Organizational Behavior Executive Summary

MGMT604[pic 1][pic 2][pic 3][pic 4][pic 5][pic 6][pic 7]

Advanced Organizational Behavior

Team Presentation

Tracye Taylor Jessica Wittman Jennifer Jones – Zepeda

Executive Summary

The Concept[pic 8][pic 9][pic 10][pic 11][pic 12][pic 13]

The Problem

The Solutions

• Find a real organization and analyze the problematic issue that seems to hinder the employee performance for optimal effectiveness.

• Attendance (Workplace deviance)

• Management Accountability
• Motivation
• Communication / Conflict Resolution

Employee Performance[pic 14][pic 15][pic 16]

“Demotivators”

• The problem

›        Attendance

• Proposed solutions

›        Management Accountability

›        Motivation in the Workplace

• Intrinsic
• Extrinsic

• Communication / Conflict Resolution
• Recommendations
• Implementation Strategy
• Questions and answers

The problem[pic 17][pic 18][pic 19][pic 20]

• Attendance

The California Education Code allows for employees to be out for a medical leave for 5 months. During that 5 months the employee is able to utilize any "paid" time that they have available to them (i.e. vacation, PN, sick leave, comp time) in order to remain in a paid status. Once their "paid" time runs out, if they are still out for a medical reason, they go in to what is known as "extended sick leave" (this is an Ed Code term) with allows them to receive a small portion of their pay (the cost of employing a sub in their place is subtracted from their pay and  they receive the remainder). During that 5 months of time, the employee remains covered under all health insurance benefits and they cannot be negatively impacted based on their absence, which means a manager cannot indicate an issue with absenteeism on an evaluation.

The original intent of this Education Code was a good one. It was established to protect employees who are going through difficult medical situations to allow them time to heal without negatively impacting their livelihood, or their benefits. But unfortunately we live in a society where it is somewhat easy for an employee whose intent is not admirable, to get a doctor to remove them from work for lengthy periods of time. When you pair that with supplemental insurance plans such as Aflac, Long Term Disability, and Catastrophic Leave (which allows other employees to donate sick leave and vacation to employees out on medical leave), it can easily become a situation where we have made it easy and inviting for employees to remain absent.

When multiple employees are out for 5 month periods of time in an organization that has been cut to the bone by lay-offs and budget cuts, we set ourselves up for failure. The work of the office still needs to get done, and the burden for doing that ends up landing on the employees who are in attendance. If those employees feel as if their fellow employee is taking advantage of the system, a department can be eaten up by poor moral which leads to disagreements between co-workers, and hard feelings between managers and employees. When you pair all of  this together, employee performance suffers and we lose our ability to remain effective.

The solution is not easy. As an organization we do not have the ability to change the Education Code, nor do we have the ability to pick and choose who has the ability to take a 5-month leave. Our hands are tied.

Management Accountability[pic 21][pic 22][pic 23]

• The issue at hand (attendance/unethical behavior) could be considered a form of workplace deviance. Workplace deviance is defined as voluntary behavior that violates institutionalized norms and in doing so threatens the well-being of the organization". Examples of deviant behavior include withholding effort, stealing and acting rudely to co-workers. Workplace deviance may arise from the worker's perception that their organization has mistreated him or her in some manner. Employees then resort to deviant behaviors as a method of avenging their perceived wrongdoing.

• It is ultimately the organization’s responsibility to create an ethical climate.        The authority figures within the organization are responsible for upholding the ethics and norms to which the organization wishes to adhere; if organizations have authority figures (managers) who demonstrate good ethical values, a healthier workplace environment is created.

Management Accountability[pic 24][pic 25][pic 26]

• A manager that has effective leadership skills is able to motivate his employees by behavior (lead by example).        Research has suggested that managers’ behavior influences employee ethical decision- making. If the manager has ineffective leadership skills and does not conduct himself in a way that is firm, consistent and fair, then it will be difficult for him to earn and keep the respect of his employees; therefore they are subject to participate in these types of unethical behaviors. A manager who is under pressure and not able to effectively handle his/her own demands and subsequently creates a stressful environment (by his behavior) for the workers is one who will have workers who are looking to not lose their jobs but avoid the stress filled environment as much as possible. In contrast, employees who perceive themselves as being treated respectfully and valued (by management / the organization) are less likely to engage in workplace deviance.

Management Accountability[pic 27][pic 28][pic 29]

• An effective manager is also aware of the manifestations of deviant behavior, and will take measures to discourage such behavior as well as manage its effect on other employees. Deviant behavior can surface when employees are subjected to the following conditions:

›        Uneven workload distribution

›        Unequal treatment

›        Personality differences (conflicts)

›        Lack of recognition

Management Accountability[pic 30][pic 31][pic 32]

• In the event that there is one employee who is participating in workplace deviance (attendance in this instance) and other employees are showing frustration, low morale or hostility as a consequence of the offending employee’s actions, the manager should immediately address those situations so as to minimize unhealthy interactions.        One effective way that management can deal with an employee who is experiencing a problem is to create a work environment for the group or team where expectations for conduct and performance are clearly established.

Management Accountability[pic 33][pic 34][pic 35]

• If there is an employee who is continually absent by way of using medical leave as an excuse, the issue can be address in the following way:

›        Present the issue of absenteeism in the context of how it affects the group.

The subordinate is more likely to respond in a productive manner if the issue is presented as a team issue.