Organizational Behaviour Essay Example for Free

Organizational Behaviour Essay Part A consists of three questions. Be sure to include both the questions and the responses in the document you submit. Your total combined responses for these three questions should not exceed 1000 to 1500 words. 1. Marketing specialists at Napanee Beer Co. developed a new advertising campaign for summer sales. The ads were particularly aimed at sports events where Napanee Beer sold kegs of beer on tap. The marketing group worked for months with a top advertising firm on the campaign. Their effort was successful in terms of significantly higher demand for Napanee Beers keg beer at sports stadiums. However, the production department had not been notified of the marketing campaign and was not prepared for the increased demand. The company was forced to buy empty kegs at a premium price. It also had to brew some of the lower priced keg beer in vats that would have been used for higher priced specialty beer. The result was that Napanee Beer sold more of the lower priced keg beer and less of the higher priced products that summer. Moreover, the company could not initially fill consumer demand for the keg beer, resulting in customer dissatisfaction. Use open systems theory to explain what occurred at Napanee Beer Co. Begin with a brief description of open systems theory. Use your own words (paraphrase) and remember to cite all sources using APA style. The open systems theory states that organizations are entities that continually exchange resources with its external environment. The organization is dependent on the external environment for resources such as raw materials, employees, financial resources, and information and equipment which are the organizations inputs. Those inputs are used by the organizations internal subsystems, such as production and marketing, and are subsequently turned into outputs such as products, services, employee behaviours, profits/ losses, and waste/ pollution (McShane Steen, 2009, p. 4). According to the open systems theory (McShane Steen, 2009, p. 4), the organization Napanee Beer Company’s internal subsystems were not operating efficiently. Due to the lack of communication between the marketing group and the production team, production was unaware of the increase in demand for the product and did not order enough inputs to meet this larger demand. Consequently, the materials used were much more expensive than they would have been had they been ordered earlier. This oversight cost the company sales on higher priced specialty beer and caused customer dissatisfaction. Had the production team been aware of the success of the marketing campaign, which was geared towards sporting events where Napanee Beer sold kegs of beer on tap, they would have been able to order the appropriate amount of kegs, saving the company a lot of money. This is not an issue between the external and internal environment but an issue with Napanee’s internal subsystems effectiveness (McShane Steen, 2009, p. 4.). The lack of communication between departments weakened the company’s ability to maximize its input to output capability; therefore, the company was not functioning at a high level of efficiency (McShane Steen, 2009, p. 5.). 2. The sales office of a large industrial products wholesale company has an increasing problem: salespeople are arriving late at the office each morning. Some sales reps go directly to visit clients rather than showing up at the office as required by company policy. Others arrive several minutes after their appointed start time. The vice-president of sales doesnt want to introduce time clocks, but this may be necessary if the lateness problem isnt corrected. Using the MARS model of individual behaviour, diagnose the possible reasons salespeople may be engaging in this â€Å"lateness† behaviour. Begin with a brief description of the MARS model. Use your own words (paraphrase) and remember to cite all sources using APA style. The MARS model represents the four factors that influence people’s behaviour and performance. These factors are motivation, ability, role perceptions, and situational factors (McShane Steen, 2009, p. 26). Motivation is what drives a person in a particular direction and the passion and persistence in which they pursue something (McShane Steen, 2009, p. 26). The ability of an employee refers to their natural aptitudes as well as their acquired capabilities (McShane Steen, 2009, p. 27). An employee’s competencies refer to his or her skills, knowledge and other characteristics that may be beneficial to the organization (McShane Steen, 2009, p. 27). Role perception is the third factor in the MARS model. This refers to how closely the employee’s perception of their job duties aligns with the employer’s (McShane Steen, 2009, p. 27). The final factor in the MARS model is situational factors. Situational factors involve conditions that are not part of the employee’s skill set or personality and are often out of their control (McShane Steen, 2009, p. 28). According to the MARS model of individual behaviour, the possible reasons salespeople may be engaging in this â€Å"lateness† behaviour is first the lack of motivation they are feeling to show up to the office at their scheduled start time (McShane Steen, 2009, pp. 26-28). This could be due in part to the lack of incentive they receive for showing up on time. Furthermore, the absence of negative consequences for showing up late has not shown the sales reps that the company is serious about this policy. In order for the sales reps to be motivated to show up to the office in the morning instead of seeing clients first, there needs to be some kind of reinforcement from the company that demonstrates that showing up on time is a behaviour that they expect and value. The sales reps were most likely hired because of their ability to gain new customers and sell products; therefore, they see this aspect of their job as being priority and do not see the value in showing up at the office first. The biggest factor effecting this situation is role perception (McShane Steen, 2009, p. 27). The sales reps do not have a clear understanding that arriving at the office on time is an essential part of their job duties. It is clear from the sales reps behaviour that they are not aware of the importance of being at the office in the morning before they head out to see clients. While this may be a company policy in writing, it is not well practiced in the office, so it is perceived by employees as a recommendation rather than a rule. Situational factors may also contribute to the â€Å"lateness† problem (McShane Steen, 2009, p. 28). This could be because face time at the office does not support their task goals which are to go out and see clients and sel l products. The sales reps might find the commute to the office an inconvenience whereas they could instead cut that commute out of their day and drive straight to a client’s office. 