Case Analysis: Employee Attitudes Essay

1. Which of Schwartzs 10 appraise are driving the style of managers at Bain & Company, Home computer storage, and outflank deprave? Provide examples to support your conclusions.Bains focus is engage by he Schwartzs values of power and self- direction. In a downturn, he chose to go against the grain and beat advantage of the situation, hiring people instead of egg laying off which allows him to snatch up recently unemployed or underemployed character reference open firedidates. His approach is clever and continues him ahead of the competition. He analogouswise spreads out from the market in turning point and looks for opportunities in emerging ones. In the case of Home Depot, the management is driven by universalism, lowering the target goals for the employees so they can buoy more(prenominal) easily deliver the goods bonuses when business isnt booming. This similarly touches on security, in that they are building verity and dedication within their earners. b eat out vitiate chose to bring their employees into being part of the solution. The value of universalism is seen here as they encourage their workers to work out globally to solve a problem. trance I understand that this approach has value, qualification employees part of the solution fosters a touching of team spirit and work together, I believe it could also backfire, leaving employees impression they essential help solve union financial issues or they could be left(a) without a job. I am not trustworthy Best Buys approach is enough.1. How would you describe Steve Elliss rivalive, cognitive, and behavioural members of his attitude toward managing in a recession? Be specific.Steve Elliss attitude toward managing in a recessions contains an affective component, reflecting emotions and feelings towards his ideas. His affective component is positive, optimistic and enthusiastic. His cognitive component, which reflects his beliefs about this situation, is show upn as hi s belief that doing the counter intuitive thing by hiring and expanding to other markets will upshot in better power and profit, regardless of the recession and certainly when the market recovers. His port component, how he plans to act in this situation, is clever, insightful and strategic based on experiences and instincts he has gain during his career.2. How are Home Depot and Best Buy trying to improver employee involvement? Home depot and Best Buy are trying to attach employee involvement in similar and also different ways. Home Depot break off the targets employees needed to hit to achieve a bonus, allowing the bonus to still be feasible in an economic downturn. They are lastly creating trueness and a feeling of working(a) for a company that values and understands its employees. Best Buy is bringing their employees into the management growth by taking their feedback and using that to bring on plainlyt againstes and policies that help manage costs during the r ecession. This also can create loyalty and a sense that the company values the employees.3. hold Ajzens theory of planned behavior (Figure 63) to analyze how managers can growth employee performance during a recession. Be sure to explain what managers can do to affect each aspect of the theory.Managers must offset printing mixed bag the employees attitude about their work. They can create engagement by quest feedback, making employees a part of the solution. They can create a level of loyalty and a feeling of being consider by being honest about the companys financial state, grand term goals and challenges. They can also do as Jet Blue did and show the employees that everyone is affected, from the highest ranks, by lessening salaries at the peak and spreading the negative impact sensibly throughout the organization. Next they need to entice the employees that the behaviors they want the employees to harbor are of import to the employees.They can do this by trailing proces s and showing them results of the behaviors, keeping parley open to allow updates, bringing the employees into the process so that they understand the bigger interpret impact of their individual and group behavior. Finally, they must convince the employees that they have some control over the outcome. Show them that every change has an impact and give them some decisions to make. throw overboard them to choose between equally heavy processes.4. Based on what you learned in this chapter, what advice would you give to managers trying increase employees organisational commitment? I believe that a good manager has the ability to enliven individuals and teams, has a strong ability to distinguish strengths and weaknesses in individuals and teams and capitalize on the strengths term lessening the impact of the weaknesses. Managers must everlastingly communicate the goals and objectives, repeating often to keep the focus on them.They must acknowledge achievement with pay, but a lso agnise the other things that drive and motivate employees, like awards. In my company, sales people are always rewarded for high achievement with money, but many of the other teams appear more satisfied with awards relating to recognition, promotion, sitting on committees, and so on Managers must foster teamwork, and allow working conditions that give a good work life balance. They should encourage work to be a fun, fulfilling part of the employees lives, not a job.