (Mila) Work pressure

External

Pressured to keep a good relationship with subordinates

Seeks quality output The above mentioned are the factors that I think adds up to the ruined superior and subordinate relationship of the two- Rogelio and Mila. First I would comment on Rogelios character. Here is a guy whose got an inflated self esteem due to the consecutive promotion he received due to his talent and dedication but sometimes things like this would make sensible guy drop guard and be unaware his lapses. In addition to this he exhibits immature actions in the face of pressure. I think Mila gathering from experience and intuition save both the account and Rogelios career and instead of scrutinizing his work. He should flare and some aggressive actions in front of his subordinate maybe to show some sort of supremacy behaviour or something.

C. What measures can management take to improve the relationship?

Handling this from a collaborative approach those who are in conflict with each other work should together to come up with a solution that benefits both parties. They could do this by: 1. Most go to a neutral ground both emotionally and a place where Rogelio could his head and Mila could relax her nerves. 2. Getting both the parties together to resolve the conflict first. Managers must take detailed notes on the problem and offer a determination on how the conflict will be handled. 3. Management should also identify the cause or motivation behind the aggression. In which I think Mila already did by reporting Rogelios behaviour to his direct supervisor via verbal report. 4. From my point of view its good that Rogelio explained his side and he discussed about the behaviour. Its more of a rationalizing his act though. He didnt bother to say sorry and still he might thinks what he had done was good thus the management should make sure the person knows why it is a problem. Chances are, the person doesn't even know they have done anything, or they don't know how it affects you. 5. Plus the management might do the following: Source: http://www.mediationagency.com/pdf/workplaceconflictmanagement.pdf The Mediation Agency can help in these and more areas: Conciliation between groups of people Meeting facilitation helps to get goals set and achieve targets Group mediationwhen multi-party issues are jeapordising productivity Individual mediationwhen one person needs help resolving a workplace dispute Employment / Career negotiationto help assure the process is fair and balanced Providing retained serviceswhen large companies realise their needs are on-going Providing trainingboth seminars and workshops to help prevent workplace conflict Employers are reducing and managing conflict in the workplace by; Developing an Adult Peer Workplace Mediation System Using mediators for conciliation and conflict resolution of issues before they become serious Helping to create a Communications Contract for future problems and disputes

Training HR staff, employees, managers in managed, peaceful problem resolving techniques Giving employees a voice in their career and show respect of their opinions / ideas Offering a mediation solution for employees on a case-by-case basis.
Case: Bone Contention A. Why is Bella not motivated? Is she justified to do so? Keyword =
(Justified) To demonstrate or prove to be just, right, or valid

Jealousy is a green eyed monster due to limited information available for Bella towards Pattys work experience. As the main contributory factor that halts Bellas productivity. We could refer to an article in motivation that says When employees feel left out, they stop trying. Inclusion, as mediators know very well, is a vital part of building communicationand as mediators we see the result when people is left out of the loop. The reaction of employees who feel they have been excluded from areas where they were formerly included can be anger or sadness, but most often, they just stop trying. What that means to an employer is they are present for their eight hour day, but they stop inventive contributing and often begin to sow a seed of discontent among other employees. Employers can usually rectify problems, if caught early enough, by holding meetings where all members are encouraged to offer ideas, and having an open door policy where issues are listened to with consideration and respect. Feeling of jealousy is a very natural and normal emotional response to a perceived threat. Getting jealous is not necessarily bad. Problems arise when your jealousy gets unmanageable and your behaviours get out of control. Same as Bella is behaving which is not justified.
B. Describe the relationship between Bella and Patty. Were their behaviour justified?

Jealousy is by definition a fear, of some certain situation that is either threatening or already occurring. I would conclude that both of them shared a jealous feeling and even shared a mutual fear with each other. Its a silent at the same time hostile environment. Just like the US and USSR before when they had a Cold War stage in which bother parties are suspicious and a certain level of competition is palpable. At some point jealousy is a natural and would be felt by almost every human being. The problem is the controlling or machinations part. I have a suspicion that Bella spread the rumours against Patty regarding his past work history and her competence which was put into question. The end result would supply my stand that both of them resorted into an unjustifiable act of being unproductive.
C. Propose solutions to this case. Resolution:

Jealousy exists to protect you from harm, not to control the behavior of others. It is an emotion that can get out of control if you let it. You( same goes to Pattys fears and behaviour) can never

control another person but you can help yourself when that person is hurting you. Healthy jealousy can help you identify and deal with some of lifes more unpleasant lessons. Suggested steps in resolving the above issue: Negative emotions can be stilled through self awareness. Emotions strike without your conscious awareness. When you feel it, it is already too late! Your mind has begun comparing and the process immediately highlights your failures. The sense of failure triggers anger, which is redirected as anger towards some innocent victim. Most people justify such ill will as a fairness issue. But you can still an emotion, when you become aware of its symptom. Become aware of the onset of the Not fair! feeling. Become aware of your habitual patterns of comparison. Looking from the outside on those feelings will instantly still the emotion. The whole comparison process will stop and you will be at peace. Overcoming envy is a matter of improved self awareness through constant practice! (Pattys case) You must also permanently remove the distress, which habitually brings on the troubling attacks of envy. You need to come to terms with your pain. Evaluate the issues that bother you in this particular case. Do you not have advantages, which the other lacks? Can you do something to win next time? Can you not discover equally satisfying, but achievable goals elsewhere? Can you not cherish the many advantages that you have in life? You will not feel envy, when you have come terms with your pain. Accepting the reality of your own failures will still envy and make you feel a better person. The success of your neighbour will then only inspire you to do better in your own life.( Bellas prescription). In the end I think Bella surpassed Patty shes getting a new position while Pattys became self consciousness dragging her down.
Case: Mr. Padua A. How has this style affected his relationship with his associates and subordinates?

How to Recognize the Authoritarian Personality


By Elizabeth Burns, eHow Contributor , last updated June 30, 2011

The analyst Carl Jung believed that personality type is determined by how people feel and sense the world around them. According to Jungian theory, people with authoritative tendencies belong to the ISTJ, or Introverted Sensing Thinking Judging, personality type, as defined by the MyersBriggs Type Indicator test. ISTJ personalities are driven by a deep need for security. They are conventional, respect tradition and tend to take a black-and-white view of the world. People with this personality type sometimes have a negative reputation because they are perceived as being too rigid and as lacking empathy toward others but, on the plus side, they are hardworking and trustworthy, and care deeply about those they love.

Answer: As I read the question and with some aid from this article I was convinced that Mr. Padua is an authoritarian leader thus its expected that he would lack a considerable amount of social skills. Thus most of the time he would lack popular support and most of the time he would lack creative inputs from the subordinates whom he would be working with. Obviously, then he wouldnt be asking much from the group hes going to be working with. Well autocratic leadership has its ups and downs.
If you were the manager, would you have him replaced? Defend your stand. Its is said that autocratic leaders like Mr. Padua could be possibly scare away talents and creative people from the way he would be handling the Fruit Puree Division. Autocratic style of leadership would gain ground in times of emergency and the experience of the leader would be a major factor in gaining success. If I were to choose to replace him, I would still adamantly keep him basing from his six years of experience and expertise. As a specialized Division already focusing on puree I would accept the thought the there is not much creative people required on such area thus I would leave this to Mr. Padua to manage and keep his leadership style. B. What communication does this case have in management policies and practices of having and developing workers and staff?