3. Big Box Construction Company has received warnings from government safety inspectors that employees at some of its construction sites are not wearing the required safety helmets and noise-protection equipment. The company could lose these contracts if safety practices are not maintained. The company has warned employees that they could be fired if they dont wear the safety gear, but this has had little effect. Describe an A-B-C analysis for this situation and provide two types of behaviour modification interventions that might change employee behaviour in this situation. In an A-B-C analysis of this situation the antecedent would be the warning the employees received from the company informing them that they must wear safety gear on the job site. The behaviour is that some of the employees are not wearing safety equipment on the construction sites. And the Consequences are that the employees face termination if they continue to disregard this policy (McShane Steen, 2009, p. 66). Two types of behaviour modification interventions that might change employee behaviour in this situation are: 1) Positive reinforcement, the supervisor can offer praise to the employees who are adhering to the safety guidelines (McShane Steen, 2009, p. 66). In addition, there could be a reward in place such as a bonus for employees who are wearing their safety equipment on the site every day. 2) Punishment, although punishment might generate negative feelings toward the company and supervisor, it is necessary because of the severity of the breach (McShane Steen, 2009, p. 67). The type of punishment will depend on the frequency of the offence. For example, the first offence could result in a write-up, the second offence in a suspension without pay, and the third dismissal. Part B Read Case Study 4.1: Conestoga-Rovers and Associates on pages 97 and 98 of the textbook and answer the three discussion questions that follow it. Your answer for this case study should not exceed 600 to 800 words in length and should incorporate, where appropriate, content from Lessons 1, 2, 3, and 4. Questions 1) Why does Conestoga-Rovers and Associates and other companies try to create a positive work environment? The text explains that according to the dual cognitive-emotional attitude process, the positive emotional experiences employees encounter on a daily basis at Conestoga-Rovers contributes to their job satisfaction (McShane Steen, 2009, p. 80). When employees are satisfied with their job they are more likely to be accommodating to the organization’s clients, helpful to their co-workers, and can experience increased overall productivity (McShane Steen, 2009, p. 87). Therefore, it is beneficial for the company to foster a positive work environment where its employees are frequently feeling positive emotional experiences, so that their outlook on their jobs and the company will be much more favourable (McShane Steen, 2009, p.80). According to the model of emotions, attitudes, and behaviour (McShane Steen, 2009, p. 79), our emotions will have a direct impact on our behavioural intentions which in turn will most likely affect our behaviour. If the employees at Conestoga-Rovers are bombarded with positive emotions in their work environment, than they are more likely to behave in a way that is agreeable to the company. Conestoga-Rovers acknowledges and appreciates its human capital and realizes that its employees knowledge provide a competitive advantage to the company (McShane Steen, 2009, p. 7). They realize that in order for the company to retain its valued employees and attract new ones they need to foster a positive work environment. By â€Å"adapting employment practices† to suit the needs of their employees the company is striving to retain its valued intellectual capital (McShane Steen, 2009, p. 6). 2) How does this company manage to provide events and perks that employees value? At Conestoga-Rovers and Associates having fun and maintaining a work-life balance are fundamental to the company and its employees. This is evident in the many perks this company offers its employees that vary from its extremely active social committee to the onsite daycare facility. As stated in the case study, an employee of Conestoga-Rovers suggested that the company build an onsite daycare facility, never really expecting that they would take her request so seriously. However, much to the employee’s delighted shock the company complied. This demonstrates the company’s dedication to its employees wants and needs. In addition the company has assembled a social committee to listen to what it is that employee’s value and have evidently been able to deliver to the Conestoga-Rovers employees what they want. By doing this for their employees the organization is building organizational commitment and loyalty to the company (McShane Steen, 2009, p. 89). By involving employees in company decisions that affect them and listening to their needs they are strengthening their employee’s social identity within the organization. This shows employees that their opinions are not only heard but are valued and trusted by the organization (McShane Steen, 2009, p.89). The company has a â€Å"work hard-play hard mantra†, and their â€Å"social events and activities play an integral role in the company’s culture (McShane Steen, 2009, p. 97). This is evidently closely aligned with its employee’s values; therefore, the employee’s feel comfort in their shared values with th e company prompting them to remain loyal to the company (McShane Steen, 2009, p. 89). 3) Is it possible that employees can have too much fun at work? From personal experience, I think that it is possible to have too much fun at work. When there are too many social events at work it takes away from an employee’s personal time and time at home with their family. An employee can feel forced to participate in social events that they do not want to partake in, and this can end up having a contrary effect to what the company is striving for. This added pressure to attend social events can add stress for the employee and take away from time needed to complete his/her work. Conversely, having fun at work can help build camaraderie amongst the employees and reduce the consequences of stress such as job burnout. Attending social functions can give employees a break from the monotonous routine of their job tasks; therefore, reducing the risk of emotional exhaustion and indifference towards their jobs (McShane Steen, 2009, p. 91). Fun events with co-workers can also help to build on an employee’s social awareness. For instance, when employees are interacting with each other and building personal relationships as well as professional relationships they are better equipped to â€Å"perceive and understand the emotions† of their co-workers (McShane Steen, 2009, p. 84). Because they are getting to know their peers personal situations a little better, the interaction allows them to be able to experience some empathy for their co-workers.

