Business research report APA Style 4-6 pages
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CLA2Finalpresentation.pptxCLA 2 Final presentation
PRESENTED BY
Claire wu
Agenda
Walk through of prior assignments and learnings
PA1
CLA1
PA2
CLA 2 Hy Dairies case revisit
Case overview
Problems and issues identified
New learnings and takeaway
Recommendations
Reelections on learning of this course
Pa1 Hy Dairies
Applied knowledge of stereotyping and social identity theory to explain the issue in the situation
Identified the perceptual errors such as false consensus and recency effect presented in the decision making process that lead to the organizational conflict
Discussed on potential solutions to minimize perceptual biases and reduce unfavorable conflict at workplace
CLA1 IDEO CASE
Analysis of activities and processes carried out by IDEO in producing an innovative product portrays a decision intensive, timeline-oriented process, excellent leadership skills, and creativity at its best.
PA2 Conifer Corp case study
Mini case study of Conifer Corp on the decrease performance of packaging department
Observed the symptoms of things that went wrong
Identified the contributor of the issue:
Lack of supervision
Unfavorable team norms
Lack of incentive or reward program
Recommended corrective actions
Cla2 Hy Dairies case revisit
APPLY MORE LEARNT CONCEPTS AND AIM FOR A RECOMMENDATIONS TO RESOLVE THE ISSUE
Case over view
IDENTIFY THE ISSUE
Organizational conflict between the VP marketing Syd Gilman and newer marketing staff Rochelle Beauport
Misperceptions and stereotype of the VP towards staff
Factors that contributed to the misperception
White man vs. colored women
Tenured manager vs. relatively new staff
Career elevated through the research coordinator experience vs. being critiqued on as colored women at marketing field
Assumptions that women would prefer stable and more supportive roles than front facing roles
Syd Gilman, the vice marketing president at Hy Dairies perceived Rochelle Beauport as a potential marketing staff responsible to improve the sagging sales of Hy’s gourmet ice cream brand, thus decided to reward her with a new post of a marketing research coordinator that was taken by him as a valuable post in marketing field. Rochelle Beauport, unfortunately had a different perceptions and expectations that leading her into a difficult decision making situation of whether to confront Gilman on perceived discrimination issue or to leave the company.
concepts
IDENTIFY THE ISSUE
Stereotyping
Social identity theory application to this case
Categorization
Social Identification
Social Comparison
Perceptual errors such as false consensus and recency effect presented in the decision making process that lead to the organizational conflict
Stereotype refers to over generalized belief about a particular group or class of people. (Cardwell, 1996).
Social Identity Theory is described as a theory that predicts certain intergroup behaviors on the basis of perceived group status differences, the perceived legitimacy and stability of those status differences, and the perceived ability to move from one group to another. (Tajfel & Turner,1979)
NEW LEARNINGS
Power and influence at workplace
Legitimate power: an agreement among organizational members that people in certain roles can request certain behaviors of others
Referent power: the capacity to influence others on the basis of an identification with and respect for the power holder (interpersonal attraction/charisma)
Managerial Leadership: a leadership perspective stating that effective leaders help employees improve their performance and well-being toward current objectives and practices
Team Norms: The informal rules and shared expectations that groups establish to regulate the behavior of their members
We define appropriate behavior by reference to the norms of groups we belong to.
Organizational culture
Recommendations
Resolve the conflict through negotiation
Improve favorable leadership practices
Promote culture of inclusion to encourage team cohesion and team trust and build better working environment
Increase workplace diversity
Reflections The study of organizational behavior gives insight on how employees behave and perform in the workplace. It helps us develop an understanding of the aspects that can motivate employees, increase their performance, and help organizations establish a strong and trusting relationship with their employees.
Thank you
Reference
Bergin, S. (1996, 07). Increase productivity by sharing profits. Transportation & Distribution, 37, 98. Retrieved from https://search.proquest.com/docview/234163482?accountid=158986
Levitt, J. (2013). Active supervision improves productivity. Law & Order, 61(1), 58-59. Retrieved from https://search.proquest.com/docview/1355506564?accountid=158986
Moskal, B. S. (1990). World class manufacturing: Supervision (or lack of it). Industry Week, 239(23), 54. Retrieved from https://search.proquest.com/docview/219735335?accountid=158986
McShane, S., & Von Glinow, M. A. (2017). Organizational behavior (7th ed.). McGraw-Hill Higher Education
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635. Retrieved from https://search.proquest.com/docview/199846666?accountid=158986
Kato, T., & Kauhanen, A. (2018). Performance pay and enterprise productivity: The details matter. Journal of Participation and Employee Ownership, 1(1), 61-73. doi:http://dx.doi.org/10.1108/JPEO-03-2018-0013
Pornthepkasemsant, P., & Charoenpornpattana, S. (2019). Identification of factors affecting productivity in Thailand’s construction industry and proposed maturity model for improvement of the productivity. Journal of Engineering, Design and Technology, 17(5), 849-861. doi:http://dx.doi.org/10.1108/JEDT-10-2017-0109
Strongman, K. T., & Burt, C. D. B. (2000). Taking breaks from work: An exploratory inquiry. The Journal of Psychology, 134(3), 229-42. doi:http://dx.doi.org/10.1080/00223980009600864
