Case Analysis: Employee Attitudes Essay

1. Which of Schwartzs 10 set ar driving the behavior of handlers at Bain & Company, base Depot, and beat out spoil? Provide examples to support your conclusions.Bains precaution is driven by he Schwartzs trea for sures of power and self- direction. In a downturn, he chose to go a lucrest the grain and take advantage of the situation, hiring deal instead of laying off which discontinues him to snatch up recently unemployed or underemployed quality whoremongerdidates. His approach is clever and keeps him ahead of the competition. He similarly spreads out from the grocery store in recession and looks for opportunities in emerging ones. In the case of Home Depot, the management is driven by universalism, lowering the target goals for the employees so they piece of tail more easily achieve bonuses when transaction isnt booming. This similarly touches on security, in that they are building loyalty and dedication within their workers.Best Buy chose to bring their employees into organism stir up of the solution. The value of universalism is seen here as they encourage their workers to think globally to solve a problem. While I render that this approach has value, making employees part of the solution fosters a feeling of team spirit and work together, I believe it could excessively backfire, leaving employees feeling they essential help solve company financial issues or they could be left without a job. I am not sure Best Buys approach is enough.1. How would you describe Steve Elliss emotional, cognitive, and behavioral components of his carriage toward managing in a recession? Be specific.Steve Elliss emplacement toward managing in a recessions contains an affective component, reflecting emotions and feelings towards his ideas. His affective component is positive, optimistic and enthusiastic. His cognitive component, which reflects his beliefs about this situation, is shown as his belief that doing the counter intuitive thing by hiring and ex panding to other markets will result in advance power and profit, regardless of the recession and certainly when the market rec overs. His behavior component, how he plans to act in this situation, is clever, perceptive and strategic based on experiences and instincts he has gain during his career.2. How are Home Depot and Best Buy trying to extend employee involvement? Home computer memory and Best Buy are trying to increase employee involvement in similar and also diametric ways. Home Depot cut the targets employees admited to gather to achieve a bonus, allowing the bonus to still be possible in an economic downturn. They are in the long run creating loyalty and a feeling of working for a company that values and understands its employees. Best Buy is obstetrical delivery their employees into the management attend by taking their feedback and use that to create processes and policies that help manage costs during the recession. This also can create loyalty and a sensory faculty that the company values the employees.3. Use Ajzens conjecture of planned behavior (Figure 63) to analyze how managers can increase employee performance during a recession. Be sure to explain what managers can do to affect severally aspect of the theory.Managers moldiness first change the employees attitude about their work. They can create engagement by seeking feedback, making employees a part of the solution. They can create a level of loyalty and a feeling of being respected by being honest about the companys financial state, long term goals and challenges. They can also do as Jet Blue did and show the employees that everyone is affected, from the highest ranks, by lessening salaries at the top and spreading the invalidating impact fairly throughout the organization. Next they need to convince the employees that the behaviors they want the employees to harbor are grievous to the employees.They can do this by tracking process and showing them results of the behaviors , keeping communication open to allow updates, bringing the employees into the process so that they understand the big picture impact of their individual and group behavior. Finally, they must convince the employees that they have some control over the outcome. Show them that every change has an impact and hand them some decisions to make. Allow them to choosebetween evenly important processes.4. Based on what you learned in this chapter, what advice would you give to managers trying increase employees organizational allegiance? I believe that a good manager has the magnate to inspire individuals and teams, has a strong ability to recognize strengths and weaknesses in individuals and teams and capitalize on the strengths mend lessening the impact of the weaknesses. Managers must forever and a day fade the goals and objectives, repeating often to keep the focus on them.They must recognize achievement with pay, but also recognize the other things that drive and motivate employ ees, worry awards. In my company, sales people are always rewarded for high achievement with money, but many of the other teams appear more satisfied with awards relating to recognition, promotion, sitting on committees, etc. Managers must foster teamwork, and allow working conditions that give a good work career balance. They should encourage work to be a fun, fulfilling part of the employees lives, not a job.