The Father of Modern-Day Chemistry Essay -- Biography, Lavoisier

Antoine Laurent Lavoisier is considered to be the father of modern-day chemistry (Balchin 36). He had an unbelievable impact on the way the world views chemistry today. From identifying elements to discovering the importance of the role of combustion, he played an essential part in the world’s scientific ideas and inventions. He was so influential that he is said to have an equal if not greater impact in chemistry as Newton did in physics (Tiner 90). He used the initial ideas of Joseph Priestley, Henry Cavendish, and Karl Scheele, and worked to prove them and make them more official (Tiner 90). Because of these accomplishments, he is considered one of France’s and the world’s most outstanding scientists (Tiner 91). Antoine Laurent Lavoisier was one of the world’s most influential scientists and people of all time because he was a leading figure in the 18th century chemical revolution, he developed a theory on the chemical reactivity of oxygen, and he di scovered the Law of Conservation of Mass. Antoine Laurent Lavoisier was born on August 26, 1743 in Paris, France. He was the only child of a wealthy middle-class family (â€Å"Antoine† Britannia). His father was a very successful merchant (Antoine How). From a very young age, he was very studious and extremely interested and concerned with the prosperity and the good of the public (â€Å"Antoine† Britannica). His education consisted of the study of mathematics, the classics, and sciences. He chose to pursue a career in chemistry because of an interest in rocks and other minerals (Balchin 36). Pursuing his gift in education, he went off to college and discovered a passion for law while he was there. After he finished college, he went to law school. He spent much of his time atten... ... he left a huge legacy. Ironically, two years after his death, people were making statues in honor of him. He left the world with all of his knowledge on oxidation, the periodic table, and work in the chemical revolution. In fact, his naming process is still used today, and his name is used in the title of the modern-day chemical naming system (Balchin 36). Lavoisier had a world impact incomparable to most. He explained in great detail the questions of many scientists, and had ideas and theories that were later proved by other scientists. He is credited for being a prominent figure in the chemical revolution, his work with combustion and the discovery of oxygen and its properties, and discovering the Law of Conservation of Mass. Lavoisier is definitely one of the most influential people of all time, as well as an unbelievable chemist and all around person.

