Case Study: Organizational Behavior

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A large number of UBS senior staffs have left the company because they felt unfairly rewarded for their contribution to the company. The unsatisfied feeling has greatly compromised their commitments to the company. I infer that UBS has yet to reduce the high turnover especially of its senior staffs, and they have to improve the job satisfaction level of their employees. High turnover might cause company to incur unnecessary cost (Shehan, Tom) and it may also cause other problems such as corrosion of the company’s culture and lost in confidence of the remaining staffs. | The Three-Component Model of Organizational Commitment| Herzberg’s Motivator-Hygiene Theory| Schwartz’s Value Theory| Does the theory explain possibility of personal reasons which may lead to turnover?| Yes, strongly.(Affective Component)| No| Yes, strongly.(Inability to attain personal values)| Does the theory explain possibility of organization’s decision that may lead to turnover?| Yes, strongly.(Normative Commitment, violation of psychological contract)| Yes, strongly.(Presence of poor hygiene factors)| Yes, strongly.(Individual-Organization Value Conflict)| Does the theory explain possibility of any other external factors that may lead to turnover?| Yes, strongly.(Continuance Commitment, Availability of job alternatives)| No| No|

I have chosen three theories to address the problem. The first theory is Schwartz’s Value Theory. According to the theory, everyone has each own set of personal values and the attainment of these personal values is crucial. Conflict of values or failure in attaining them might lead to employees’ turnover. From the article, the senior staffs claimed that the bonuses they received were below average. I infer that some of the staffs’ personal values were not attained, which in this case possibly power and achievement. Their personal values might also have conflicted with the company’s values, which lead to their departure. Herzberg’s...
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