Unit I Case Study Karen Seymour DBA 7559-10C-2A15-S1 September 23, 2014 Professor Addie Mattes Unit I Case Study 1) What seems to be the main source of conflict between supervisors and the HR department at Sands Corporation? It seems to be a power conflict between the supervisors and the HR departments. The supervisors feel that the HR department took over authority of hiring, compensation, appraisal, training and pay increases has which the supervisors feel they should be doing this. On the other hand it seems the HR managers want to keep the authority themselves because it is a source of power due maybe lack of communication of duties related to human resources. The human resource department job is to act as an internal consultant or experts, assisting the supervisors to do their jobs better ( Gomez-Mejia, Balkin & Cardy, 2010).
The role and responsibilities of a workplace coach is in a way to be a blank canvas in a sense meaning all the coaches beliefs and values should not be portrayed in any coaching session. It is based on the coaches behaviours and attitudes towards the coachee. A coach should abide by the coaching conduct set by the EMCC. Coaches need to show certain characteristics in the coaching session such as not talking to much, asking the coachee open questions and building a good repport with the
This may require the team manager to adopt a more tell style, providing clear communication so that everyone knows what to do to achieve KPI success. On the other hand, team managers may take a more suggestive approach with other managers of equal standing in order to get their co-operation for tasks. External factors may arise when dealing with customers. For example, a technician may need to use a joins style to convince a customer to accept a cable route or replacement product for an item that is temporarily out of stock. Explain why these leadership styles or behaviours are likely to have positive or negative effects on individual and group behaviour: Tell - In this style of management, subordinates are expected to do the job the way the manager tells them to do it.
And promotions are determined by seniority, not the quality of the paperwork. The captain has attended a seminar and to determine how to get the officers motivated to do a better job on their reports. Analysis Using the MARS model of individual behaviour and performance, we have identified the following possible causes of the officers’ unacceptable behaviour Motivation: Officers seem to lack motivation when it comes to doing a good job in reporting, they prefer to rather help people out at fires, accidents and other emergencies. The reason for this lack of motivation when doing paperwork is because there are no financial rewards or promotions for the officers to fill out the paperwork properly. The officers know that even if they prepare an excellent report they will not be financially rewarded and even if they do poorly it will not affect their future promotions or have any other negative consequences.
A secondary problem with the team is there appear to be no clearly defined guidelines or expectations for the group. It appears that Christine communicate with the team about meetings before class to discuss the day’s case. However, none of the team members are committing to this time for discussing the case. In both times where the team met they are having lighthearted conversation and not focusing on the project. It appears that Christine is not being an effective leader by not refocusing the team on this time for discussing the day case before class.
The communicator needs to know how familiar the audience is with the topic. When communicating they may need to define words and terms or explain the concepts if the audience is not familiar with the topic. The communicator may also look at educational background, age, and culture. It is important that the communicator understands their audience in the background of their audience. A good example would include talking to salary employees versus wage employees.
They will also have existing relationships with other employees which will make communicating with them easier and more relaxed. Also, they will know the jargon of the company, meaning that communication with other employees will not fell as though like a complete outsider is speaking to them. And they will be familiar with the root causes of many of the organisation's problems which will grant a head start into the development and change process. There are time advantages of this because internal consultants do not have to spend time
Should employee have an expectation of a right to privacy in the workplace? To answers this question we should discuss different type of electronic monitoring and real law cases that about invitation privacy right at work place. First of all we have to know what it means by employee monitoring and is monitoring necessary at workplace. Employee monitoring as the name suggest it is a tool for monitoring employees at workplace behavior, productivity and performance. Employers argue that they have lack of awareness about the character of employee or performance of individual, it is important for organization to know about their employee.
Personnel need to read and digest as much information as they can to get used to the changes coming their way. A third step a manager should take is to encourage participation from the employees. When employees participate in planning and implementing a change, they feel as though they have some control over their jobs and this relieves some of their anxiety (Rosenberg, 1992). Employee resistance will be the strongest in the unfreezing stage of the organizational change. A good communication plan will help a manager build trust with the employees so that when they receive the news of a major change they do not panic and become resistant.
Shared goals is another criteria for interpersonal skills. PCO’s should develop the problem solving skills in order to effectively do their job and make money for the further opportunity. They should anticipate a variety of challenges and identify the alternative solutions to problems. Therefore, a backup planning is important for them to build up. It can help to run the conference and convention more smoothly in order to