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organizational behavior

Organizational Behavior 5th Edition Michael A. Hitt - Solutions

What if you were to take a count of stereotypic language you hear or read regarding women and attempting to control your attitude toward women? Would finding a higher rate of such attempts to color your attitude than you first imagined change your perspective?
A suggested exercise is to divide your class into two gender-mixed groups. Challenge one to brainstorm a list of statements that stereotype women and their readiness to run competitive businesses. Ask the other half of the class to produce a list of statements stereotyping men as business leaders.
BSU’s strategy is to bring together promising middle and higher-level managers from around the world for exceptional learning. In retrospect, did the planners anticipate interpersonal conflict?
Pranarisha’s flight from Team A all the way out of the program, despite the fact that she was enrolled at the request of her NGO, could be rationalized as an overreaction. Might the American members who have already climbed their corporation ladders consider this the usual jockeying for position
The case teeters on the verge of the strategic significance of the A Team’s abhorrent organizational behavior being discounted. What might be the long-term consequences of this happening?
Considering the diversity of the whole group, what was the responsibility of Professor Boswell, along with each member of the A Team, including Pranarisha, to manage with sensitivity to the potentially valuable differences each member brought to the mix?
Now, have them make the transition from reading and talking about a diverse team of five people to being that very team in a brief role-play.
Each member of the team elects to be one of the six characters in this case—the five students and the professor. They may refresh their memories on the characters from their books, or you can provide the descriptions. They can imagine Professor Boswell’s persona.
This exercise is called “Rewind. Start over,” because this is what people tend to wish they could do, in hindsight, after something has blown up in their faces.
Before they begin, ask them to come to consensus about when, early in that week, it would have been the right time to manage the allocation of project duties with greater sensitivity to and appreciation for the diversity of the A Team.
Give them 15 – 20 minutes to play the roles, acting as they believe their character should have interacted with the others and the professor to get them off on firmer footing. You can ask the person playing Pranarisha to be the judge. Will she still flee the program?
Ask that the person who plays Pranarisha report to the class if, in this better managed version of her experience in the A Team, she felt differently about the course and the program.
Discuss the similarities to and differences between those Pranarisha reported to Professor Boswell.
What surprises you in reading how differently non-US customers find their McDonald’s dining experience to be from your own?
This instrument orients learners to four aspects of openness to international work.Extent of participation in cross-cultural activitiesExtent to which international attitudes are heldExtent of international activitiesDegree of comfort with cross-cultural diversityHigh to low scores indicate
How do you think globalization will affect Trader Joe’s over time? Please discuss several ways it could affect company operations.
Why is it important for McDonald’s to keep some things the same anywhere in the world?
Will Trader Joe’s need to adjust its management approach as increasing numbers of people from other cultures join its crew? Explain your answer.
Americans may think of McDonald’s as an American firm, but with it being in 120 countries now, what is it really?
It seems that McDonalds’ core strength of providing fast, clean dining for families is standing the test of many other cultures. Why? Is this a need felt and growing all over the world?
If you were charged with opening a chain of McDonald’s in a country where no such fast food brand ever existed, what would you want to know most about the local cultures before you broke ground and composed menus?
A message in this Exploring Behavior in Action is to adapt as you go. Yet, each of us is a product of our own national and local cultures. Like McDonald’s, are we prepared to know what to keep as our core identity while replacing other familiar aspects with the unfamiliar but necessary
“Cultural Intelligence.” Imagine the benefits one can bring to oneself, others, and her or his organization, were this to be on tap in one’s daily practice. Starting right now, how do you plan to gain and develop Cultural Intelligence?
National and regional cultures have, in most parts of the world, taken centuries of human experience to evolve to how they shape lives today. Yet, the new phenomenon of the global corporation seems to place tremendous pressure on people to swap their cultural heritage for a uniform corporate
Accounts of managers attempting cross-cultural collaboration, only to find that each side is unable to accept and respect the ways of each, tell us that we who are preparing for global work must prepare to go about it very differently. What must some of these different ways to relate
How important will it be for you to travel to foreign countries to spend enough time to experience first hand and in depth the similarities and differences of your cultural birthright and theirs?
