Tag Archives: Organizational Behavior

Case Incident: WHAT DOES DIVERSITY TRAINING TEACH?

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Case Incident: WHAT DOES DIVERSITY TRAINING TEACH?

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1. Do you think representation in top management is a fair indicator of the effects of diversity training programs? Why or why not?

Ans. Yes I think representation in top management is a fair indicator of the effects of diversity training programs. “Diversity programs are truly effective in improving representation in management. They include strategies to measure the representation of women and minorities in managerial positions, and they hold managers accountable for achieving more demographically diverse management teams.”

2. Why might one-shot diversity training programs be ineffective?

Ans. There is no strong representation of management in one-shot diversity training programs which make training program ineffective. Moreover one-short diversity program does not have any strategies. Organizations that provided diversity training were not consistently more likely to have women and minorities in upper management positions than organizations that did not which makes training ineffective. One-shot training sessions without strategies to encourage effective diversity management back on the job are not likely to be very effective.

3. What significant obstacles must be overcome to make diversity programs effective?

Ans. Well it is certainly clear that there should be strong representation of management to make diversity programs effective. Proportionally not representation of employees in top management is a significant obstacle which be overcome to make diversity programs effective. Selection system should be more transparent. Providing training for employees who have not had adequate exposure to certain material in past is a significant obstacle. Ineffective communication of organization policies and practices leads to ineffective diversity programs which is a significant obstacle.

4. How could you design more effective diversity programs?

Ans. My effective diversity program involves strong representation of management along with employees. My diversity program teach “the legal framework for equal employment opportunity and encourage fair treatment of all people regardless of their demographic characteristics.” Program teaches “how a diverse workforce will be better able to serve a diverse market of customers and clients.” My effective diversity program designed for “foster personal development practices that bring out the skills and abilities of all workers, acknowledging how differences in perspective can be a valuable way to improve performance for everyone.”

Case Incident: JOB CANDIDATES WITHOUT STRONG SAT SCORES NEED NOT APPLY

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Case Incident: JOB CANDIDATES WITHOUT STRONG SAT SCORES NEED NOT APPLY

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1. Is it fair for organizations to require minimum score on standardized tests such as the SAT? Why or why not? 

Ans. It is not fair for the organizations to require minimum scores on standardized tests such as the SAT. SAT is not designed to measure job performance, and the kind of person who performs well on the SATs is not necessarily the kind of person who will perform well sitting at her desk.

2. As a recruiter choosing between two individuals with different SAT scores, would you have difficulty giving the job to the applicant with the lower score? On what additional factors might you choice depend? 

Ans. As a recruiter I did not have any difficulty in giving the job to the applicant with the lower SAT score among two individuals with different SAT scores. My choice depends on model of selection process in organization. In substantive selection, I will choose the one who did best on the performance test. In performance test I will mainly see three major types of behavior that constitute performance at work: Task performance, citizenship, counterproductivity. My choice will be also based on written test, interviews, drug test, and background check.

3. What other indicators of job performance, besides SAT scores, could you use to screen job applications? What are the advantages and disadvantages of each? 

Ans. Beside SAT scores, GPA, Basic literacy skills, Technical skills, interpersonal skills, and problem-solving skills will other indicators of the job performance. Basic literacy skills will be an advantage to do typical workplace tasks. Lack of basic literacy skills means there is almost no hope of competing in a global economy. By having technical skills it will be a good advantage, so that employee will have new technology and new structural designs in the organization. Without good technical skills it will be difficult to competing with others. By having interpersonal skills, employee can effectively interact with their co-workers and boss. Without interpersonal skills listening, communicating, and team building will not possible. Problem-solving will sharpen employee’s logic, reasoning, and problem defining skills as well as their abilities to assess causation, develop and analyze alternatives, and select solutions.

4. Suppose you worked at a company that used SAT sources for hiring purposes. How would you handle diverse applicants, such as those from a foreign country who may not have taken SAT? 

Ans. I will try to use other measures of cognitive ability, such as college grades, which are also more recent indicators than SAT scores. I will use various types of selection method tests such as written test, performance-simulation tests, and interviews. To reduce the of performance-simulation test I will use situational judgment tests, which ask applicants how they would perform in a variety of job situations and compare their answers to those of high-performance employees. Situational judgment tests have shown impressive and may be more objective than assessment centers.

Case Incident: GOOGLE AND P&G SWAP EMPLOYEES

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Case Incident: GOOGLE AND P&G SWAP EMPLOYEES

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1. Do you think the employee swap between Google and P&G is a good idea for all companies? Why or why not? Why do so few companies do this?    

Ans. I don’t think the employee swap between Google and P&G is good idea for all companies. It may be a good idea between companies which have difference in there Organizational Culture and need of other organization to achieve some sort of goal. Swap of the employee between companies should benefit both companies. If the employees are swapped between companies without mutual benefit for just learning organizational culture, may not allow employee to learn other organizational culture without serving the other organization. Swapping the employees between similar type of organization may reduce competitive advantage between those companies, so very few companies only do this.

