OB in Action Case Study
This paper will put special emphasis into real-world theory and real-world situations and how one can use information gained from this course into real-world practice.
You will be assigned a Case Study to use for this assignment.
This is a Group assignment. You will be assigned group members to work with.
Number each answer (1, 2, 3, 4, etc.) to delineate your answer(s) to each question at the end of the Case Study
In order to receive full credit for this assignment you must answer each question at the end of the Case Study
Be sure your answers to questions are substantive, comprehensive, and well supported with rationale, opinion, research, and course content material
Need to answer the first 3 Questions only.
1. What is the nature of the Organizational Behavior problem?
2. How does this case relate to employee motivation?
3. Which theory or theories do you believe best explain the behaviors of Marty’s coworkers? Of Marty’s manager?
OB in Action Case Study #1
- What is the nature of the Organizational Behavior problem?
The organizational behavior problem highlighted in a case study involving Marty appears to be based on performance issues (Heinitz et al., 2018). In the case study, there are numerous instances that highlight that Marty is not able to adequately perform her duties as a nurse, with her poor performance causing numerous complaints and issues in her workplace as her colleagues have consistently covered for her. For instance, Marty is always late for work and always leaves early every day. On the other hand has been caught sleeping and snoring loudly during work hours multiple times daily which affects her performance. Marty is also not able to perform her effectively, which makes many hospital case managers file complaints against her and also request for another nurse to assist them in discharging their patients due to lack of communication and performance. Marty also frequently calls in sick, with her sick calls lasting a week or more in some instances. Marty is also accused of extending her bereavement and also going for a disability leave for more than 12 weeks as a result of back pain but returning to work wearing high heels. Marty’s behavior, therefore, indicates that she is not motivated to perform her duties and that her poor performance can be attributed to low motivation. Marty’s performance is also affecting her colleagues, who are consistently required to fill in for her. The general unity of the health caregivers in Marty’s department is, therefore, significantly affected by her behavior.
- How does this case relate to employee motivation?
According to Cook & Artino (2016), employee motivation are the forces in a person that affect their intensity, direction, and persistence of voluntary behavior. The case of Marty highlighted above is related to employee motivation because Marty appears not to have any motivation. By being consistently absent in her job and also being caught sleeping at the workplace numerous times, Marty, therefore, highlights that she lacks intensity, direction, and persistence in the performance of her job role and duties. As a result of lacking motivation, Marty also reports to work late and leaves early. To address Marty’s performance problem, the organizational leaders in the Healthcare facility would therefore have to look for effective ways to fix her motivation. Restoring Marty’s motivation can therefore go a long way in helping to improve her performance in her job.
- Which theory or theories do you believe best explain the behaviors of Marty’s coworkers? Of Marty’s manager?
The social cognitive theory is a theory that best explains the behaviors of Marty’s coworkers. The social cognitive theory, therefore, highlights that people learn behaviors by evaluating and observing other people’s consequences and anticipating the consequences of others in different situations, and also modeling other people’s behaviors (Cook & Artino, 2016). In the case study, it is there for evident that Marty’s coworkers realize that Marty is lazy and does not perform her roles and duties effectively. Despite her poor performance, Marty is there for not reprimanded or punished in any way by the management. Marty’s coworkers, therefore, are not eager to cover for her in her job roles because of her behavior.
On the other hand, the theory that best explains the behaviors of Marty’s manager is the expectancy theory of motivation. The managers in the healthcare facility, therefore, seem to expect Marty to perform effectively because she has been hired and trained adequately relating to her job duties. The managers also seem to be of the view that all employees should perform because they have been provided with adequate time and resources (Cook & Artino, 2016). However, this is not the case with Marty, who lacks the motivation to perform in her role.