In the case study “What a Star-What a Jerk” by Sarah Cliffe: Jane, who is a new manager at TechniCo oversees a team of 4 major players, along with supporting staff. There is one main sales guy, Andy, who is very successful at what he does. But he has an ego the size of Texas. He belittles and yells at other members of his team, whether they are assistants or colleagues. Jane has tried to let things play their course while indulging as little as possible. The situation is not getting any better and chances are the team will fall apart if the Andy situation is not addressed. If I were Jane I would take the advice of the last contributor, James Waldroop. Andy has to know that what he is doing is not acceptable. He has to know that his actions …show more content…
Problems of behavior are addressing employees for hurting the company morale or turning off potential clients and coworkers. I once worked for a company whose top employee would never take a task that he considered "beneath him." The bosses did not want to let him go because of his production. But I heard all his other colleagues complain about him under their breath because of his attitude. In that same company, I worked with individual who finds it challenging to meet goals however, has very good morale and standards. They often pull down the production average of the entire team which may at time cause conflict at work.
Situations like this and like those with Andy are problematic. And there aren't any one size fits all solutions. However, managers should take control of such situations and strive to create alliance amongst their team. A first-line manager supervises people who perform hands-on work and provides an interface between rank-and-file employees and company management. Employee frustrations are a component of this position (Fallon, Jr., & McConnell, 2014).Thus, managers may have to step in to mediate between your coworkers to reconcile a
First, Andy preserves his self-respect by fighting or defending himself from the rape squad of Shawshank Prison known as “The Sisters”.
The topic I chose to analyze for this week deals with the too-nice boss. As a matter of fact, I perused one source written by Jared Sandberg on February 26, 2008 in The Wall Street Journal titled: “Avoiding conflicts, the too-nice boss makes matters worse” and I read an article about the same topic by Lisa Cullen in the Time published on February 27, 2008 titled: “Help – my boss is too nice.” Cullen mentioned Sandberg’s article and added her opinion to it. In this essay, I will analyze both articles in order to demonstrate synthesis.
This was very smart of Andy, it gained him more friends, which is important in prison. Also, I think he did it out of the goodness of his heart; leading me to my second point, after gaining mail privileges he was able to write a letter to the government every week requesting a book budget. After six years he was finally granted $200.00 he wrote two letters a week; ultimately, filling an entire library with copious amounts of reading material. I believe the best thing he gained from giving that advice was the freedom he had to his personal cell. It is with that freedom that Andy was able to conceal a tunnel, leading to the sewage system. After 20 years he rejoiced with rain pelts streaming down his cheek, submerging in his skin. He was a free man, and I think it’s worth all the feces he went through during that 20
If I had to make a suggestion to better manage the situation, I’d probably suggest the organization to practice and use collaborating as a management strategy. I’d propose that Kate and Tom get together with their other willing co-workers and come up with an appropriate solution to the organization’s problems. When they feel comfortable and satisfied with their possible solutions and proposal, they should then pitch it to the hierarchy of the organization: Jeff Donaldson, Rick Clark, etc. This would hopefully produce a mutually and completely satisfactory solution.
In order for our organization to address arising issues with our employees, these issues must be addressed ...
People are scared to help him because they think once they tell the cops the guardians will find them and hurt them. "He‟s a Royal. We help him, and the Guardians will be after us." Whenever one of the strangers think about helping Andy they see the royals then rethink about actually helping him. Another reason the strangers wouldn't want to help him is because they think the guardians will found out and be after them. The couple doesn't want to get involved with the gangs because they think they might get killed getting involve with the gangs. Andy tried his hardest not to be remembered as a royal but as soon as the cop seen Andy's royal jacket the cop immediately wrote this. "He took out his black pad. He opened it to a blank page. “! Royal,” he said." Even though Laura was telling the cop Andy's name it seemed like he was just ignoring her and writing down royal. Andy tried with all his effort to not to remembered as just a royal. Andy cared about this so much he tried to take his royal jacket off while he was bleeding so this caused him a lot of pain from doing
Fast, N., & Chen, S. (2009). When the boss feels inadequate: power, incompetence, and aggression. Psychological Science, 20(11), 1406-1413. doi:10.1111/j.1467-9280.2009.02452.x
Personnel problems often have a way of leaking into your employees’ work lives. People are often distracted by the things that affect them outside of the workplace. This causes the individual to lose focus on the important things such as getting the responsible assignments done. Difficult people in the workplace come in every conceivable variety. These coworkers would talk constantly, and never listen. Some just have to have the last word; they criticize and compete with you for power, privileges, and the spotlight. Disciplining employees is a necessary matter in each organization. Effective discipline can help to correct employee behavioral issues and can increase productivity.
When I was working in the hospital, I had a supervisor who did not quite understand what it took to be a leader. It felt as if she was part of the team rather than the leader of the team. She would gossip with her subordinates about other employees. There had been a time when I heard her call one of her employees an idiot when he was in the next room. She would also play favorites with the workers who would gossip with her. This created a division among her workers.
Workplace deviance is a voluntary unethical behavior that disobeys organizational norms about wrong and right, and in doing so, threatens the wellbeing of the organization, and/or its members(Robinson and Bennett 555-572). According to Robinson and Bennett, “workplace deviances behavior varies along two dimensions: minor versus serious, and interpersonal (deviant behavior directed at other individuals in the organization) versus organizational (deviant behavior directed at the organization)” (555-572). Based on these dimensions it was further divided, into four categories: production deviance (leaving early, wasting resources etc.), property deviance (stealing ,destroying equipment etc.), political deviance (gossiping, favoritism etc.), and personal aggression (verbal abuse ,sexual harassment etc.) (Robinson and Bennett 555-572).According to Robinson and Bennett,workplace deviant behaviors cost U.S. companies approximately between $6 billion and $200 billion annually(555-572). In addition turnover, absences, and illness, and results in poor or lowered productivity, low morale, and litigation ., workplace deviances leads to misuse and loss of time, waste of resources, increases employee(Robinson and Bennett 555-572) .
A company's understanding and use of organizational behavior concepts can make or break it. Just as important, if a company ignores these same concepts, it can easily spell disaster.
Ivancevich, J., Konopaske, R. & Matteson, M. (2011). Organizational Behavior and Management. NewYork, NY: McGraw Hill.
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
George, J.M. & Jones, G. R.(2005). Understanding and managing organizational behavior (4th ed.). Boston, MA: Pearson Custom Publishing.
Kolb, D. A., Osland, J. S., Rubin, I. M., & Turner, M. E. (2007). The Organizational Behavior