Just as Joe Spumonti wanted to promote one of his employees to the COO role, none seemed interested. What could Joe have done to arrive at this time with a choice between inside candidates and this outsider, Wolfgang Schmidt?
As Wolfgang intervened on many decisions that associates had previously been making themselves, he was meeting his own need to feel like he was in control. How might his German work and schooling influence this desire?
Wolfgang attributed unrest and loss of employees to lack of employee openness to new management methods. Try out his point of view and make a case that he is right. Can you?
Joe’s workforce had been with him a long time. Why did they not appeal to him directly to restore morale, rather than withdraw or leave?
It appears that Joe worked out the decision to add a layer of management between him and his people by himself. Were Joe to have practiced high-involvement management in creating the new COO position and hiring its first occupant, might the company be better off today?
The American Society for Training and Development estimates that US organizations spent approximately $164.2 billion on employee learning in 2012. Despite this heavy investment in learning, the majority of what associates learn during training will be lost during the first year back on the job.
To what extent do you believe training and learning are more important for Trader Joe’s than for other grocery companies?
VF Corporation has launched a new growth plan to expand its apparel manufacturing business both in North Carolina and at VF Asia LTD. The plan focuses on six Growth Drivers. How have these Growth Drivers affected VF Corporation in the United States?
With the election of the first African-American President, many African-Americans have expressed deep pride in Barack Obama’s election. Have students go to http://www.npr.org/templates/story/story.php?storyId=97506193 and listen to “Tell Me More” an interview entitled: “Will Obama
Could problems in person perception affect associates at Trader Joe’s? How so?
VF Asia Ltd. is a subsidiary of VF Corporation. How did Tommy Lo guide these learning and development efforts in Hong Kong?
Perceiving is believing (as in “seeing is believing”). It is the strategic leader’s ethical responsibility to have clear, well-substantiated, modifiable beliefs about organizational behaviors they and others cause. Think of the damage that misunderstandings from misperceptions do each moment
How was the training of employees linked between those in the United States and those in Asia?
What could the VW managers/employees have done to address the ethical issues?
Needless to say the climate created by the previous management (Martin Winterkorn) was that of fear, hiding the facts, and do what it takes to produce results? In the final analysis were the results achieved?
This is a vivid example of an authoritarian, punishment-driven culture and how it leads to abuses that quash the impulse to teach and to learn. If all people in organizations must learn from experience to change the organization’s competitive behavior, why would this style of leadership be
What other corporate examples can be offered similar to VW where due to ethical/legal missteps stakeholders suffered?
What legal strategies and corporate benchmarks should be taken to address such problems in the future?
What does the Great Bear Wilderness crash incident teach you about the importance of learning?
While weather seemed like the most obvious cause of the Great Bear Wilderness crash, what did closer examination reveal?
What conditions of learning can aviation industry focus on to improve pilot and search party training?
Analyze the situation proceeding, during, and after the crash using the factors of Person Perception. Which elements do you see as contributing to the gaps in training and affecting perception?
This is a moment in Teresa’s work life when her boss taught her a lesson, “It’s just a matter of timing.” Not just the timing of payments and payouts that Teresa had learned to put into profitable balance, this is a lesson in Vegas Brown’s character. How is this a moment, when Teresa
When Teresa discovered early in this new role that Vegas was not bothered by the worsening cash position of the firm’s finances, she taught herself and him the first major lesson. Her misgivings were not strong enough. Why not?
Vegas Brown’s insistence that she draw on the company’s funds to give him the $20,000 down payment should have renewed her misgivings about this fellow and sent them soaring. Therefore, it did. Even if this could be couched as a $20,000 payment of salary, it bordered on using the company as his
“Quit if you want. I’m going to buy the house,” was teaching Teresa a powerful lesson. That raise and praise he gave her was a superficial gesture. He would have his way or punish her. Yet, he does not tell her that she is fired. Why not?