2. One of the reason P&G and Google agreed to the swap was to transmit the best aspects of the other company’s culture to their own. Drawing from this chapter, describe how culture might be transmitted in such swaps. 

Ans. The culture is transmitted to employee in a number of forms, the most important being stories, rituals, material symbols, and language.

Stories :  “Stories circulate through many organizations. They typically contain a narrative of events about the organization’s founders, rule breaking, rag-to-riches successes, reductions in the workforce, relocation of employees, reactions to past mistakes, and organizational coping.  These stories anchor the present in the past and explain and legitimate current practices.”

Rituals:  Repetitive sequences of activities that express and reinforce the key values of the organization, which goals are most important, which people are important, and which are expendable.

Material Symbols :  What conveys to employees who is important, the degree of egalitarianism top management desires, and kinds of behavior that are appropriate.

Language :  “Many organizations and subunits within them use languages to help members identify with the culture, attest to their acceptance of it, and help preserver it. Unique terms describe equipment, officers, key individuals, suppliers, customers, or products that related to the business.

3. Which culture– Google’s or P&G –do you think would fit you best? Why?    

Ans. Organizational Culture of P&G is notoriously controlled, disciplined, scalable, and rigid. Organizational Culture of  Google’s is just as famous for its laid-back, unstandardized, free-flowing culture.  Both are different organizations with different culture with fits for they business style. Its like reaching final destination success via two different routs P&G or Google.  I personally feel organizational culture of Google will fit best for me as it has laid-back, unstandardized, free-flowing culture. Free-flowing culture allows me to socialize me well with organization.

4. Would you enjoy an employee swap with a company with a very different culture? Why or why not? 

Ans. Yes I would enjoy an employee swap with a company with a very different culture. By exposing both companies employees to a culture that emphasizes innovation, but in a wholly different way, each company can push their own innovations even further. Both companies can learn how to utilize other company and improve their organization.

Case Incident: DAVID OUT-NEGOTIATING GOLIATH: APOTEX AND BRISTOL-MYERS SQUIBB

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Case Incident: DAVID OUT-NEGOTIATING GOLIATH: APOTEX AND BRISTOL-MYERS SQUIBB

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1.  What principles of distributive negotiation did Sherman use to gain  his advantage? 

Ans. Sherman use making of aggressive first offer principle of distributive negotiation to gain his advantage.  Sherman try to extract an agreement from Bristol-Myers that would position Apotex favorably should the FTC reject the deal. Sherman inserted a clause in the deal that would require Bristol-Myers to paly Apotex $60 million if the FTC rejected the deal. Sherman try to get maximum of pie from Bristol-Myers.

2. Do you think Sherman behaved ethically? Why or why not?    

Ans. I think Sherman did not behaved ethically. Privately , Sherman was betting that FTC would not approve the non compete agreement the two parties negotiating, and his goal in negotiation was to extract an agreement from Bristol-Myers. Sherman misrepresentation of facts seams like un ethical.

3. What does this incident tell you about the role of deception in negotiation? 

Ans. Evidence indicates that deception in negotiations can produce short-term advantage’s. But in this case deception produce long-term advantage’s. Deception in all acceptable in all kinds of negotiations. It has risk factor which may leads to lost trust and further negotiations.

Case Incident: THE MAKING OF A GREAT PRESIDENT

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Case Incident: THE MAKING OF A GREAT PRESIDENT

Note: All content provided in this post is for informational purposes only. If you believe this was accurate and useful plz rate or vote it. If you think something was wrong or missing plz post it as comment.

1. Do you think leaders in other contexts (business, sports, religion) exhibit the same qualities as great U.S presidents? 

Ans. I think leaders in the other contexts may not exhibit all the same quality’s as a great U.S. presidents. A sports person can take risk decision to dive from 10 stair building which exhibit his/her personal risk, where as U.S. president may not take any personal risk decision in certain suctions which involves economy, environment and people. A leader in religion may exhibit unconventional behavior but which way not a good quality for U.S president to exhibit.

2. How important do you think charisma is to a president’s  greatness? 

Ans. Charisma is important to a president but it is not that much important for president’s greatness. A president’s greatness is not only set by charisma it is also involved with other.  A high charisma president needs a good situation to influence followers. A charisma president can influence his followers with his vision and articulation. Followers attribute heroic or extraordinary leadership abilities when they observer charisma leader behavior.

3. Do you think being in the right place at the right time could influence presidential greatness?   

Ans. Yes I think being in the right place at right time could influence presidential greatness. Franklin D. Roosevelt  offered a vision to get the United States out of the great depression in the 1930’s. His perception to followers, abilities and responses to their needs and feelings influenced presidential greatness.

4. Do you think historians can be biased in evaluating a president’s greatness? If so, how? 

Ans. I don’t think only historians can be biased in evaluating a presidents greatness. A past president ideology can not be good for present day and present president ideology may not be good for past time. Being in the right place at the right time can also change the evaluating a president greatness.