Ob Case Study

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Janice Benitez
Lu Lu
Marie–Jane Natkirutimana

Submitted to
Professor Akanksha Bedi

BHR221 – Organizational Behaviour
November 3, 2011

1. No systematic criteria-manager can do the job assigned to the employees a. No formalized training
b. No college education required
c. Managers are relatively young and lack of working experience d. No job identity
2. The motion strategy is not fair
e.g. bonuses given to managers alone
3. Strict rules implementation – employees are responsible for their mistakes e.g. burned pizza
4. Poor supervision
e.g. employees can add ingredients on their friends ‘s pizza 5. Poor payment strategy
e.g. managers paid minimum wage like regular employees

1 (p14) According to managerial roles:
Interpersonal roles:
Figurehead roles - they should serve as symbols of their organization rather than active decision makers. In delish dish, the mangers instead does employees’ job. Leadership role - manager select, mentor, reward, and discipline employees. In delish dish, this task is not performed by managers.

Informational roles:
These roles are concerned with the various ways managers receive and transmit information. Disseminator role: In delish dish, the manager played a notice on the bulletin board, stating that if the percentage remained at a high level, a lie-detector test would be given to all employees. In this case, the manager does not follow the procedural fairness in communication to the employees regarding the problem.

Decisional roles
The entrepreneur role: managers turn problems and opportunities into plans for improved changes. Delish dish instead, when the percentage of unsold and damaged food increases, the managers do not receive their bonuses. And when pizza is burned, the expense comes from the employees, which is not fair for both managers...
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