March 09, 2014
Question 9.1 Does it make business sense for a CEO to prioritize self-improvement on the part of his employees? Does it make more sense in some industries or types of businesses than others? It makes great business sense for the CEO to prioritize self-improvement for employees. This is a smart move to coach employees in performing citizenship behavior on the job. Organizational citizenship behavior benefits the entire company by employees supporting and defending the company actions, working to improve operations and being loyal to the company (Colquitt, Lepine, & Wesson, 2013, p. 39). Satisfied employees will bring voice to the company by speaking positive about their job and offering constructive suggestions on making improvements to increase customers and profits. According to Betsy (2013), Panda Express refund associates for attending classes to promote continuous personal growth. In addition to the company leader holding Saturday sessions to share information and discuss books they have read. We can see this as an excellent way to establish trust among employees and build strong dependable relationships through discussing motivational books. The CEO’s view of the workplace resulted in an environment to foster personal growth and personal well-being and makes it possible for employees to feel like the CEO cares about their life and well-being more than the business profit. The CEO acknowledges that employees are healthy mentally, physically, emotionally, and spiritually when they are doing well, and are likely to do good things in life (Betsy, 2013, p. 38). Therefore, this approach of caring about people makes sense in all industries and businesses. The act of caring brings out the conscientiousness in employees that affects job performance. “An employee’s ability, in contract, is a key driver of maximum performance, which reflects performance in brief, special circumstance that demand a person’s best effort” (Colquitt et. al., 2013, p. 291).
Question 9.2 Do you find it appropriate for companies to ask about the book that applicants have read, or to encourage employees to attend self-improvement seminars that could be psychologically and emotionally intense? Why or why not?
It is very appropriate to ask a prospective employees about what books they have read and to encourage employees to attend self-improvement seminars. Behavior issues are just as real as physical issues to help the well-being of a person. If it is alright to ask an employee to take a physical exam to determine fitness, then it should be acceptable to ask simple questions about behavior fitness. “The structured conversation approach to interviewing, commonly referred to as Behavioral Based Interviewing, aims to discover and examine examples of past behavior through guided questioning” (Brumm, Mickelson, & White, 2006. p. 28). In this case, the hiring company is allowed to ask questions about the latest books read to assess their learned behavior in judgment, teamwork, and communication, and understand their concepts.
Question 9.3 From the brief descriptions offered, what personality traits (or cultural values) seen to be reflected in Covey’s seven habits, and in the content include in Landmark’s seminars? Do those traits or values seem important in a business like Panda Express’s? Dr. Covey’s Seven Habits of Highly Effective People are (1)be pro-active, (2) begin with the end in mind, (3) put first things first, (4) think win-win, (5) seek first to understand, then to be understood, (6) synergize, and (7) sharpen the saw. The contents of Landmark Forum seminars on listening, interpretation, positive language, and identity and anxiety management are good examples of four of the five personality traits. The four personality traits on conscientiousness, agreeableness, openness, and...
References: Arnold, M. (2012, October). The Seven Habits of Highly Effective Risk Managers. Risk Management, 59(8), 6+. Retrieved from http://www.questia.com.
Betsy, B. (2013, December). Taking Care: Panda Express Nurtures Employees So They in Turn Treat Customers Well. Success, 38+. Retrieved from http://www.questia.com.
Brumm, T. J., Mickelson, S. K., & White, P. N. (2006). Integrating Behavioral-Based Interviewing into the Curricula. NACTA Journal, 50(2), 28+. Retrieved from http://www.questia.com.
Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2013). Organizational Behavior Improving Performance and Commitment in the Workplace (3rd ed.). New York, NY: McGraw-Hill/Irwin.
Miller, P. M. (2010, March/April). Flying on the Panda Express. The China Business Review, 37(2), 47. Retrieved from http://www.questia.com.
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