Heroes, heroines and role models are people who become known for their special achievements, courageous acts, or nobility of purpose. Learners may hone in on the ethics of intelligence, attitudes, and emotions by considering their own heroes, heroines, and role models. What qualities in such
Teresa sits at home that night, stomach in knots, deciding if she will quit or give Brown what he wants—a financial officer who needs this job more than her integrity. Is this so?
How do you feel about having your answers to a few questions on a personality test determine if you get the job or not?
Have your students go to http://www.blogsouthwest.com/media_image, click on Image Gallery and view two or three of the videos such as “Nutty stuff.” These videos are produced to share with the public the “personality” of Southwest Airlines. Discussion questions: Ask your students to gather
Given the nature of Trader Joe’s jobs and culture, which personality traits are most important for associates to possess?
Why do 30% of those companies surveyed use personality tests to read personality, and is testing of this sort ‘taking the employment field by storm’? Beyond the reason given—to assess temperament—what might they believe these tests do that cannot be found without them?
Compared to the industry, Trader Joe’s has a low turnover rate and is consistently ranked as a great place to work. Why do you think Trader Joe’s associates are so satisfied and committed to the organization?
The claim is that we each have a personality profile that is revealed by testing. What might you put down on paper in your own words as your profile prior to taking such a test?
Is there ever a point in our lives when we fully understand how and why we behave the way we do? It remains a classic open question. This assessment is one of many ways to accumulate answers toward this goal. Its focus on the Big Five should provide a memorable gross measure to relate to
Consider the possibility that some of those who are succeeding in an organization and helping all succeed would have been ruled out of being hired by the same test that is now in use. What might this mean?
What happens when your perception of yourself differs from others’ perceptions of you? Are you able to recognize the discrepancy between the two? The British Broadcast Company (BBC) has a classic television series entitled The Office and is available on NetFlix. The instructor can
It is said here that people are being selected for compatibility with the culture of the company. Are people’s personalities the source or product of a company culture? Or both?
Personality tests produce a profile of the individual’s mix of attributes. How might you, as a potential associate, go about learning a company’s “personality” that is compatible with your own?
It has been said that President Obama is “in control” of his emotions and that he portrays a cool and controlled exterior. Would you want to work for such a person? Why or why not? Do you know anyone who you would consider “in control” of his or her emotions.
Why do you believe narcissistic CEOs are highly paid in corporate America?
Do you believe it is better for a company to have a narcissistic CEO or a non-narcissistic CEO? Explain.
Do narsissistic CEOs represent “all talk and little action” from the stakeholders’ viewpoint?
Assess the historical performance under Most Narcissistic Least Narcissistic US Presidents. What might be your assessment under the current President Trump?
It may come as a surprise to some learners that NFL teams have been using scores on an intelligence test since the 1970’s. Why is mental prowess important in a sport where physical prowess is the obvious reason to choose NFL players?
Teams place different levels of importance on intelligence tests. Since they have been used in these organizations for over 35 years, they must be predictive of successful playing to a degree that satisfies most users. What if research finds that there is barely any connection between intelligence
It is asked if a football player can be too smart. There is minor support to the answer “yes.” There is an intriguing contention that too smart players can improvise on the field and can be too argumentative with coaches off the field. Football is rather tightly controlled by plays and refereed
The display of average scores on standardized intelligence tests shows offensive tackles at 26/50 and halfbacks at 16/50. Why would the position of offensive tackle attract (or require) players of higher intelligence and the position of halfback lower?
Scores on this industry-standardized intelligence test are taken into account in deciding who gets to play professional football. Assuming that you may one day be asked to take an intelligence test used to screen out some applicants, what do you want to believe about the accuracy of the test and
The most pressing strategic issue in this case is rapidly decreasing loan volume and increasing payment delinquencies. As president, Vince Stoddard should be greatly concerned. He personally recruited Marian to head the eight consumer loan sections, recognizing her proven ability to pursue business
Vince did instruct Marian not to push Dave too hard and allow him to get used to her. Can we tell, from the information at hand, if Marian took Vince’s advice? Does her aggressiveness and conscientiousness suggest that she could or would not moderate her style with Dave?
