BUY MGMT591 Midterm Quiz
4. Question: TCO (E). In the May 18, 1998 issue of BusinessWeek, the story line read “Nice Guys Finish With MBAs.” The following is an excerpt from that piece:
“ . . . nearly half of this year’s top B-school graduates turned down their highest-paying job offer, preferring to work for companies that offered room for personal growth or had a more appealing corporate culture.” (p. 8)
Given your understanding of organizational culture and using OCI terminology, offer an explanation why, according to the article, MBA grads are focusing less on salary and more on the organization’s culture.
1. In your response define organizational culture and discuss which OCI styles most likely appeal to these graduates.
2. How can a culture be a liability to an organization?
1. Question:
Consider this story that appeared in the August 11, 1998 Wall Street Journal: Work Hard, Play Hard: Employers use fun to boost morale
All 25 partners at Certilman, Balin, Adler & Hyman, an East Meadow, N.Y., law firm, are invited to a free conference-room lunch every day. Managing partner Bernard Hyman says the lunches began as a chance to talk business but soon became anticipated social gatherings. “We tell stories, talk about the weekend,” he says, “talk about the football game, talk about our husbands, talk about our wives, talk about our children.”
During lunchtime at JW Genesis Financial Corp., Boca Raton, Fla., Vice Chairman Joel Marks lets workers view his TV-sitcom tapes, including “Seinfeld,” “Mary Tyler Moore” and “Taxi.” Terry Deal, business professor at Vanderbilt University in Nashville, Tenn., says companies that bring play and celebration into the workplace often have higher profits. A book he co-wrote cites as an example Southwest Airlines, which encourages crews to joke with passengers.
But he says few companies incorporate play: “One thing we are finding over and over is that work just isn’t any fun anymore.”
Some observers would argue the fun work place is just another fad? What do you think? Does having fun at work lead to higher productivity? Use course concepts to formulate your response.
All 25 partners at Certilman, Balin, Adler & Hyman, an East Meadow, N.Y., law firm, are invited to a free conference-room lunch every day. Managing partner Bernard Hyman says the lunches began as a chance to talk business but soon became anticipated social gatherings. “We tell stories, talk about the weekend,” he says, “talk about the football game, talk about our husbands, talk about our wives, talk about our children.”
During lunchtime at JW Genesis Financial Corp., Boca Raton, Fla., Vice Chairman Joel Marks lets workers view his TV-sitcom tapes, including “Seinfeld,” “Mary Tyler Moore” and “Taxi.” Terry Deal, business professor at Vanderbilt University in Nashville, Tenn., says companies that bring play and celebration into the workplace often have higher profits. A book he co-wrote cites as an example Southwest Airlines, which encourages crews to joke with passengers.
But he says few companies incorporate play: “One thing we are finding over and over is that work just isn’t any fun anymore.”
Some observers would argue the fun work place is just another fad? What do you think? Does having fun at work lead to higher productivity? Use course concepts to formulate your response.
2. Question:
TCO (C). An October 15, 2004 article by Scott Wyman in the South Florida Sun-Sentinel included the following information on salaries awarded in the county:
“When it comes to getting extra money as a reward for hard work in Broward County government, it pays to work as closely as possible to county commissioners -- preferably right outside their office doors. The average bonus given to that elite staff topped the $5,000 maximum set in the incentive program and was almost triple that received by other employees, according to personnel and audit records reviewed by the South Florida Sun-Sentinel.
Business experts said differences between the bonuses awarded to those at the top of an organization and the rest of its employees is common. Yet, they said, it often is a cause of workplace friction and low morale.”
a. Based on what you’ve learned in this course, use J. Stacy Adam’s Equity Theory to fully explain why this disparity of rewards caused workplace friction and low morale. Include in your answer the specific reason why the lower-paid county workers are motivated to do what they did - cause friction and experience low morale.
b. How can county management reduce the perception of inequity?
“When it comes to getting extra money as a reward for hard work in Broward County government, it pays to work as closely as possible to county commissioners -- preferably right outside their office doors. The average bonus given to that elite staff topped the $5,000 maximum set in the incentive program and was almost triple that received by other employees, according to personnel and audit records reviewed by the South Florida Sun-Sentinel.
Business experts said differences between the bonuses awarded to those at the top of an organization and the rest of its employees is common. Yet, they said, it often is a cause of workplace friction and low morale.”
a. Based on what you’ve learned in this course, use J. Stacy Adam’s Equity Theory to fully explain why this disparity of rewards caused workplace friction and low morale. Include in your answer the specific reason why the lower-paid county workers are motivated to do what they did - cause friction and experience low morale.
b. How can county management reduce the perception of inequity?
3. Question: Organizational Behavior is just common sense and has little relevance for managers today. Discuss this statement giving examples to support your answer
4. Question: TCO (E). In the May 18, 1998 issue of BusinessWeek, the story line read “Nice Guys Finish With MBAs.” The following is an excerpt from that piece:
“ . . . nearly half of this year’s top B-school graduates turned down their highest-paying job offer, preferring to work for companies that offered room for personal growth or had a more appealing corporate culture.” (p. 8)
Given your understanding of organizational culture and using OCI terminology, offer an explanation why, according to the article, MBA grads are focusing less on salary and more on the organization’s culture.
1. In your response define organizational culture and discuss which OCI styles most likely appeal to these graduates.
2. How can a culture be a liability to an organization?
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