Rick's New Job Case Study

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Tania I Cruz Case Analysis 1 Rick’s New Job 1. Why do you think Rick was let go? How does reinforcement theory apply to this situation? Rick was let go because he failed to behave according to the organization’s culture. He also failed to communicate effectively his plans to his boss and his co workers. The reinforcement theory comes from E.L. Thorndike. According to Blanchard and Thacker (2007), Thorndike stated that behavior which results in pleasant experiences tends to be repeated while behavior that results in unpleasant experiences does not. (p.69) In this case, Rick’s behavior resulted in an unpleasant experience (loosing his job). We can draw the conclusion that Rick will not repeat the same mistake of not communicating…show more content…
These individuals are proficient in their old methods and felt that there is no need to change. Additionally, they did not have the required KSAs to learn the new system and the learning environment did not permit learning to occur resulting in resistance. In this case, peer support was the major cause of this resistance. The case mentions that the managers excluded Rick from informal discussion groups; this indicates that he was not accepted by most people. According to Blanchard & Thacker (2007), the effect of group dynamics can influence individual group members’ behavior and motivation. (p.85) Because most employees felt the same way about Rick, they all resisted to accept him and his…show more content…
The first two steps serve to identify what I want to train and develop in the senior managers. The next step will be to divide the training into components that are easy to handle. 4. The training program should be aligned with organizational objectives so it is meaningful to the senior managers. According to Blanchard and Thacker (2007), this is necessary to show how important learning is for the success of the company as a whole. (p.91) 5. Learning styles and personalities must also be considered to design effective training. Because we are dealing with people, the training should be design to match people’s feelings as well as KSAs. 6. The learning activities to be used in the training should be logically linked so the trainees start with the most basic material and finish with the more complex assignments. Moreover, assignments should include real life cases and group discussions. It is more effective if the real cases are from the company, in this case, PPP. 7. Encouragement and feedback should be offered at all times from beginning to end to ensure effective learning. 8. The last step is training evaluation. At this point, the transferability of the new KSAs learned to the job will determine if the training succeeded or

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