Section heads are responsible and accountable for both performance shortfalls. Yet, they seem to be secure in allowing Marian to “blow her stack” and do or say little to fix the problems. Are these eight people so put off by the personality of this “outsider” boss that they would actually
If Dave is, in fact, systematically undermining Marian’s leadership, then this negative attitude toward Marian tells us about his values. Is Dave so bothered by not being promoted that he will harm the bank itself to sabotage his new boss? If so, what does this suggest about his personality and
Gore & Associates are successful by almost any external measure of business performance one might apply. Would we not expect that this culture and structure would be adopted and adapted by companies seeking to increase their fortunes in the marketplace? Are you aware of any who seem to be doing
This self-administered application of McClelland’s new classic Thematic Apperception Test could stimulate thinking beyond measured need strength. Suggest they think about the source of that spontaneous story they wrote for this test themselves. Ask that they picture themselves as a living,
Are Trader Joe’s crew members likely to experience problems with procedural and/or distributive justice? Explain your response.
Working once in a bureaucracy “motivated” Wilbert Gore to leave that company and start his own with a design to remove the conditions that drove him out. What did his former employer lose by adhering to a de-motivational culture and structure? Are bureaucratic companies today still driving out
Which of the major motivational practices are emphasized by Trader Joe’s in its management system? Does the company include meaningful rewards, tie rewards to performance, design enriched jobs, provide feedback, and/or clarify expectations and goals?
You know yourself best. Are you attracted to the working conditions and relationships described in this story? What is most (or least) compelling to you and why?
An abiding fundamental belief in Gore & Associates people and their abilities is the cornerstone for all the ways they are recognized, rewarded, and developed. If this were to erode, how might any of the principles and practices cited here work thereafter? For example, how would egalitarian pay
This company admits to its workforce only those who can tolerate ambiguity and thrive in autonomous settings. Are you preparing yourself and being prepared for this sort of challenging setting? On the other hand, is it still a reasonable alternative to seek more certain and closely supervised work
Among all those meeting their own motivational needs in work, those who manage others can mismanage with wider negative consequences to others than non-managers. Would high need for achievement be more or less difficult to manage than a need for affiliation or power?
What does this trend toward a greater proportion of achievement driven managers suggest as the reasoning behind those who promoted them to managerial positions?
How might it be to work for a manager with a high need for affiliation but low needs for achievement and power? Alternatively, high need for power and lower needs for achievement and affiliation?
Process theories of motivation address ways individuals create their own inner motivational force behind actual performance. Consider a hair stylist, Lara Hadad, only twenty-five years old, earning nearly a quarter of a million dollars in one year. Who would not want an achiever of this magnitude
The McCormacks were small business entrepreneurs with a vision for how salons could be run profitably if only people were treated differently. It is not possible to tell from the account, but likely they did not take these motivational practices out of a college textbook. They seem like
It says that most of the McCormack’s success is due to the way they motivate their employees. Restated, most of the McCormack’s success is due to the way their employees motivate themselves by using the tools Visual Changes provides (i.e. continuing education, specific and difficult goals,
Do you believe in pay for performance or pay for seniority/time? Which of these would affect motivation?
What other system do you believe might be constructive in a company like Microsoft in place of stack system to motivate employees and collaborate with each other?
How can a company identify what CEO Mayer of Yahoo calls “dead weight?”
Which system of motivation would you be comfortable in? Explain.
Dan had his programs up and running smoothly after a short while, but there are increasing signs of a “decaying orbit.” Dan is a manager. What does Dan take away from the people and tasks of his department when he loses motivation?
Frances surmised that Dan could do the evaluation project and save Puma fees for outside consultation. In retrospect, was this more a cost-avoidance measure than a match for Dan’s abilities and motivation?
Frances is at a point when her trust of Dan is close to breaking. Perhaps his trust of her is strained, for it appears he is not leveling with her about his need for personal time. If Puma loses Dan because of what both say and do next, what does it mean strategically to the corporation in the

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