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Watch a popular television show and as you watch it, try to determine the emotional intelligence levels of the characters the actors in the show portrays. Rank the characters from highest to lowest in terms of emotional intelligence. As you watched the show, what factors influenced your assessments of emotional intelligence levels?
Note to Instructors: Student answers will vary based upon the television show they view. You may want to request that the entire class watch the same episode of a popular television show. The ranking of characters by students will probably vary, thereby providing the basis for an interesting discussion.
Go to an upscale clothing store in your neighborhood and go to a clothing store that is definitely not upscale. In what ways are the organizational cultures in each store similar? In what ways are they different? Often the environment of upscale clothing stores is rather quiet and formal, and salespersons are dressed rather conservatively.
On the other hand, less upscale stores often have a much more casual environment in which music that appeals to the younger generation is played. Normative behavior for employees in the upscale store is reflected in the reserved and cautious manner required when interacting with customers. In a less upscale environment, however, interaction with customers is less formal and more casual. For example, slang language may be used. However, core values common to both stores would include high levels of customer responsiveness, honesty, and integrity, operational efficiency, and a strong work ethic.
What values are emphasized in this culture? Student answers will vary but they should give specific examples of behaviors or policies that reflect specific values such as a sense of accomplishment, self-control, dependability, independence, and honesty.
What norms do members of this organization follow? Again, student answers will vary but they should give specific examples of behaviors or policies that reflect specific norms such as courtesy, informality, and a willingness to take risks.
Who seems to have played an important role in creating the culture? Founders, managers, or even employees often establish or influence the culture. In what ways is the organizational culture communicated to organizational members? Often founders use their own values to determine and guide organizational culture. Culture can also be communicated to organizational members through formal or informal socialization programs, ceremonies, rites, stories, and language.
Either individually or in a group, think about the ethical implications of using personality and interest inventories to screen potential employees. How might this practice be unfair to potential applicants?
How might organizational members who are in charge of hiring misuse it? It is important that companies make every effort to hire employees whose values, personality, and interests fit with their organizational culture. However, reliance upon personality and inventory tests is an ineffective means of evaluating such factors.
Because of their measurement error and validity problems, these tests could mistakenly screen out those candidates who are well suited for the job. Managers in charge of hiring may think these tests are a quick and easy substitute for a thorough interviewing process, but will regret their decision later.
Note to Instructor: Student answers will vary. When candidates apply for a job, they generally assume that they will be evaluated and compared to other applicants in a fair, nonbiased manner. The use of such tests violates that trust, thus representing an ethical breach. Develop a list of options and potential courses of action to address the heightened competition and decline in profitability that your company has been experiencing.
Note to instructors: student answers will vary based on their experiences. Choose your preferred course of action and justify why you will take this route. Note to instructors: Student answers will vary. Describe how you will communicate your decision to employees. Chapter 02 - Values, Attitudes, Emotions, and Culture: The Manager as a Person Since "rumors are rampant", it is important to communicate with everyone in a clear and timely manner.
Top management needs to increase the employees' sense of security and confidence about the company's commitment to resolving the situation. Moreover, since the stakes are high and people's jobs are on the line, the decision should be communicated in a face-to-face meeting. If layoffs are being announced, the meetings should be individualized and terminated employees should be assured that the terminations were based on objective criteria.
Specific information regarding severance pay etc. If your preferred option involves a layoff, justify why. Layoffs could be justified if the slowdown of work is so severe that the company cannot keep its workers occupied or is facing a financial crisis, such as bankruptcy. In this case, the only way to save the company and protect the majority of stakeholders could be through downsizing. Because maintaining the company's no-layoff policy is an important aspect the company's culture, this action should still be considered only as a last resort, as it could be demoralizing to the remaining workers.
Other companies, such as Southwest Airlines, have stood by their employees even in the toughest of times, which has resulted in a high level of employee loyalty and commitment.
A collaborative approach encourages the disputing parties to solve the problem together. The position of both parties should be treated as equally important though not necessarily the case , and equal emphasis should be placed on the quality of the outcome and the fairness of the decision making process.
The intent is to find solutions that are satisfactory to both parties rather than find fault or assign blame. The first step of the vice president for human resources should be to bring the disputing parties together for the purpose of focusing upon a shared goal, such as improved work climate, improved quality of work, improved work relationships, etc. The establishment of common goals will provide a context for the continuance of discussions between disputants.
As the collaborative effort to identify mutually acceptable resolutions continues, it is important that emphasis always rests upon issues, not personalities. In other words, people must remain separated from the problem and that the focus must remain upon interests, not position. Doing so will depersonalize their disagreement and allow all parties to feel less vulnerable about opening up to a different point of view.
After the source of conflict has been identified and resolved, the attitudes and behavior of the disputants should change, gradually eliminating any lingering feelings distress, fear, or hostility in the office environment. Through this company, he wants to reinvent the wholesale shopping club. Customers will find just about everything, including clothes, books, and electronics. Lore spent a little less than two-and-a-half years inside Amazon.
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