Preview

Organizational Behavior: Case Study of UBS

Better Essays
Open Document
Open Document
1318 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Organizational Behavior: Case Study of UBS
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



References: Shehan, Tom, S. ,. T. (n.d.). How to retain employees: a high turnover rate is costly in both direct and indirect costs. . Retrieved from http://www.allbusiness.com/management/447495-1.html Gross, D. (2008, July 07). Phil gramm 's ubs problem. http://www.slate.com/id/2194933/ Ubs lay off job cut: may fire 1900 employees. (2008, October 01). Retrieved from http://www.finance-trading-times.com/2008/10/ubs-lay-off-job-cut-may-fire-1900.html Adams, B. (2011, August 30). The big layoff: struggling financial giant fires thousands of employees. Retrieved from http://www.theblaze.com/stories/the-big-layoff-struggling-financial-giant-fires-thousands-of-employees/ Philbin, B. (2011, September 14). Street moves: morgan stanley hires rbc, ubs financial advisers. Retrieved from http://online.wsj.com/article/BT-CO-20110914-711796.html Muñoz, S. S. (2010, April 12). Rbs hires key executive from ubs. Retrieved from http://www.efinancialnews.com/story/2010-04-12/rbs-hires-kamlani-executive-ubs Annex Chen , G. (2011, July 01). Ubs quashes talk of senior staff exodus. The Straits Times, p. B28. -------------------------------------------- [ 1 ]. Psychological contract is an individual’s perception about the terms and conditions of a reciprocal exchange with another party

You May Also Find These Documents Helpful

  • Good Essays

    * Many factors play a role in the employee turnover rate of any company, and these can stem from both the employer and the employees.…

    • 682 Words
    • 3 Pages
    Good Essays
  • Powerful Essays

    engl 216 week 7

    • 2731 Words
    • 11 Pages

    High turnover rates have many different trigger points and will vary in severity from company to company. The basic causes for high turnover rates include morale company atmosphere and job satisfaction. Unfortunately…

    • 2731 Words
    • 11 Pages
    Powerful Essays
  • Powerful Essays

    Circuit City Layoffs. (2007, April 7). New York Times, p. 12. Retrieved from Academic Search Complete database.…

    • 6935 Words
    • 28 Pages
    Powerful Essays
  • Powerful Essays

    Team to Achieve Milennium

    • 1969 Words
    • 8 Pages

    Employee/team member turnover may be mostly a negative issue, yet it can become positive if only controlled by the organization correctly and appropriately. Turnover is often utilized as an indicator of the organization performance and it can easily be observed negatively towards the organization’s efficiency and effectiveness. Also, turnover is a natural outcome of an organization which is why it has to be kept to a minimum.…

    • 1969 Words
    • 8 Pages
    Powerful Essays
  • Powerful Essays

    Training Assessment Paper

    • 2138 Words
    • 9 Pages

    Turnover rates could expose a company’s lack of maintaining a productive workplace environment. Successful companies need to be conscious of the negative effects of employee turnover cost, training cost, opportunity cost, and morale cost. These problems can become a financial lost for any company. The bottom line is that companies with low turnover rates work hard to make sure that their employees are satisfied and they take the initiative to prevent high turnovers (Reh, Para. 12).…

    • 2138 Words
    • 9 Pages
    Powerful Essays
  • Powerful Essays

    References: Dr.John Sullivan, Not All Employee Turnover Is Bad — Celebrate “Losing the Losers” retried from…

    • 2241 Words
    • 9 Pages
    Powerful Essays
  • Good Essays

    Javitch, David. "How Much Turnover is OK?." 01 2003. Entrepreneur.com. Entrepreneur.com. 01 Dec. 2004 .…

    • 976 Words
    • 4 Pages
    Good Essays
  • Powerful Essays

    Hom, P. (2002), “The legacy of Charles Hulin’s work on turnover thinking and research”, in…

    • 8162 Words
    • 33 Pages
    Powerful Essays
  • Better Essays

    Dismissal Meeting

    • 1712 Words
    • 6 Pages

    Matthews, C. (2002, July 19). The real cost of layoffs by carole matthews inc.com. Retrieved from http://www.inc.com/articles/2002/07/24434.…

    • 1712 Words
    • 6 Pages
    Better Essays
  • Powerful Essays

    Career Success

    • 6811 Words
    • 28 Pages

    References: 1. Abele, A.E. and Spurk, D., ‘The Longitudinal Impact of Self-Efficacy and Career Goals…

    • 6811 Words
    • 28 Pages
    Powerful Essays
  • Best Essays

    Retention Strategy

    • 2654 Words
    • 11 Pages

    Dibble, S. 1999. Keeping your valuable employees: retention strategies for your organization. John Wiley&Sons, Inc.…

    • 2654 Words
    • 11 Pages
    Best Essays
  • Powerful Essays

    Turnover and Retention

    • 2411 Words
    • 10 Pages

    Following the process of globalization which is increasingly developing, consequent fierce competition brings about frequent phenomenon of turnover in organizations (Liu et al., 2011). According to the statistic data that showed by Meier and Hicklin (2007), the turnover rate of U.S. federal government was 16.1% from 2003 to 2004, Dutch temporary employment agencies was 14.2% in 2005 and trucking even reached 41% in 2005. Currently, employee turnover is still lacking of attention in many aspects, such that most previous researches were focused on the reasons of turnover, but paid less attention to the effect of turnover (Ton & Huckman, 2008). The emphasis in this essay is that high employee turnover damages organization performance for increasing cost and causing critical employee leaving, while moderate level of turnover benefits organization performance for improving innovation and motivation, employers should focus on enhancing employee’s job satisfaction and embeddedness for retaining their employees. This essay has four parts. In the first and second part of the essay, both effect of excessive turnover and moderate turnover would be discussed with focus on organizational performance. And then the relationship between turnover and performance will be showed. The final part of this work would discuss the two aspects of retention strategy and many specific methods would be given to employers.…

    • 2411 Words
    • 10 Pages
    Powerful Essays
  • Better Essays

    Irontown Employee Turnover

    • 1274 Words
    • 6 Pages

    Employee turnover is a ratio comparison of the number of workers a company must replace in a given time period to the average number of all employees. A big concern to Irontown, employee turnover is expensive, especially in lower paying job roles, for which the employee turnover rate is highest. Many factors play a significant role in the employee turnover rate of any organization, and these can stem from both the employer and the employees. Wages, employee attendance, stress of the job, company benefits, expectations of the job and job performance are all factors that play an important role in employee turnover at Irontown. Companies should take a deep interest in their employee turnover rate because it is a costly part…

    • 1274 Words
    • 6 Pages
    Better Essays
  • Satisfactory Essays

    Layoff Essay

    • 636 Words
    • 3 Pages

    This document summarizes the objectives of the layoff, criteria for choosing employees, recommendation of the employees who have been chosen to be laid off and the projected outcomes of laying these individuals off.…

    • 636 Words
    • 3 Pages
    Satisfactory Essays
  • Powerful Essays

    BDMR8013 Business Research and Metrology The Affects of Perceived Organizational Culture and Leadership Style on Job Satisfaction Level of Managers in SME, Penang by: Teh Chee Chong Date: 14th Aug 2013 i Table of Contents 1.0 INTRODUCTION .....................................................................................…

    • 8193 Words
    • 33 Pages
    Powerful Essays