Cause and Effects of Watching Too Much Television Essay

Cause and effects of watching too much television Discoveries and invention of devices are always welcome till we, humans, find a way to abuse its benefits and be adversely affected by it. This was the case when Wilhelm Roentgen discovered x-ray and within five years, the British Army was using a mobile x-ray unit to locate bullets and shrapnel in wounded soldiers in the Sudan. Television was also invented with positive thoughts in mind – there would be no national borders, education and communication would be worldwide, etc. However, we are now trying to overcome its physiological and psychological adverse effects on human beings. People mainly watch television for entertainment especially when they are bored or â€Å"have nothing to do†. It is also used for relaxing, as most people like to sit and back and relax while watching their favourite television show. Watching the television however, may become addictive and a hard habit to break. There are many effects of watching too much television. One of the physiological effects of watching television in excessive amounts is eye-strain. It is true that there are specifications for watching television; television should be 5 m. away from the eye, the room should be adequately lit, television should be placed at the same height with our eyes, etc. However, these do not prevent our eyes from getting tired if we keep watching television for a long time. Another effect is obesity, which is widely observed in people who like watching television and eating snacks everyday (there is even a term â€Å"television snacks† to refer to fast food that is suitable for eating in front of the television). Television is such a powerful machine that people cannot get away from it – it is addictive. Apart from the physiological effects, television also causes psychological effects. One is a result of being exposed to violence. After seeing so many violent scenes on television, people start considering violent actions normal and they lose their sensitivity to their environment. Partly connected to this effect, the interpersonal communication among people decreases. Being insensitive to the suffering of other people causes people to become alienated. Also, after coming home from work people seek to relax n front of the television, and generally people prefer watching television to talking to each other. This issue is very important since lack of interpersonal relationships mostly end with divorces. Shortly, inventions are meant to be beneficial for human beings, if we know how to benefit from them. Television is one of such inventions that need to be used for the right purpose only – being educated and entertained for a reasonable (according to age) period of time. We may, then, be safe from or at least reduce the adverse physiological and psychological effects of watching too much television.

Cause And Effect Of The Commissioner Of Baseball ( Mlb )

If the commissioner s actions caused by his breach of duty link to the damages suffered, the plaintiff’s party must also prove proximate cause, the fourth element of negligence. The two key concepts of proximate cause are that the tortfeasor’s conduct was the closest in to proximity to the damages and that there was no superseding causes that could cancel out the tortfeasor’s liability. In determining proximate cause, courts use foreseeability in defining the scope of risk. Given the statistics of an average of 1,750 injuries per year, the commissioner could have foreseen the possibility of injuries to MLB fans (Gail Payne v. Office of the Commissioner of Baseball (MLB), 2015). However, proximate cause cannot prevail as an element of proof because there are multiple superseding causes of these injuries that cancel the commissioner s liability. One superseding cause would be the pitcher throwing a ball in a certain way, combined with the batter’s action o f swinging the bat. This forced the ball and/or bat to exit the field of play, injuring the plaintiffs. Another superseding cause is the section the plaintiffs decided to purchase tickets. In this case, tickets purchased in an exposed section along the first base line are more dangerous than those covered by protective netting. The assumption of risk defense applied because the plaintiffs assume the risk of injury by purchasing the tickets in the unprotected section. They could have foreseen the possibility ofShow MoreRelated Steroid Abuse Hurts Baseball Essay1701 Words   |  7 PagesSteroid Abuse Hurts Baseball   Ã‚  Ã‚  Ã‚  Ã‚  The abuse of steroids among players in Major League Baseball is corrupting the image of America?s Pastime as well as endangering the health of those who use the illegal substances. The lack of testing and punishment for the use of illegal substances like steroids in the Major Leagues portrays a negative image to aspiring young athletes. 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