BSG 302 – Organizational Behavior Repairing Jobs That Fail to Satisfy (Case Study) PURPOSE/OBJECTIVES: To help students become aware of the complexity of human behavior in organizations. To help students deepen their understanding of group dynamics and organizational culture. To help students understand the importance of job satisfaction and incentive systems. To improve the students’ group and teamwork skills. To improve the students’ written and oral presentation skills. PROCESS:
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Case 2 Repairing Jobs That Fail to Satisfy Learning Goals Companies often divide up work as a way to improve efficiency‚ but specialization can lead to negative consequences. DrainFlow is a company that has effectively used specialization to reduce costs relative to its competitors’ costs for years‚ but rising customer complaints suggest the firm’s strong position may be slipping. After reading the case‚ you will suggest some ways it can create more interesting work for employees.
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Q1 Evaluating and rewarding employees for their individual contributions‚ management should modify the traditional‚ individually oriented evaluation and reward system to reflect team performance and focus on hybrid systems that recognize individual members for their exceptional contributions and reward the entire group for positive outcomes. Management should consider group-based appraisals‚ profit sharing‚ gain sharing‚ small-group incentives‚ and other system modifications that will reinforce
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understanding of the Repairing Jobs That fail to Satisfy. The report focuses on how DrainFlow can improve in three areas: job structure‚ incentive structure‚ and hiring practices. The main contents include an introduction to the problems DrainFlow is encountering‚ analyses of the current business‚ and recommendations on how DrainFlow can overcome these issues to foster a long-term competitive advantage. Goal and Recommendations The goal of this proposal is to provide recommendations for a new job structure
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a plumbing maintenance firm in the USA‚ has been losing its customers to competitors due to poor services. Job motivation and satisfaction among employees is declining across various job categories within the firm. This dissatisfaction has been attributed to the overspecialization of some job functions in the company. The report attempts to assist DrainFlow improve in three key areas: job structure and design‚ incentive policies‚ and recruitment practices. It will go further to analyze the causes
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Case study #1 Susana Rocamora Florida National University Dr James Bullen In 1995‚ Katie Rodan and Kathy Fields launched Proactiv® Solution; the first-ever comprehensive three-step system to treat marks and help prevent new ones. Today‚ this product is America ’s bestselling acne and it is trusted by millions of women‚ men and teens. With more than 25 years in private clinical practice
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Mr. Clement ESOL 0360 Nov/20/2014 Qualities of My Ideal Job The ideal job is a career path where you do work which you love and which completely satisfies you. It is the profession that one is good at‚ interested in‚ and most importantly‚ happy doing‚ and getting rewarded with a source of income for it. To understand what work would be ideal job‚ I really do have to understand myself first‚ then my work interest‚ and work motivations. My type of work I wish to pursue‚ right now I might probably
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(HRPD-701) Instructor: Wenlu Feng Lecture 2: Job Analysis and Job Design (Reference reading: Chapter 2 of the text) Job analysis—The procedure for determining the tasks and responsibilities of each a job‚ and the human attributes (in terms of knowledge‚ skills‚ and abilities) required to perform the job. The outcomes of job analysis will be: Job description (what the job entails)‚ Job specifications (what the human requirements are needed for the job). Job analysis is something called the cornerstone
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The first action to consider is whether NevR-Fail motors‚ plaintiff‚ would be successful in suing Mr Williams‚ defendant‚ for the tort of deceit. Deceit is the act of purposefully inducing another to act upon a falsified representation of the truth. To constitute as an act of deceit‚ the person receiving this representation must be dependent upon its accuracy and suffer detriment as a result. Sundberg J‚ in the 2005 decision Tresize v National Australian Bank Ltd‚ outlines five elements necessary
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How to motivate and satisfy the staff? The process of motivation lately is heard more and more. In organisations it is important to know how to motivate the staff in right way. Nowadays we have many motivation theories; they show us that there are many motives‚ which influence people’s behaviour and performance. The manager must judge the relevance of these different theories‚ how best draw upon them‚ and how they might effectively be applied in particular work situations. There
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